The argument against the use of online job sites is valid if viewed in light of privacy and security issues, and one certainly needs to be [very] careful, but several recruitment sites have introduced tools that allow job seekers to block name, contact information, and also information identifying employers. Privacy concerns could be eased significantly if these tools are used in addition to simple precautions like using an anonymous e-mail address, protecting sensitive information (such as social security numbers, etc.), and researching the prospective employer’s background thoroughly.
Being careful is always the best way to protect one’s privacy online — job boards or otherwise. More information about protecting one’s privacy could be found on the individual site itself.
I have read statistics that point to a 4-8% success rate with online job boards. Where did the numbers come from? What was the sample size? Were they studying proficient Internet users or those who haven’t joined the Internet revolution? What professions were studied? What geographic locations were included? Were the job seekers’ interests local or national? The point I am trying to make here is that results will fluctuate due to differences in sample quality and research methodology. If you ask my clients, over 30-40% have found jobs through sites like Monster and Career Builder. [It could be that a vast majority of my clients are Web savvy and turn to the Web for almost all their needs.] purpose not a job
Employers find it relatively easy to research and recruit candidates online and as newer online tools continue to surface, employers are more likely to turn to the Web for their recruiting needs (it costs a fraction as compared to traditional recruitment strategies). Viewed in this light, online employment and recruitment websites will continue to grow in importance and would be a valuable addition to other job search strategies.