Why Job Boards Could Become Obsolete Within the Changing Context of Modern Talent Recruitment?

Modern recruitment strategy has failed to keep pace with the new talent needs of organizations. A recent report finds a holistic approach to hiring, inclusive of quality measurements and performance analysis, more beneficial than swift hiring that seeks only to fill empty positions.

In its recent report, Talent Acquisition 2013: Adapt Your Strategy or Fail, the Aberdeen Group point out the failures of current recruiting strategies. The main point: talent acquisition fails to be innovative. Organizations have failed to keep pace with the changing face of an international workforce. One reason, perhaps the most influential, is that talent sourcing strategies tend to be constrained and stubborn instead of multifaceted.

The international labor force of today, is diverse and rapidly growing. Yet finding the perfect candidate in this ever-growing pool is somehow extremely difficult. The shortage of critical accessible skills is a central source of pressure. Simply searching for a candidate via mountains of applications or online listing responses is no longer an efficient or fruitful method: 40% of employers feel that, within the next five years, job boards will become obsolete.

The report insists that looking at the big picture will allow organizations to change their talent sourcing strategy. Companies have to rethink the entirety of the recruitment process, taking a more holistic approach to hiring. This means placing a greater priority on finding an appropriate candidate that will contribute to the growth of an organization, rather than simply focusing on swiftly filling an empty position. The report emphasizes that organizations need to broaden their view to include a measurement of quality of hire, and an integration of talent performance analysis – bringing talent acquisition and individual employee assessment closer.

JANZZ.jobs allows companies the ability to measure candidates’ talent before hire and employee performance after hiring. The new hire would become part of the employee database created by JANZZ.jobs. This allows a company’s HR specialists to track how well the profile of a new hire matches the idealized indicators of performance, as outlined by an organization. Put simply, organizations can use JANZZ.jobs to measure how well an employee matches their intended role in an organization. ‘How well’ a candidate matches their role is indicated by a percentage, the breakdown of which shows just where the employee is thriving, and the areas where she or he needs to improve. JANZZ.jobs can therefore analyse the ‘gap’ between required skills and qualifications, and what the new hire possesses. This gap can then be compared to a benchmark of all other employees and against a wish list of desired skills that the company has identified. Further training can then be prepared to fill that gap. JANZZ.jobs is the future of smart recruiting – as a multipurpose tool for both intelligent talent acquisition and performance analysis.