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Does HR Technology Hurt Your Job Search?

Posted by Jeff Pelliccio on Oct 27, 2016 9:00:00 AM

In ICS insights

Job Boards and Internal Recruiters Compete to Deliver in a Tight Market and Candidates Should Consider All Search Options.

It is no secret- we are all in the midst of a historically divisive political season. Nothing and no one are safe, not even in the rock-solid tech industry. Formerly easy job searches have become high-stakes hunts.IT professionals are side-stepping HR Technology to find the right job in the right location.

The Bureau of Labor has been reporting low unemployment every month in 2016. Sweet, right? But wait, before we pop bottles, we need to take a sober look at the factors at play. First, the labor force participation rate is low (read: less people are working). Next, the number of involuntary part-time workers is high (read: more people want full-time jobs). In sum, fewer jobs are being filled in 2016.

A disconnect clearly exists between highly qualified candidates and their best tech job. This cannot be attributed to simple supply and demand. There is a glut of available work and there is a glut of unemployed tech professionals. Right now, every job board, employment and professional forum, headhunter, or internal recruiter is vying for the best candidates for a chance to fill an available IT position. What is stopping the supply from filling the demand?

Are job boards and HR technology preventing you from landing a job? This is why you need a relationship with internal recruiters.

So Many Open Technology Positions Left Unfilled by IT Professionals Right Now?

In the short term, pinpointing the culprit behind the imbalance will be next to impossible. The most seasoned experts cannot, with absolute certainty, come up with a solid reason for such a bounty of jobs and qualified IT candidates.

There are some ideas being tossed around about the tech industry’s wide open market, a market that hired 300,000 fewer people than just one year ago. The Wall Street Journal recently mused that “It could be workers lack the skills for available jobs or that employers have become too picky.” Peter Cappelli of University of Pennsylvania Wharton’s School dismisses this idea as attacking the straw man. Any mention of hard facts, and WSJ’s theory falls.

Both bad timing and rash judgments may put up roadblocks to effectively hinder a mutually satisfying professional relationship.

The most reliable sources are from outside media and academia. Experts from within the tech world see trends on major job boards−including Indeed, LinkedIn, and Monster-  and have found a few, specific reasons why employment infrastructure suppresses hiring:

  • Qualification Quandaries. The only true constant in tech is change. New technology−whether hardware, mobile applications, or software−changes at an incomprehensible speed. Quite often, a hiring manager launches a job search, advertising for one set of needed skills, education, and experience. Then, many things can change between the date of the job posting and the time of application submission. The position’s requirements may change completely, nullifying the initial list of requirements and leaving some candidates out of the running.
  • The Candidate Blacklist Consideration. Just like college Greek life recruiters, hiring managers at IT firms simply cross a candidate off their list, forever blacklisting him or her. Depending on a company’s hiring department resources, it may seem more expedient to drop someone and move on to the next candidate if a resume is lacking

What Might Help Break This Employment Stalemate to Connect IT Firms with Highly Qualified Technology Professionals?

IT job candidates need to find jobs that suit their skills, interests, and geographic location. To do make that happen, IT firms need to make sure these candidates can find their business. How should hiring managers direct educated and eager IT job candidates right to their ideal job in the technology field? Enter third parties.

Both job seekers and employers will get nowhere while insulating themselves at home or in the office. How they can make the connections:

  • Physically, they should reach out to a headhunter or internal recruiter.
  • Virtually, they should check out job boards or HR Technology for conferences and expositions.
  • The best strategy includes multiple job search resources, not relying on convention.

So, Do HR Technology and Job Boards Hurt Internal Recruiters?

Less than a decade ago, large job boards like Indeed, Monster, and LinkedIn still found ways to create a meaningful professional connection with job candidates and employers. Whether through emails, private messages, or through telephone calls, the client and the job board staff made vital connections. But sheer volume has overwhelmed the system. Online job boards themselves continue to lose integrity, frequently undergoing spin-offs and buy-outs.

Emails job candidates once received from LinkedIn, for example, are now junk mail and spam.Here is where internal recruiters and flesh and blood corporate headhunters have expertly matched IT job candidates to tech firms. These staffing professionals work in-house, regularly consulting the company’s hiring manager. They always have the inside track on job availability, making the search and interview process easier for high-quality job candidates.

With a quick telephone call or trip down the hall, they can update qualifications and tweak requirements. Additionally, these specialized in-house staffing consultant persuade hiring managers take a second look at qualified candidates, releasing the notion of blacklisting perfectly talented candidates for all future job postings, thanks to having the opportunity to cultivate both relationships to wed tech talent and opportunity.