Cue the heavenly choirs: a new job is born.
Your sales team is growing; a lifer retired; there’s new technology to untangle; someone needs an associate to lighten the load. However it happened, now comes the hard part. Hiring for it.
You post the job to the career page on your company’s website. Here, your team can monitor engagement from candidates directly and edit or remove the listing as the need arises. One listing for one job, an organic post; accuracy and simplicity united. But there’s a problem–you’re not getting any clicks.
So you hire a recruitment agency to boost your exposure. They present an advertising strategy that leverages job boards, aggregators, social media, email campaigns, and automated programming. Your listing will be seen by millions. You’re on your way to a promised land of resumes. But for job market analysts, you’ve just opened Pandora’s box.
That one, beautiful, organic job listing is about to multiply like bacteria.
To see how duplication happens at scale, let’s follow the money.
Company X pays a recruitment agency to extend the reach of their single job listing. Generally they pay either against each candidate click the ad generates or for the duration of the ad. Recently, job boards have experimented with pay-per-applicant and pay-per-hire models, but to little success.
Since it captures the largest number of job ad dollars in the U.S., we’ll take the pay-per-click model as our example. Say Company X agrees to pay its agency $1 for every click it generates. First, the agency posts the listing to its own job search engine, which has somewhat more reach than the company’s website. Not so bad, right? Well, here come the job boards.