The Diminishing Relevance of Job Portals in Finding the Right Talent


The Diminishing Relevance of Job Portals in Finding the Right Talent

"Information available through job portals is not enough to do an intelligent match. Recruiters today get hundreds of applicants for a single job position making it nearly impossible to figure out who they should or shouldn't talk to."

Job portals continue to remain the most widely used recruitment mechanism. The question emerging in the changing job scenario however is their effectiveness in finding the right candidate. Job portals were the first generation products of the Internet when internet was all about collecting information and creating access.

The idea was as the internet reach expanded, more and more people and opportunities could get onto this platform and find each other. But, before we debate the relevance of job portals, it is important to understand the value job portals were creating.

A lot of people were looking for jobs but there was no real means of finding one place where they could find open jobs in real time and easily apply to them. It was the era of cutting out newspapers, sending snail mail and knocking doors. On the other hand, companies were looking for people but had no common platform to find people who were currently looking for jobs. The success of the Internet undid the value job portals created when they began.

Today, billions of people are interacting over the internet in several different ways and is exponentially easier to operate. This has led to job portals slowly losing their relevance in the traditional sense.

Overtime the problem in helping people get jobs or helping corporates find people has changed from a�?simply finding the peoplea�� cardura online, acquire zithromax. to a�?locating the right peoplea��.

This demand has risen due to the sheer explosion of the number of people and job opportunities floating on the Internet. The utility of internet today is no longer restricted to access to important information, but in finding the right information. In this scenario, hiring through traditional job portals sees two major hurdles –

  1. The problem of plenty. With the wide reach of the Internet and information getting distributed at lightning speed, today, recruiters get hundreds of applicants for a single job position making it impossible to figure out who they should to talk and not talk to. For example, a HR manager while hiring for a typical corporate position, will receive anywhere between 100-500 applications for every position being offered. This manifests into an efficiency issue with HR managers spending endless time sifting through resumes.
  2. Lack of useful information. Job portals pretty much work by using resume information to match people. Unfortunately, information available through job portals is not enough to do an intelligent match. Recruiters see very similar resumes of hundreds of applicants making it impossible to figure out which candidate seems to be relevant or better for the job at hand.

At entry level hiring, few resumes are differentiated by exemplary colleges which form a very small percentage compared to the overall education ecosystem. All other resumes look very similar without much information available to do effective job matching.

On the other hand, if we look at niche jobs, most people nowadays are being hired for potential rather than demonstrable experience. With the job scenario changing dramatically, most of the recruitment is driven by potential to be able to do those jobs rather than actual experience in doing those jobs, so again the resume becomes an ineffective tool for hiring.

Now if we see this situation from a job seekersa�� perspective, a job portal has hundreds of open jobs. For a candidate with basic entry level skills it becomes fairly hard to analyse which jobs is he or she ready for and should apply to. Eventually, they apply to too many jobs which makes the overall process of job hunting inefficient.

Also, most organisations use automated mechanisms to reach out to these candidates and get them to go through a process. Again a phenomenal waste of time for them to go through multiple processes with really no useful information/feedback. In this process, they might also miss out on the right jobs for them.

Any marketplace works effectively when there is value for both sides of the ecosystem, in this case – job seekers or employers. As the number of people and opportunities on these platforms are increasing, effective matching is breaking. With the proliferation of internet and the rise in number of candidates and jobs on the platforms, their effectiveness is in question and the platforms need to deploy smarter ways of matching.

Some of the more recent job platforms are trying to leverage assessments, social profiling, professional connections and endorsements as mechanisms to better match people to relevant jobs and candidates to corporations. Social profiling platforms are using publicly available information. Similarly, professional networks like LinkedIn offer peer validated information to improve the job matching mechanism and help recruiters identify the right talent.

The effectiveness of some of these new techniques varies from different types of jobs at different levels. While skill assessments might work very well for jobs which require potential or people who are early on in their career; professional networks/endorsements might work better to validate longer careers and success.

Eventually, job portals need to evolve into hybrid platforms encompassing various technologies for better and more effective matching of people to opportunities.