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3 reasons why the job ad is dying out

For companies, the battle for the best talent is intense. Today's job search is characterized by two things above all: uncertainty and challenge. To what extent does the job ad play a decisive role in this?

The job ad - imprecise and inflexible

On one hand, classic job ads are imprecise and, above all, interchangeable. They often lack important information about company culture, values, and opportunities for further development. On the other hand, top applicants are easily overlooked due to the overwhelming mass of job offers. Placing job ads in various media remains one of the top recruiting channels to attract applicants. However, in recent years, the effectiveness of job ads has diminished, suggesting that they may soon lose relevance altogether.

The mass market

In today's world, there is a flood of job advertisements, which often confuses and overwhelms applicants. Many candidates feel lost in the sea of available job offers and struggle to maintain an overview. No one wants to spend hours sifting through countless job ads. Likewise, companies face difficulties in finding qualified applicants as their job ads get lost in the crowd, failing to generate sufficient attention.

This is why the job ad is dying out

Now, let's examine three key reasons why the traditional job ad is losing relevance, giving way to new approaches in recruitment.

1. Changes in search behavior

In recent years, job seekers' search behavior has noticeably shifted. Nowadays, many applicants prefer alternative methods to find employers and suitable job offers. Social networks and personal recommendations have gained increasing importance in the job search.

Consequently, employers must adapt their recruiting strategies to continue attracting qualified employees. This may involve relying less on traditional job advertisements. While it is not feasible for companies to completely abandon job ads, it is crucial to reassess and adapt their recruiting methods.

2. No skill-based job specification

Traditionally, university degrees have been considered the most important requirement in talent acquisition. However, those days are over. Today, the focus in the world of work is increasingly on the skills that an applicant possesses, rather than their degree. A skill-based job specification emphasizes the specific skills and tasks required for the role.

For instance, when searching for a sales manager, the emphasis is not on the required university degree, but on the skills needed to achieve a certain level of sales within 12 months or to hire a specific number of high-performing account executives.

3. Too little focus on personality

In addition to skills, an applicant's personality is also of great importance. Understanding the desired personality profile is crucial. Without considering the personality traits, it becomes challenging to find the ideal candidate. Therefore, when describing the job profile, it is essential to consider not only the skills but also the desired personality traits. For example, the sought-after sales manager in the previous example must possess assertiveness, persuasiveness, and customer orientation in order to be successful. These personality traits are equally as important as their professional skills.

Result: One-Size-Fits-All no longer works

Many companies still follow the approach of posting job openings on generic job portals. However, this approach is no longer effective. To find the ideal candidate, it is necessary to understand their personality and choose the right recruitment channels. In other words, a one-size-fits-all approach no longer works. It is crucial to develop a clear understanding of how to select the appropriate channels.

Is Active Sourcing the solution?

Many companies today increasingly rely on active sourcing, which involves directly approaching passive candidates who are not actively seeking jobs. This approach reduces reliance on job ads and instead focuses on targeting potential candidates. Employers utilize platforms like LinkedIn to identify suitable candidates and engage with them directly. Consequently, companies are relying less on traditional job ads.

Taking the next step with technology

Advanced technologies enable employers to move away from traditional job ads and instead leverage automated search processes. These processes enable the discovery of suitable candidates in places where traditional job platforms have limitations. The application of these algorithms provides new opportunities for identifying and connecting with talented individuals.