The Future of Job Postings 3 Comments

the future

In yesterday’s post, “The Effectiveness (Or Not) of Job Postings“, we shared an example of what not to do, and also highlighted the non-traditional approach to posting jobs that Deluxe Corporation is taking with the use of video. Deluxe’s feedback from their customers (both candidates and hiring leaders), and their results, speak for themselves.

Using a traditional approach of posting job descriptions (yes we assume Marketing helped create a crafty company intro filled with fluff) doesn’t yield the results most would hope.

With record numbers of non-qualified (meeting basic job requirements) candidates applying for jobs and the black hole of HR getting bigger and bigger, there is no better time than now to separate yourself as a leader in Talent Management and recruiting practices. As my personal trainer would say “Answers, Not Excuses”! Create a more engaging and compelling experience for candidates to consider an opportunity – or company.

As mentioned yesterday, posting jobs on YouTube isn’t for everyone, and you or your company may have stronger brand requirements or resource constraints to making it a reality. Don’t let that stop you from considering other more effective options for job postings – that are mutually beneficial to both job seekers and recruiters. Help is on the way..

JobSpeek Job Search AppThere are plenty of other options to consider, and we will highlight two. The first is from online recruiting guru, Chris Russell, and his new app called JobSpeek (job listings that talk).

I caught up with Chris to get his views and opinions on the current state of job postings. Here’s what Chris had to say:

Today’s job descriptions are dull and uninspiring. Too many recruiters just don’t know how to sell the role and company. I wish employers would get to the point in job ads. With new technology like smartphones we now have the ability to create interesting and compelling content. JobSpeek is an attempt to make job descriptions more personal and engage candidates with a picture and your own voice.

JobSpeek is built for the mobile web. The best feature is it’s short, condensed, and more engaging than a standard job posting. Posting jobs on JobSpeek is easy, and allows you to publish your posting to the job aggregators and social networks. And, it’s free!

The second option to consider is partnering with a company – like the Job Search Television Network – JSTN. The Job Search Television Network (JSTN) partners with organizations to create the use of video with company profiles, job postings, and more.

JSTN - Job Search Television Network

I had a chance to catch up with Lindsay Stanton, JSTN’s Chief Client Officer and asked her about their clients’ results with the use of video. Here is what she shared:

JSTN’s clients are generating phenomenal results through our dynamic video recruitment and branding solutions. Organizations are able to communicate in-depth information about the position openings they are recruiting for along with the company culture behind them. Through completely trackable, Search Optimized video, organizations can immediate attract a more qualified candidate. Our clients have found candidates do a better job of self selecting through the deep engagement achieved with video. Building a story about your organization is critical to fostering candidate engagement. Through a fully integrated campaign that goes viral, organizations are generating 3-9 times the conversion rates of traditional text postings.

The options for integrating and embedding video with JSTN are endless. A few examples from their clients include a segment on company insights, or a job report (video posting).

While I have no affiliation with either JobSpeek and JSTN, they are just two of the many ways you can consider when thinking about taking a new approach with posting jobs. Think candidate conversion!

I wonder how George Jetson got recruited?

About Jason Buss

Talent HQ’s creator and editor is Recruiting & Diversity Leader, Jason Buss. Talent HQ is a premier online news and information channel for the Recruiting and Human Resources community.

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  • Posted on: Thursday, July 7th, 2011
  • This Post Has 3 Comments

    1. Vic Mahillon says:

      This is an eye-opening article. JobSpeek sounds like something everyone needs to get involved with as soon as possible. Not only are all of us addicted to our Smart Phones, but most of us are glued all day to our work computers. This doesn’t leave much time to look at other job opportunities. Being able to look at other opportunities on the go is a fantastic option. At OpenView Venture Partners, I help out with our recruiting efforts and will definitely suggest this to our portfolio companies. Thanks for the info – keep these great posts coming!

    2. Daniel says:

      Lots of people have smart phones today. I think it’s inevitable that everything from It to transport recruitment will eventually go down this route.

    3. Dorothy Wong says:

      While it is great to have the convenience of using your mobile phone for job postings, there are still two limitations that JobSpeek has not addressed to minimize the black hole of HR. ( To read another article about Jobspeek go to: )

      1) The cap that each mobile carrier places on data plan for mobile phones = limited searches/ postings
      2) The impossibility to reach out to passive job seekers/ productive workers that are currently employed.

      I agree to Jason that traditional job posting methods are relatively inefficient and costly in terms of money and time. What recruiters need is a Human Resource search engine that allows recruiters to customize their search based on criteria like education history of job candidates, possible connections to a current employee, and job experiences. This can help recruiters to reach to the most desired candidates with a touch of a button.

      In short, it is an inevitable trend for recruiters to move away from traditional recruiting methods to web 2.0 social recruiting methods. To learn more about social recruiting go to:

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