There are countless ways to use Internet job boards. Job boards can help recruiters find clients and candidates, perform industry research, even mine competitive intelligence. A world of information about companies and individuals is now available online. However, job boards are not, in and of themselves, a one-stop solution for filling all positions. When sourcing hard-to-fill or niche positions, job boards are often just the tip of the iceberg.

Despite obvious incursions to corporate privacy, Internet job boards have become the new standard for sourcing candidates. Job postings can reveal information about products in development, growth strategies, performance expectations, organizational structure, titles, salaries and general company health. Moreover, information can be rapidly mined, making it at once a useful resource and a serious liability. Recruiters often play on both sides of the equation, simultaneously collecting and protecting corporate intelligence.

What is the best way to use job boards? With an insightful eye and a healthy degree of skepticism. The obvious strengths of job boards lie in their potential as sourcing and research tools. Job boards are a proven resource for finding active candidates. They are rarely a direct line to coveted passive candidates. With some research and persistence, however, job boards can lead you to the elusive, passive candidates you seek.

Although company research is a popular way to locate passive candidates, an often overlooked resource is a candidate's personal network. By contacting job board candidates with skills similar to those you seek, you can often connect with the candidates you want to find. In today's economy, with many workers unemployed, a call from a recruiter can be an opportunity to help a friend.

When offering positions on the Internet, there are several ways you can shield your company from unwanted exposure. First, when hiring several people with similar skills, or for a similar position, avoid duplicate postings. One post on a job board may be enough to engage the entire applicant pool. Also, be brief with the details you provide in your postings. Avoid saying too much about your company's growth and staffing plans. Remember: the objective is to sell the position and inspire appropriate candidates to apply. There will be time to describe the job in-depth during the qualification process.

The sheer volume of information on the Internet has definitely added to the mystery and challenge of recruiting. While the Internet has simplified the research process and sped the flow of information, these advances have not been met with corresponding improvements in security and quality of information. Look for next-generation solutions to target these issues, addressing accuracy and proprietary issues, as well as making it possible to source active and passive candidates simultaneously.
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