June 4, 2014

Do your Posting Practices Reflect Job Seekers’ Habits?

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jobseekersearch1Automotive professionals do not behave like recruiters and hiring managers.

Where you Post and What you Post Makes All the Difference.  It’s no secret that recruiting agencies and firms large and small spend five to six figures annually on job postings. Let’s face it–in order to grow your professional network or cross paths with a job seeker that just might happen to be in the market for a new gig AND have the required qualifications, you go all out to ‘tag’ this individual before the competition does and this includes posting a job or ads on job networks big and small.

Because of the related expenses and your overall investment of your time, talent, and resources, it’s important to take a step back and examine the process. This begins with a question that begs to be answered, ‘Am I spending my time and money in the right places?’ The most accurate answer for most is probably somewhere in the middle.

If you have experienced success as a recruiter, then you obviously have a good idea of what works for you. But a word of caution—if you are still recruiting like it’s 1999, then someone else is making your placement more often than not. In fact, over the past three years alone, the industry and how we connect with others is evolving before our eyes. For example, have you noticed the ‘big box’ job boards don’t have the same attraction and appeal as they once did? What constitutes attraction and appeal you say? Results.

If you are like most, you are relying on professional social networks and niche career sites more so than you ever have before—and for good reason. In the job market—particularly in Automotive—the top talent isn’t interested in behaving as it has in the past. They know they are in high demand. And they know there is a certain degree of risk involved with posting their resume online for the world to see—including their current employer. But the most significant driving force behind this is the desire to be in control of the process. Think about it, control and initiative are two of the main attributes to their success professionally. They’re engineers for crying out loud—with a history of making good decisions—or at least better than those around them. So it’s logical in their thought process that they can seek out their next move on their own—or at least if they control the process.

Recruiters know this is a flawed process and philosophy. But there’s one factor that will derail your search if you fail to respect it—we can’t change a user’s behavior in the virtual world. If a job seeker wants to be in control—we must allow them to be. What this means is we simply must meet the end user (job seeker) where they are. And where they spend most of their time is searching for the opportunity you hold in your hands (or in this case, the open position you post online.)

Another factor to consider that’s producing this shift in behavior is based on the answer to a logical question, “If I was an Automotive professional, would I want to spend my time on a massive job board sifting through ads for department store representatives and insurance salesmen or would I invest my time in a career network that specializes in my profession?”

Anyone who works in manufacturing typically has little time to spend in a leisure capacity online. When they log on, it’s usually intentional and with purpose. This is why specialization and appeal are more vital today than ever before. While we have stressed the critical nature of specialization in your job postings and career networks, appeal is as equally important. The old cliché ‘You don’t get a second chance to make a first impression’ rings true especially in this case.’

Your company’s branding and your posting’s appeal—or lack thereof—have EVERYTHING to do with the results of your efforts. More on this in our upcoming article, “You Are What you Post.”

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