I read this article by Jeff Dickey-Chasins, The Job Board Doctor, which was directed towards recruiters and owners of job boards. Jeff is a consultant to job boards themselves, and provides an eye opener to candidates who often complain about the number of “Fake” job postings on the major job boards.
Fake job postings definitely are out there, from my personal experience. Here’s some ideas how to best deal with them.
Read more …
In my prior life as a recruiter, my offices were required to have a minimum number of jobs posted each week…even if we didn’t have enough current job orders. This requirement was audited as part of our offices performance, and reported all the way up to the President of the company.
In addition, even if we had job orders, we were required to post additional ads for “typical” jobs that we often filled…even if there wasn’t a current need in that area. Part of what drove this requirement was my company’s relationship with CareerBuilder. My prior employer was one of CareerBuilder’s largest advertisers, and purchased an unlimited advertising package with them. This encouraged our corporate office to encourage (insist on is a better description) fake job ads to drive a pipeline of candidate resumes.
I can understand how candidates can be upset by this practice.
On a positive note, we found many of our best candidates by this method, which Jeff refers to as “Future Hiring”. On the flip side, many of the candidates who replied to fake ads weren’t good matches for job orders – if they optimized their resume it was to a generic ad, not to the real one.
Direct hiring companies run fake ads also, but for some additional reasons than just using pre-purchased advertising. Direct companies, sometimes using recruiters as middlemen, run fake ads to test the market determining what type of skills are available, and at what cost. Sometimes this is done before a headcount addition is even approved, so the manager can get a good idea of market value for skill sets. A good recruiter will often sniff fake job orders out by asking the right questions…a rookie might not.
Here’s some tips to spotting fake ads:
- If the ad sounds general, and doesn’t list the hiring company, it’s probably a “fake”
- If the ad lists very broad and general requirements, it’s probably a “fake”
- If you see the same ad repeated week after week, it’s probably a “fake”
- If the ad lists hiring manager contact information (not HR, and not recruiter) it’s probably real
- The more detailed the requirements are, the more likely the ad is real
And some tips in responding to fake ads:
- If you respond, just don’t put a whole lot of customization or time into it – Don’t use Resume Search Optimization (http://recareered.blogspot.com/2008/04/how-to-rise-above-resume-hell.html)
- Don’t include a cover letter (http://recareered.blogspot.com/2009/12/is-your-cover-letter-obsolete-tradition.html)
- If it is a stretch for you, don’t reply unless your strategy is mass marketing to “see what sticks” (http://recareered.blogspot.com/2008/03/tip-of-day-send-fewer-resumes.html)
- If the company or recruiter posts a similar job with more detail (a “real” job), send your resume again, but this time use Resume Search Optimization (http://recareered.blogspot.com/2008/03/how-to-search-optimize-your-resume-pt-1.html) to tailor your resume.
Jeff’s article is an eye-opening read at http://www.jobboarddoctor.com/2010/01/05/fake-postings-and-your-job-board/:
It’s never a good idea to upset your customers. So why would a job board allow a so-called ‘fake’ job posting – a job listing that, in fact, does not currently exist?
- Maybe the job board didn’t know it was fake. After all, dozens or even hundreds of jobs are posted at many sites each week – by employers, not the job board.
- The ‘paying’ customer posted that ‘fake’ listing. Money speaks.
- ‘Fake’ postings are almost impossible to screen.
For the sake of argument, let’s say that all of the above reasons have validity. Nevertheless, the fact remains that when a job seeker applies for a ‘fake’ listing, he or she will ultimately be disappointed or even angry when they discover that the ‘job’ was never there. Perhaps they’ll think twice about applying for another job – or simply avoid visiting the job board altogether.
At this point, you’re looking at less site traffic, less job seeker activity, and (probably) some bad word of mouth.
On the other hand, many employers and recruiters will push back if told they cannot post ‘fake’ listings. Why? Because they use these listings to gather resumes for future needs. Let’s say you’re an employer and you’ve bought 50 job postings, but you’ve only used 40 and the rest will expire in 60 days. Why not run some fake listings to stockpile resumes for future hiring – especially if you know you’ll have the future need?
The problem boils down to ‘truth in advertising’. These ‘fake’ listings are presented as if they are real, actual, ready-to-fill jobs – which they aren’t. When a job seeker spends 15 or 20 minutes applying for one and then finds out it isn’t ‘real’, they are inevitably disappointed (or perhaps something stronger).
Instead of gnashing our teeth about this, why not create a new type of posting? Let’s call it the ‘future hiring’ posting. Create a template that’s optimized for this type of position: broad, keyword-based, aspirational. Promote these listings separately from the standard listings. Tell the job seekers exactly what they’re getting.
The upside? More ‘truth in advertising’, resulting (I hope) in happier job seekers and employers. More reasons for job seekers to visit and employers to use your site. Idealistic? Maybe. But in my experience, doing nothing always seems to end up biting you back.
Tell me your thoughts!
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