Job seekers can feel lost when they begin their search. There are so many options out there for a candidate that it can be overwhelming.
Two popular ways to find a job these days are recruitment firms and job boards. Each has benefits, and both can be beneficial depending on the stage of the search.
The Benefits of Job Boards
Job boards are where most active candidates begin their search. They offer easy-to-use keyword searches and provide excellent exposure to a variety of companies and positions. Many sites offer customizable search alerts which will send daily or weekly emails about positions of interest.
Some job boards put emphasis on the candidate privately applying for posted positions, whereas others ask that candidates post their resume for employers to see. Many do both. Each method can help with finding a job, but passive candidates must be careful either way. There is nothing more embarrassing than their current employer seeing their resume floating around.
The Benefits of Recruiters
Recruiters offer personalized and confidential service. Confidentiality is crucial for currently employed candidates who do not want their employers to know they may be considering other positions. Good recruiters only submit candidates that want to apply for a position, so the candidate will be able to fully control who sees their resume—something they cannot do if they post their resume publically on an online job board.
Recruiters make money from their client companies, so they are free for candidates to use. (NEVER use recruiters who want to charge a fee.) In addition, their fees are arranged ahead of time with the client, so those costs do not affect potential salary or wages.
Recruiters also have an ace up their sleeve: client companies often share openings exclusively with recruiters to ensure that only qualified applicants are put forward. Also, candidates they select usually go directly to the hiring manager and the recruiter receives feedback after each step of the process.
What Type of Candidate are You?
Recruiters and job boards can both benefit specific types of candidates. Before beginning a search, determine what type of candidate you are, in order to determine which job hunting methods will help you the most.
Level 1: Inactive Candidate
Inactive candidates are typically happy with their current employment and are not really looking for anything new. However, you are open to networking, keeping tabs on your industry, and even the occasional job offer (to stay aware of the job market). Every inactive candidate should have a LinkedIn profile, but you can limit additional job hunting efforts. Having a LinkedIn profile is the norm among businesses, and not having one can prove detrimental to networking, as well as raise a “red flag” for potential employers.
Level 2: Passive Candidate
Passive candidates are open to new opportunities and are currently employed. You may even be enthusiastically looking for a new job, but value your current position enough to want your search to be discreet. Passive candidates should use a recruitment service in addition to maintaining a LinkedIn profile.
Level 3: Active Candidate
Active candidates may be facing downsizing, know that their current job will end soon, or may currently be unemployed. You no longer need to be discreet about your search—you just need a job. Active candidates aggressively search for a new position and must use every tool to find one. Be active on your LinkedIn profile, sharing that you are looking for work as well as sharing interesting industry tidbits to prove that you keep up with your chosen field. Get in touch with a recruitment service and have them search for you. Visit job boards frequently to search for new postings, apply to any suitable positions you may find, and post your updated resume publically. In addition, reach out to your network, both via social media and on a person-to-person basis.
If you are a passive or active candidate looking for an IT role, consider searching JDC Group’s open jobs today or contacting our recruiting team.