Fashion Recruiter

Ask Lucy - Frustrated with Job Boards?



We posted a job on multiple sites, are eager to hire but have received minimal applicants. Those who have applied are often outside of our industry. What are we doing wrong?

– Shannon from NYC


If you’ve ever used a job board you know all too well that they can be inefficient, ineffective and frustrating.

Job Boards are Transactional

Highly impersonal, there is no connection between the employer and prospective talent. No conversation. Only a cold, sometimes sterile description that demands a resume for consideration. Talent has no idea where the resume goes or who it goes to. The chief complaint I hear among talent is referred to as the black hole of resumes. Even when job seekers send their resume as directed, they rarely receive a response of any kind. Job seekers have become weary of this unpromising process and are much more reluctant to apply than in the past. Both active and passive job seekers want a personal connection. A point of contact with a pulse. A person with whom they can engage with, ask questions and connect with directly.

Job Postings are Poorly Written

Sterile. That’s putting it nicely. The purpose of posting a job is to attract talent. There’s nothing appetizing about a laundry list of job duties and responsibilities. Yawn. How would you tell a friend about an open position at your company? You’d likely begin with all the reasons why you like to work there. You would tell the story, the narrative that frames you brand, company and culture. The majority of job postings share little insight into company culture and the people. At best, it’s a history lesson and humble brag session. Talent wants to know why they should apply for your job. They’re not just looking for a job, per se. They are looking for more than a paycheck. And while that may vary from person to person there are a few common themes.

Job Seekers are More Savvy

Job boards are becoming passé. The smart job hunter isn’t surfing job boards. A decade ago posting a job proved to be much more successful than it is today. Before the rise of LinkedIn and the abundance of social networking there weren’t as many choices.

Now prospective job seekers are getting more proactive. Talent can contact a hiring manager, internal recruiter or HR directly. They’re doing their homework, conducting research on your brand long before they even consider applying. Without a well communicated approach, the desirable candidates are bypassing the yell and sell of a job description turned job post.

You Must Go To Them

You must go to them. It’s highly unlikely that the candidates you desire are sitting around waiting for you. They’re busy and they’re tire of the fluff, the billboard approach. They want a personal connection, transparency and engagement. They want to know what it’s really like to work for your company.

You must have a recipe, a strategy, a process. So before you post and pray, consider a more calculated approach to talent acquisition.

I've developed a proven system that works, every time. No job boards, no surfing LinkedIn.

Are you looking for the solution?

-Ask Lucy


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Recruiters Are Not Job Finders. Rebuttable Presumption?

A while back, this article, Recruiters Are Not Job Finders was all over LinkedIN. Nearly every angry recruiter was posting it like a banner of defiance. Can’t say that I entirely agree. As a niche recruiter, focusing in Fashion, Apparel and Accessories I want to know everyone in my industry. I encourage candidates to contact me if they have recently lost their job, are looking to make a change or simply want to be a part of my network. Why?


Instead of advertising my jobs I prefer reach out to The Fit network directly. If a candidate is a part of my network then I am able to contact them when an appropriate opportunity becomes available. I cannot count the number of times someone has sent their resume unsolicited and a few months later a client has a requirement that fits the candidate’s skill set.


One of the top reasons I hear for why candidates want to make a change is company culture. Tell me about it. I want to know the good and the bad. This information will help me to determine a good fit for a candidate’s next employer, saving us both time, energy and potential job dissatisfaction. I can also provide candidates with insight and direction on companies that may be a fit or those who may not.


Although I am working on a set number of positions I typically know of other available positions in the industry. I also know a lot of internal recruiters and HR professionals. I’m happy to provide candidates with this information.

True, I cannot help someone find a job. I think most people understand this concept. When candidates send me their resume or request to connect on LinkedIN I don’t think they have the expectation that I will actually find them a job. Rather they are asking for me to keep them in mind. That, I will gladly oblige. Gladly!


Want to know how I craft a narrative that converts?

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Photo: Style Guide