Job Boards are sickly, maybe dying. Why? Because despite advancements in technology, integration with ATS systems and strong customer partnerships, job boards have steadfastly refused to report their results in terms of the only metric that matters: hires. Job board marketing departments will share all kinds of data, and try to convince recruiting leaders that clicks and impressions and conversions are reason enough to pay $100-$300 for a single job posting.
The truth, in my experience, and found in the CareerXroads Source of Hire Survey , job boards only account for 10-15% of hires made, yet they capture a significant portion of any recruiting department budget and overwhelmingly account for sourcing expenses.
It's time to call the job boards on the carpet. Prove that you're worth it. Do the hard work, the last mile of ATS integration and research. Tell us the number of hires made, and the type of hires made as a result of postings and job board database searches. For years, job board reps have told me that it's just too hard, they can't get behind corporate firewalls to get the data, the tracking isn't accurate, etc. etc. etc.
My answer to the job boards? Get it done or lower your prices. Recruiters can/will find a way to make up for the 10-15% of hires made - through referral programs, social media, job fairs, SEM, direct sourcing and about a dozen other channels.
(Full disclosure and fine print: I am working on a job broadcasting solution, similar to a job board. The beta release - planned for fall - does not have the ability to track hires. Our solution, however, will be significantly less expensive than job board solutions)