Your Pre-Launch Job Board Plan

Your Pre-Launch Job Board Plan

You want to start a job board, but you’ve asked yourself some tough questions and realize you may need to do some legwork before you’re ready to go all in. Don’t lose heart – Careerleaf’s pre-launch plan for job boards should help you reach your goal.

If you decided you’re not ready to launch yet – look at the reasons why and turn them into milestones along the path to starting a profitable job board business. The criteria you’re using to judge whether or not you are ready likely involves four key areas: market research, candidates, employers, and branding.

 

Build a Candidate Following

To get employers to be your customers, you need to prove you can deliver the kind of candidates they want to hire. To do that, you need to establish a connection with the candidates you and your would-be customers want to attract. There are a lot of great, cheap ways you can start community-building before you launch your job board, including:

  • Social media: share content, resources, and advice with the candidates you want to target. Take advantage of the hashtags, groups, lists, and search functions that social media platforms provide to discover and engage with the online community in your target industry. Interact with people and start providing value now.
  • Blogging: plant your flag and start creating your own valuable content and resources. You can also contribute content to other industry blogs to expose your brand to wider audiences in your market.
  • Start a Group or Mailing List: you might already be in the habit of finding and sharing amazing jobs within your space – why not start a social media group or mailing list to share them with subscribers? This is especially valuable, because people who have opted in to this service are more likely to want to use the amazing job board you’re going to launch.
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Recruiting News and Insights

September Recruiting News & Insights Round-Up

There are lots of things happening in the recruiting industry right now, so check out a few gems of relevance to job boards.

 

CareerBuilder for Sale

The big news last week was that CareerBuilder, another older but big-name jobs aggregator would soon have a “For Sale” sign pitched on its front lawn.

In contrast to Monster and SimplyHired (who have been acquired by Randstad and Indeed’s parent company, respectively), CareerBuilder has been re-shaping itself into an end-to-end HR solution.

Jeff Dickey-Chasins of JobBoardDoctor.com points out that this likely isn’t a reflection on job boards as a whole:

What does this mean for the rest of the job board and online recruiting industry? Not a lot. Like the LinkedIn and Monster purchases, it is less reflective of industry trends and more reflective of big company priorities.

I tend to agree. Job boards come in all shapes and sizes, and they are a part of and impacted by the recruiting industry at large. However, niche and regional job boards are a different animal than those of companies like Monster, SimplyHired, and CareerBuilder. Smaller, focused job boards with good sales and marketing habits, a defined market and a clear value proposition are still finding success.

New HR Tech Hurts Hiring?

Over on PBS Newshour’s blog, Nick Corcodilos tackles the question of whether some technologies help or hinder the recruiting process in his Ask the HeadHunter column.

The question stems from reports that while job openings are abundant, not every job posting results in someone getting hired. As a way to explain this phenomenon, some point to the gap between the skills employers need and the skills that job candidates actually possess, and others speculate employer behaviour around hiring may also be a factor.

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Pieces of the Puzzle for Job Board Success

Whether you are about to launch a new job board venture or you’re an industry veteran, it’s common to feel like success is a puzzle and the pieces aren’t quite coming together the way they should. Here on the Careerleaf blog, we lay out the key pieces of the puzzle and give you some ideas for pulling it all together. Even if your particular business model is a little different or unique, there are common areas you can focus on to help create success for your job board.

 

Be aware: Everyone’s puzzle fits together a little differently

Notice I said help create success. I’ve said it before, and I’ll say it again: there are no magic bullets, no one-size-fits-all solutions to your job board business problems in perpetuity. What works today may be stale, awkward, and inefficient in a few years. Your dedication to staying aware and your ability to adapt will remain your most important assets.1

There are common building blocks that shouldn’t be overlooked when building a job board business, or using a job board as an additional revenue stream for an existing business. Starting with the basics, let’s review the purpose of your job board:

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Why Recruiters Should Add a Job Board

Why Recruiters Should Consider Adding a Job Board

We’ve talked about the sometimes blurred lines that distinguish between job boards, aggregators, and recruitment companies, as well as how their technology and business needs match up or overlap.

The traditional idea of a job board is morphing, changing, and growing to adapt to new employment trends and recruiting needs, so the idea of extending one’s job board services into the realm of recruiting isn’t a stretch.

But what about recruitment companies? Staffing agencies and contingency recruiting companies can benefit from consolidating how they advertise jobs and collect candidate information. Let’s take a look at the top three benefits of in-house job listing and candidate profiles.

Job Advertising Efficiency:

As a recruiter, you need to reach candidates where they are and bring them into the fold. With a job board that takes advantage of outbound feeds and sets up distribution relationships with other niche boards, aggregators, and recruiting networks, a recruiter can be done-in-one as far as their advertising needs go. 

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Reimagining your Professional Association as a Recruiter

I think bamboo is a fantastic material. From construction scaffolding, human edible food, and entire luxury houses, the grass has been employed in an endless variety of ways through some creative reimagining of what the material was and what role it could play.

 

The human brain does, in fact, act oddly when faced with different assumptions and frames. Simply asking a question in a different way, or considering a different perspective can derive a different result. Consider the following based on Kahneman & Tversky’s often cited study:

 

An outbreak threatens to kill 600 people. There are two possible courses of action:

  • Program A will save 200 people.
  • Program B has a ⅓ chance of saving everyone, and a ⅔ chance of saving no one.

 

Now, imagine the same scenario, but different options:

  • Program C will kill 400 people.
  • Program D has a ⅓ chance of saving everyone, and a ⅔ chance of saving no one.

 

All four plans theoretically deliver the same result – save 200 people – but 72% of those surveyed would choose program A over B (certainty instead of risk), yet 78% would choose program D over C (risk instead of certainty). The dramatic difference can be accounted for the way A and C are framed – one is positive and one is negative.

 

So for professional associations out there looking to do more for your membership and increase revenue: it’s time to reimagine your organization…as a recruiter.

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Your job board’s brand and why it matters

Every organization, as small or insignificant as they may be, has a brand – even my aunt’s bookkeeping sole proprietorship. It will never be as recognized around the globe as Apple or Coca Cola are, but to my aunt and her clients, the business’ brand is imperative for ongoing success. As the idiom goes, “you are judged by the company that you keep”, and the same wisdom can be applied to an organizational or personal brand (in my aunt’s case, much of the business’ brand is made up of the associations with her actual person).

 

Cast your mind back to 2013, and the damage that the Joe Fresh brand suffered (and is still defending against) when it was associated with the Savar Building catastrophe in Dhaka, Bangladesh. The unfortunate disaster stands as a reminder of how quickly a brand’s equity can be destroyed, and that the associations stakeholder make with your brand – both positive and negative – can linger for extended periods of time.

 

Noting that an organization’s brand as an employer is as important as ever, job board owners should be asking themselves whether they are doing everything they can to ensure that their board is a brand that employers wish to associate with.

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Attract quality candidates by turning your job board into an online community.

Turning Your Job Board into an Online Community

Job boards are a tricky business. They have two types of customers, and in many ways they aren’t buying what you offer–they’re buying what they have to offer each other.

As a job board owner, you are the facilitator, the venue through which they are able to find each other. You create and maintain a space that attracts both parties.

Despite evidence that job boards are a significantly big, if not the biggest, source of hires, many employers and recruiters don’t always feel like they get their money’s worth. They want quality applicants. If you’re not attracting those applicants to your board, you’re never going to make your recruiting customers happy.

I think it’s important to draw lessons from outside of the job board/recruiting space, and job boards could benefit from viewing themselves more as online communities. Online community building tends to be about creating loyal, engaged, regular customers, as exemplified in this list Momentology.com compiled on brands who’ve done great brand-oriented community building.

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