site because of the ability which that gives the organisation to cut out any recruitment agency fees. Others are more cautious.
“In theory, using an in-house site to recruit for jobs with a large number of candidates and posts has the potential to cut costs but that must be weighed against the administrative costs of dealing with all of those enquires.
“There is a level of help which technology can give you but it is more straightforward to use an in-house jobs board to recruit for more skilled or specialised roles which may attract a lower volume of candidates.
“Another key element to recruiting through in-house
Sep/Oct 10
job boards is using effective marketing to drive people to your site. This is because the site may not be the first place people, especially those from outside the public sector, might think to look for jobs. This means that there needs to be an effective marketing campaign driving people to that site in order that their applications can be dealt with in that way.”
Marketing sites in this way is now fairly straightforward with various options open to public sector employers which include search engine optimisation and pay per click adverts based around certain key search terms.
As more organisations move over to recruiting in this way,
the technology around them is bound to grow and develop in proportion to the client base it has. However, this certainly will not mean the end of the more traditional forms of recruitment.
“I think that organisations will continue to use agencies for many reasons including convenience and also because they can offer specialist advice in more high end executive recruitment and head hunting.
“However, I am sure that the use of corporate websites will continue to grow as well and more people become aware of this way of doing things, their popularity will continue to develop.”
As the technology develops, the jobs boards themselves will be able to offer more sophisticated support and convenience to those who use them.
“I can imagine that the technology will become smarter and therefore will allow for greater usability and accuracy. It also means that the candidates filling in the online forms need to be up-to-date though with these kinds of technology you wouldn’t want to lose a good candidate just because they didn’t understand your recruitment website.”
The future looks bright for in-house jobs boards with employers cherrypicking the best for less.
pse 35
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