Jobaline: The Cure to the Common Job Board?
As a recruiter, utilizing a job board has one obvious advantage – it is the quickest way to publicize your jobs to a mass target audience and receive an inbox full of resumes. But posting on a job board is the “pay and pray” approach to sourcing talent – you receive a high volume of low qualified candidates. And paying for the service regardless of the results can be quite frustrating when you don’t find who you want.
Wouldn’t it be great to post a job and only pay for the qualified candidates you receive? With Jobaline you can do exactly that. Co-Founder Miki Mullor refers to Jobaline as a “cost-per-action job advertising platform”. Essentially, Jobaline is bringing the pay-per-click model to the job board industry.
Jobaline is not a job board per se, nor is it an ATS. It is, in fact, a fairly complimentary service for both. It’s like “cover letter meets phone interview”, says Mullor. The company has already partnered with Jobs.com, the 5th largest job board. This means that when you post a position on Jobaline, it automatically posts to Jobs.com for free. Jobaline has also integrated with popular ATS’s like Bullhorn and Zoho Recruit to offer easy posting and screening capabilities.
When you post a job on Jobaline, you highlight all of the important items on your job description first. When candidates apply, they are prompted to rate and describe their relevant experience for each requirement you highlight. As you receive resumes, candidates are ranked based on their answers. After you review the responses, you only purchase the resumes you want. The price per resume is roughly $5-25 depending on how qualified the candidate is.
For budget-conscious recruiters, this is a no-brainer. I recently tested it out on one of my open positions and had great results. I posted my job for free, weeded out the unqualified candidates in no time, and only paid for the qualified resumes. Simple, easy, and effective. My initial criticism was that I couldn’t review a resume before I purchased it. But once I realized I could conduct keyword searches on the resumes before I purchased them, I was able to further weed out unwanted candidates and this became a non-issue.
Could Jobaline be cure for the common job board? It will be interesting to see if other major job boards are drawn to this model in the future. Click this Link for more information and a sponsored trial.
What other tools have you found that compliment the common job board? Let us know!