A Little Secret The “Monsters” Don’t Want You To Know

Posted: April 22, 2012 in Industry News, Talent Acquisition
Tags: , ,


by StarCrewZ

In 1994 Monster.com started operations in Maynard Massachusetts, beginning a revolution in online access to jobs all over the world. Their website currently lists over 800,000 jobs in the US by their own count. With over 12% reach into the online job shoppers market, they have captured twice the market share of their closest competitor CareerBuilder.com and YahooJobs.com. With point-and-shoot access for resume submission to most available jobs, you would think the chance for landing your dream job couldn’t be better.

However, many jobs seekers are being “virtually” trampled by a mad rush on the choice positions.

The Monsters of online job search have created tremendous opportunity for career advancement. At the same time, they have created a growing problem not only for those seeking employment, but also for the companies who use job search engines to drive candidates to their door. They have created a monster of a different kind and it’s getting bigger and uglier.

We talk to candidates and Human Resource departments every day in our business. Candidates complain that they send out lots of resumes, but get fewer calls back and when they do get called for an interview, they feel they are being treated more and more like a commodity. They describe it being like a cattle-call, with frustration and disappointment becoming the norm.

Taking a peek inside a typical employer’s Human Resources department reveals the source of the problem. Companies pay thousands of dollars per month for subscription services to the larger job search engines or portals. When they list jobs online the result is akin to stepping in front of the business end of a fire hose! They don’t just get a few resumes a day, they may get hundreds. They have to employ temps and use sophisticated filtering software just to keep up with the workload. Their job is to now screen out all the unqualified resumes quickly, or become hopelessly buried in paper.

The net result of all this activity, at both ends of the mouse button, is that the job seeker becomes undervalued and is in fact relegated to being just another piece of paper in the midst of a flurry; easily replaced by any number of new pieces of paper flowing in every day. Do lots of people still get jobs through search engines like Monster? You bet they do! But company requirements are tightening for available positions, salaries are flattening out, and people currently employed at those same companies are even feeling less love. They are more easily replaced now than ever before. New employee supply appears to be going up and therefore individual demand and value is going down.

Another interesting phenomenon fueling the decline in human equity is that most of the people looking for new jobs, by a large percentage, are not out of work. They have jobs. But because of the apparent ease in putting your resume on display and receiving massive exposure to new opportunities, they are trolling for something better, and then something better still. Is this necessarily a bad thing for American workers and people shopping for new jobs? We are a capitalistic society and welcome fair competition after all. So, it’s not really such a bad thing, in the short term. Over time however, it is subtly building discontent and distrust – on both the side of the job seeker and employers. Job tenure is going down; the already mobile work force in the US is becoming even more restless.

In summary, search engines are a great tool for the employer and job seeker alike. But they only match pieces of paper to other pieces of paper. The boundless supply of job postings available to candidates and resumes to employers is lowering the overall net efficiency to both sides. The system gets clogged and good people get caught in the gears of the machine. You still have to somehow rise above the masses, get called for interview and then do a good job of out-interviewing your growing competition.

Getting the upper hand against higher numbers of your fellow job applicants means you better concentrate on polishing your personal presentations, in both the resume and interviewing departments!

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