Deciding on the best way to integrate a job board into your current website can be a struggle for associations and publishers who are starting or rebooting a job board to generate revenue and provide value for their members or readership. We’ve outlined below three different ways you can set up your organization’s job board, as well as what types of scenarios make sense for each one.
Job Board. Careers Portal. Recruiting Platform. Talent Acquisition Platform. Website that does the thing.
There are lots of different names for digital spaces where people get connected with employers and job opportunities. A recent post by Jeff Dickey-Chasins over on Job Board Doctor’s blog got me thinking about how individual job boards are communicating their value to their customers.
Is “Job Board” a Bad Name?
Many recruiters have come to associate the term “job board” with old, outdated relics of the 90s and early 2000s that are difficult to use. It makes a compelling case for job boards to rebrand themselves as something different.
Lots of interesting things are happening this summer in the world of recruiting and job boards! Here are some highlights:
Is Facebook Jobs Turning into an Aggregator?
Joel Cheesman writes on ERE about the potential increase in visibility of Facebook Jobs-jobs. Facebook’s Marketplace will now link to Facebook Jobs, whereas before it was only really being found by those who knew to go to it directly. The speculation is that Facebook will soon start to pull in (or aggregate, if you will) advertisements from non-Facebook sources into Marketplace. So what does that mean for Facebook Jobs?
Publishing is an industry that is no stranger to disruption. The digital revolution, while no longer new, still continues to make waves in publishing as technology, media, economic and social forces all impact both new publishers and venerable institutions that have been around for more than a century.
Subscriptions and advertising have traditionally made up the bulk of newspaper and magazine revenue, and it’s no different for today’s publishers. Online advertising has long been a staple of Internet-based businesses as well, and news sites, online magazines, and blogs have good track records of being able to deliver the traffic that advertisers seek from them.
The challenge of generating revenue from advertising is not simply down to transitioning from print to digital for publishers (especially given how many big players are now digital-first), but also in navigating the increasingly complex world of online advertising. From PPC and programmatic advertising to interstitials and paywalls, the online publishing world has been at the forefront of testing out and experimenting with new ways to sustain themselves and profit through advertising revenue.
Established job boards have many advantages in the marketplace – a solid brand, a customer base, job seekers, and insight into their niche about the problems that need solving and what does – and doesn’t – sell. With all that going for them, it’s easy to understand why job board owners who have been around for a number of years might be apprehensive about updating their job board solution. If it ain’t broke, don’t fit it, right?
The trouble is that many older job boards have custom-built solutions that have begun to visibly age or are no longer meeting the expectations of job seekers and employers. And even though they might see their profits shrinking as they struggle to keep up with shifting expectations and changing technology, it can be difficult to make a big change when you’ve become accustomed to your current solution or business model. Reasons for updating your job board tech may vary, but regardless of what you do want to change, you really don’t want to risk losing what is working for you.
So how can job board owners reduce the risk involved in making a big change to their technology? I’ve outlined four steps below that can help you prepare and plan for updating or switching your job board solution.
Chambers of commerce and local governments representing and working with businesses outside of big cities have generally witnessed a slower economic recovery than those of their urban-dwelling neighbours. Many chambers are launching and implementing economic development projects to encourage the development and retention of local businesses and workers.
But industries have changed due to automation, globalization, and the rise of service and technology sectors, making it difficult to retain the young talent they raised and educated and attract new workers and residents.
So, how can chambers of commerce help local economies evolve?
Many associations are discovering new and novel ways to generate non-dues revenue while staying true to their mandate. Here are a few areas where your mandate may overlap with the services a branded job board for your association can provide:
The recruiting industry is fascinating in how its use of technology varies from company to company.
Some recruiters are always following the latest trends to try and keep a competitive edge, while others are just fine with the tried and tested – they know relationships are at the heart of what they do and don’t mind missing out on new technology. In many ways the latter group has the most to gain by modernizing some parts of their recruiting business but can be hampered by the process of changing.
This is one scenario we’ve heard from recruiters:
I have a legacy ATS that we’ve used for well over a decade. It’s worked well for the most part, but our outdated website reduces our credibility for candidates and sales leads. We also feel we could be attracting candidates and sales leads passively with the right tools, in addition to our outbound work.
We want to change, but we’re entrenched in our current system, so it will be difficult. (We have a checklist of things we know we need: mobile-friendly, social media connections, etc. But we don’t want to throw away what we like about our current process.)
Their concerns are valid, and it’s important to address them head-on. Below, we’ll discuss the four main problems and how recruiters can tackle them.
Niche job boards can solve a lot of problems for recruiters, and there are many different types of recruiters. Most of them have to really hustle and work hard to do their jobs, and while new technologies are opening up all kinds of doors and possibilities for the future, it can be overwhelming. Some people who need to hire employees aren’t recruiters at all – they’re primarily business owners and office managers who are also responsible for recruiting and hiring.
Hiring feels like an aberration of some kind. It’s a disruption to an employer because it means that somebody has quit, retired, or been fired. Or it means their business is growing and they need more hands on deck to get the work done or even just to keep their heads above water.
Often, it’s a big hassle that needs to be dealt with in a rush.
And yet, without the right people to fill those gaps and come on board, businesses can really struggle. Niche job boards can help solve these problems for employers and recruiters.