By Fiona Harland FRCSA, ERG Recruitment with Kate Ryan, RCSA Communications Specialist.
I have been an RCSA member since May 1997. In that time, I have seen faxed CVs, posted applications, email floods, online portals, LinkedIn profiles and now AI interviews. Every few years someone declares the job board dead.
It is still here.
Recently I read about a shiny new platform promising to fix everything that is wrong with recruitment. Anonymous profiles. Smarter matching. Better technology. Fewer wasted applications. It sounded impressive. It also sounded familiar.
We are not short of platforms. We are short of clarity.
There is saturation in the market. Recruiters are more selective about where we advertise. Many of us no longer lock into monthly contracts. We pick our moments. We think about budget. We ask whether a board is fit for purpose and whether it reaches the right audience.
That question matters more than the technology.
I recently worked with a client hiring in Fiji. They asked whether to advertise on multiple boards across different countries. The answer was simple. Use the platform that allows you to target Fiji properly. Some boards are regional by design. Others allow broader reach. That flexibility counts.
In the past I have advertised roles through Facebook groups across several countries. I received strong applications from candidates who would never have seen the role on a traditional board. The lesson was clear. Go where the audience is looking.
Yet the large, established job boards still play a critical role. They are more than advertising platforms. They provide salary guides, career advice, market insights and regional data. They are often the first place a school leaver, a migrant, or someone changing careers will visit. That trust has been built over decades.
New niche platforms can be excellent for specific groups. Parents returning to work. University graduates. Health workers in shortage areas. These focused communities serve a purpose. The risk is fragmentation. If job seekers have to jump between ten micro platforms, fatigue sets in quickly.
Another common criticism is that job boards create a flood of applications, and no one responds. The reality is more complex. Every reputable system sends an automated acknowledgement. Most recruitment firms use applicant tracking systems. The challenge is not silence. It is volume.
We do see oversupply. Many candidates apply broadly rather than strategically. Some do not meet residency requirements. Others have not tailored their CV to the role. That means recruiters must still read between the lines. A quick scan is not enough. Sometimes there is potential that needs a second look.
AI will shape the future. Profiles may replace traditional CVs. Interviews may start with automated screening. LinkedIn already functions as a living CV for many professionals. Yet access to technology, confidence with English, and digital literacy vary widely. Not everyone is ready to build a polished online avatar.
There is also a human factor. An AI interview captures a moment in time. If someone is nervous, distracted, or misunderstands a question, does the system dig deeper? A skilled recruiter will. That human touch remains essential.
So will job boards die?
Unlikely.
They will evolve. They will need to be more agile, more targeted and more inclusive. They may develop specialised sub communities within their platforms. They will compete with niche tech solutions.
In recruitment, there is rarely a single solution. There is a blend. Traditional boards. Social channels. Niche platforms. Direct search. Human judgement.
After nearly three decades in this profession, I have learned one thing. Tools change. People do not. Job seekers still want opportunity, clarity and feedback. Employers still want the right person in the right role.
The job board is not dying. It is simply being asked to grow up.