Last year, in my post, It's Not The Job Ad, Stupid I mentioned that I think "the value behind [a job] ad is the people it connects–the recruiter and the candidate. If an ad will not adequately connect good candidates and the people willing to hire them, it is useless."A job ad is a small and pathetic thing. Usually, it is not well written or well targeted. The prevailing theory, evidenced by massive amounts of recruiter behavior, is that a job posted in the widest array of places is the best job posting. If you are looking for examples of discriminating skills, don't look at the mass of job postings. The material is thoughtlessly assembled and more thoughtlessly distributed.
We imagine, however, that a new array of job ads is coming. Featuring matching technologies and quality control processes, these second generation tools will only work within constrained environments. Their development will be an investment in cost reduction. Their owners will care about the future of the material. They won't want the stuff to be mass distributed by thoughtless companies who do things simply because they can.
(In that posting, I also mentioned Jobster, HireVue, and the Ladders -- all services doing very well these days because of their other-focused ways of posting and promoting jobs and job-seekers)
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