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Job Search Engines Vs. Job Boards and Ladders

People searching for a new job. Job search concept on blue background.

If you’re like many employers in today’s market, you have at least a handful of open positions to fill today or in the near future. And even if it’s not a handful of open jobs at this very moment, every organization has open positions from time to time that need to be filled or backfilled.

So, how do you get your open job out there for candidates to see? There are a few options to target the talent pool you desire, including online job search engines and job boards. In this post, we highlight where it’s best to advertise your open role and how Ladders Recruiter can help you land the right candidates.

What’s the Purpose of Job Boards?

Jobs boards:

  • Typically host specialized positions by location, career type, or industry.
  • Host job posts submitted by recruiters and hiring organizations.
  • Work well when you have a highly specialized or niche position to fill.
  • Often display jobs shown on more than one job board as employers try to increase their recruitment talent pool and reach.
  • Often charge a fee to host a job for a specified period of time.

Hundreds of thousands of online job boards host open positions for employers. Job boards generally have an area of focus or specialization—some focus on geographical locations, a particular industry, like accounting, engineering, and security jobs, or cater to a specific talent pool searching for a specific type of job, like remote and temporary work. It’s common practice for a single employer to post on several relevant job boards to increase their reach and chances of identifying the right candidate for their open positions.

Job boards are often hosted by:

  • Local Chambers of Commerce.
  • Professional associations and organizations.
  • Universities and colleges.
  • Employers via their company websites.

How Do Job Search Engines Work?

Though the terms job boards and job search engines are used interchangeably by many, they do have some clear differences. Job search engines look across web pages and aggregate job listings by pulling from company career websites, job boards, and other websites. Similar to how the Google search engine works, job search engines use an algorithm to crawl over thousands of web pages to identify job listings and display them as a list of results.

Differences Between Job Boards and Job Search Engines

Where job boards typically focus on a particular job type, location, or industry, job search engines, like Ladders, receive job listings from thousands of online sources and aggregate them. Additionally:

  • Job search engines are backed by more candidates visiting them, so they tend to reach a lot more candidates than job boards do. Job boards tend to have a smaller candidate pool visiting them due to their specialization.
  • Job search engines index jobs from several online sources, including job boards and company career pages. Job boards, on the other hand, host positions that employers post directly to the board—they do not aggregate or pull jobs from other sites.
  • Posting to multiple job boards can add up and become costly for employers. With job search engines, an employer can sign up for free to post a job and review applications and then upgrade later for greater reach and features if they choose to do so.
  • Job boards typically sell respective job details or postings. Job search engines, on the other hand, often offer a performance-based job advertising model that provides flexibility, and the service or job posting can be stopped at any time.
  • Job boards can work well for employers that have niche or highly specialized positions. At the same time, job aggregators, or job search engines, make it easier to track applications coming in, since they’re coming in from a single source vs. having to track applicants from several job boards.
  • Job aggregators often provide the option to integrate your applicant tracking system (ATS) with their platform to help you streamline the application process. Job boards generally do not provide such a feature. With job boards, one of the following typically occurs:
  • Emails are generated and sent to you when applicants apply for your position
  • You have to go in manually and check the board for applications.
  • You outline the directions for applying for the job, and applicants apply to you directly through your ATS or by email.

Is Ladders a Job Board?

Ladders works with thousands of high-end, verified recruiters who either post jobs, source highly qualified professionals from the Ladders’ database, or both, growing their teams from their $100K-$500K+ candidate pool. Ladders’ high-level talent comes with an average of 15+ years’ experience and $154K median income. Additionally, 36% have master’s degrees, and 89% have bachelor’s degrees. These features help employers to fill their open positions from a large candidate pool of top talent.

Ladders also offers advanced search filters and a Boolean search feature to allow for advanced targeting of high-end professionals. You also have the capability to save your in-depth searches, which allows Ladders to make recommendations to you, read resumes with full contact info as you search (without losing your place in search), ATS integration and more. You can post your job for free and upgrade as your needs expand.

How Does Ladders Stack Up?

Ladders is the leader in $100K-$500K+ job search, which provides hiring managers and recruiters with a starting point of high-end, qualified talent, and from there, you get a focused search based on specific needs. Ladders offers:

  • 7 million users: pre-assessed and targeted as active or passive $100K-$500K+ job seekers.
  • 15 years’ experience on average, so no enthusiastic amateurs, just professionals.
  • 89% with a bachelor’s degree and 36% with a master’s degree—you have access to educated and proactive talent.
  • $154K median member income—talent meets achievement meets results.

Should You Diversity Your Search?

In many circumstances, it’s wise for employers and recruiters to utilize a multifaceted approach when hiring for jobs. Such an approach gives you access to a larger talent pool and can help combat high market competition when utilizing only one job board or job search engine.

If you have open positions you need to fill, you might choose to post them on a job board, on several job boards, a job aggregator, more than one job aggregator, or both job boards and aggregators. Your choice will be driven in part by your budget, your target market, and the resources you have available to sift through resumes and applications.

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Inflation Nation: Preparing for the Big Pop?

Man in suit holding needle over yellow balloon, a moment before bubble burst. Isolated on white.

The good news is that the labor market remains strong, with companies across most industries focused on solving the hiring/retention issue and finding real talent to fill seats and bring their expertise to the table. However, the tech downturn that came after Big Tech lost over $1 trillion in value over three trading sessions and stuck out like a sore thumb, now appears to be spreading to other industries as inflation hits and The Great Resignation refuses to quit.

Big Tech as Influencer?

To say that what is happening right now is unusual is a major understatement. From tech companies being driven, pushed, and cheered on toward rapid growth, to stopping in its tracks and becoming focused on staying resilient during an economic upheaval, the industry has moved from hyper-evolution to high-alert survival status.

Those storm clouds are now moving across other industries, including retail marketing, insurance and consulting. Recruiting services are also, obviously, withdrawing offers. Real estate brokerage Redfin Corp has rescinded job offers in recent weeks. Despite this, the labor market remains strong. Unemployment stills stands near the half-century low it reached in 2020 at 3.6 percent.

Do these companies know something we don’t?

Well, we all know about inflation. We know we’re living in an incredibly unstable time, which means the bottom line is business forecasting. The experts relied on to make informed predictions about future economic scenarios, upon which decisions can be made, cannot pretend to have any great confidence in things going one way or the other.

Or to what degree.

Trying to predict the next 12 months from an economic standpoint isn’t possible; at least, not with any degree of confidence. The most worrying part — possibly — of rescinded job offers is that they show us clearly that businesses are quickly undoing decisions made only weeks before, as if a panic button was pressed that instantly changed everything.

This shocking turnaround is, unfortunately, an objectively conservative action: batten down the hatches to maximize durability against a potentially devastating storm. An old story of survival.  The irony is that, although this wave appears to be growing larger and building beyond the tech industry, most employers across most industries still can’t find enough workers.

The competition for talent is actually growing, according to Gartner. Voluntary turnover is set to rise almost 20 percent by the end of 2022 to a massive 37.4 million. While tech and other companies batten down the hatches as a survival strategy, The Great Resignation itself is holding its position at a steady pace.

In fact, Gartner is still helping businesses by recommending optimized strategies, such as:

  • Signing bonuses – address key talent gaps
  • High-level benefits – including retention bonuses
  • Decouple pay/location – optimize hybrid/remote by decoupling pay and location

It does feel strange, of course, to so easily step between two different worlds that exist in the same period of time, as if moving easily into an alternative universe, then stepping back. But here and there is where we are. Whether job seekers are able to position themselves in the right one is a question for them to answer — so far, from a big picture perspective — the odds are massively in their favor. 

The question of whether one will come to dominate the other remains to be seen. It’s all a matter of time.

Speaking of which…

Recession and the Four-Day Week

“Time and money” is a phrase we all know. And time always comes first. Internationally, 4-day week experiments are taking place right now, with a view to changing the way we live and work forever. The US trial started on April 1 and is set to last six months. Whether that date indicates it will turn into one big joke also remains to be seen.

How inflation will impact and spread the “batton down the hatches” mentality across industries is something to watch for. The question of how it will effect the idea of the 4-day week (on full pay), is also interesting. Perhaps most interesting is how inflation will impact The Great Resignation as more companies demand that workers return to the office.

It does seem like the key ingredient in a perfect storm.

Now may be the perfect time to offer time to employees, from a competitive viewpoint. The more flexibility the better. Once people have been given something and get used to it, taking it away can cause problems. 

Amazon announced its intent to “return to an office-centric culture as our baseline” to its corporate employees on March 31st. By June 10th, it had backtracked the decision, with corporate workers no longer required to return to the office even three days a week.

Things are changing quickly in confusing ways.

Elon Musk – certainly not recognized publicly as a Luddite – is demanding workers return to the office 40-hours per week. Only “high-power employees” should be allowed the luxury of working remote, apparently. This comes as inflation soars and may be seen as a major slap in the face to employees. It also raises the question:

“Are you sure technology can drive our cars for us when it can’t even facilitate optimized human communication?” Ironically, some are predicting that Elon’s “back-to-office” order will be a train wreck.

Head of remote for Cimpress and Vista, Paul McKinlay, told Fortune that Musk was “on the wrong side of history” and predicted a mass resignation of employees at Tesla. Given inflation and all the uncertainty in today’s world, it’s understandable that some see the move as unnecessarily harsh and willfully tone deaf.

It’s All Coming to a Head – But Whose Head?

In general, it’s likely that belts will continue to tighten and freezes on hiring will continue to happen. If caught by surprise, to whatever degree, as with the tech industry recently, rescinded job offers may continue to spread. That must include any potentially vulnerable industry:

Retail, Restaurants and Bars, Leisure and Hospitality, Automotive, Oil and Gas, Sports, Real Estate, etc., could all be planning a defensive position against an upcoming recession.

In such a scenario, increased hiring may come to the Healthcare industry, Utility Workers, Accountants, Credit and Debt Management Counselors, Public Safety Workers, Federal Government Employees, Teachers and College Professors, Delivery and Courier Services, Pharmacists and Technicians, Public Transportation, Lawyers and Legal Professionals.

The usual suspects in the recession-proof stakes also include: 

Consumer Staples – people need certain items in their homes and will always prioritize them. Toothpaste, soap, shampoo, laundry detergent, dish soap, toilet paper, paper towels. Specific things are always in demand. And so to:

Grocery & Consumer Goods – Grocery and consumer goods/ discount retails always tend to do well in recessions, although they are not necessarily bullet-proof, especially if shortages happen and alternatives spring up; online, for example.

Alcoholic Beverage Manufacturing – the higher end of the market may suffer in a recession, but the cheaper end tends to do well when people are worried.

4. Cosmetics – these always do well and tend not to be affected by recessions: Keeping up appearances.

5. Death and Funeral Services – doesn’t change; may get busier.

Still, because competition for talent dwindles during a downturn or recession, there is less threat to the key talent companies need to keep. That talent sees what’s going on out there and is content to stick around – although the phenomenon of The Great Resignation no longer makes even that a sure bet.

Top investor Jeremy Grantham – who correctly predicted the 2000 dot-com bubble, the 2007 housing bubble, and even the 1989-1992 Japanese asset bubble – is now warning of a “super bubble” in US markets.

Grantham believes the BIG POP will wipe out over $45 trillion of assets in the US alone. He has been talking this way for over a year now, publishing serious warnings along the way, and believes we are now standing on the precipice.

Graham believes this, as an upcoming event, has moved from a possibility to a probability – leaning toward certainty.

Still, the law of averages say he’s got to be wrong sometime, right?

Either way, Ladders doesn’t provide financial advice, so put whatever you read into whatever context you can through your own efforts, get advice from professionals in the field, and step carefully.

Strange days indeed as a famous New Yorker once said.