Generating Inbound Traffic for Job Boards

Generating Inbound Traffic to Your Job Board

The concept of inbound marketing is based around getting people to come to you, to discover you, and seek you out.

This is different from outbound marketing, which includes more traditional methods like exhibiting at tradeshows, airing commercials (on TV, radio, even YouTube, etc.), print advertisements (in magazines, newspapers, billboards, mailed flyers and brochures, etc.), outbound calls (telemarketing!) and emails.

These methods are usually regarded as more disruptive, in that you are interrupting the target audience to communicate your marketing message. They also can cost more in terms of services and production, and they tend to be more difficult to track direct ROI.

Inbound marketing, on the other hand, is tailored more towards the Internet user of today. If you want to learn about something, you Google it. If I want to buy a new laptop, I’m going to check out the prices and specs online first. I might read reviews or ask on social media if anyone has any recommendations or experience with the model I’m considering buying.

The same goes for job search, recruiting, and all sorts of business challenges.

The number one task of inbound marketing for job boards is:

Be Discoverable!

“Build it and they will come” does not apply to online businesses in 2016. You need to make yourself discoverable through the content on your site, basic SEO, and your messaging and branding. This is in addition to your job board-specific content.

First thing’s first: Who are you? Who are you trying to reach? What do you want them to do? Why should they do it? How can they do it?

You need all those questions answered. And they should also be answered for anyone who arrives on your job board.

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Retail inspiration for job boards - Black Friday & the 90-day campaign

Retail Inspiration for Job Boards: Black Friday & the 90-Day Campaign

This week’s blog post is brought to you by Jonathan Page, Careerleaf’s Director of Sales & Marketing.


Taking Inspiration from Retail and Applying it to your Job Board Business

Sometimes you find inspiration in strange places. In 2015, Careerleaf took inspiration from Apple and their famous once-a-year only Black Friday sale.  We thought that it would likely go unnoticed among the business of the season, however it was our most successful outbound campaign of the year. I am certain that Apple’s marketing team has already begun their countdown to Black Friday, but have you?

Whether you go with Black Friday or something else there are two key ideas I hope you’ll take note of:

  1. 90 days from now you need to have a campaign in market to encourage your customers to complete purchases before the close of the calendar year
  2. Have fun and take some risks – you’ll never know unless you try.

Careerleaf’s Black Friday Adventure

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social media for job boards

Simple Social Media Tricks to Reach Candidates

We’ve covered ways of using social media to promote your job board and recruit candidates before, but it’s always worth refreshing ourselves on the basics.

There are several dead-simple ways to use social media to help promote your jobs and reach candidates. By implementing these small, “low hanging fruit” ideas, you can can make a significant difference to your reach and influence.

1. Create the accounts.

Go ahead and do it now. I’m just going to go ahead and quote myself here:

Pick 3 or 4 platforms that your target market uses, and focus on using those channels. Specialize in retail, food, fashion, or another industry big on visual presentation? Instagram and Pinterest may serve you well. High finance? LinkedIn is appropriate. Whereas writers and journalists tend to flock to Twitter and Medium. Recruiting Gen Z? Bite the bullet and figure out how Snapchat works.

(It’s also not a bad idea to create accounts on more platforms, even if you don’t intend on using or promoting them. Think of it as planting a flag in the ground. You have a brand and you’re ready to make use of it when you need it.)

Plant the flag. Use your messaging. Hootsuite has templates for sizing your social media profile pictures and banners properly (check #6), so you have no excuses not to get going.

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Summer is unofficially over…and Recruiting Suite Beta is live!

Hey Careerleaf blog readers,


As many of you know, Labour Day was this past Monday, and it was hot – at least for us in Toronto. It is the unofficial end of summer – its last hurrah – and as such, our team and families spent a lot of time cooking and eating outside, swimming in lakes, fishing, or on a patio with a frosty beverage.


Between the shortened workweek, excessive chocolate and coffee consumption, and of course, the relentless improvement of our software, we’re going to give our blog a rest for a week. In it’s place, we’re going to share a press release for our newest recruiting solution, Recruiting Suite – software that takes applicant tracking functions (ATS), and combines them with candidate tools, job listings, and content management to foster career communities.


Yes, we’re totally bummed about putting a PR in our blog too, but we’ll be back next week with a brand-new, fresh blog entry. In the meantime, thanks for reading!

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How to Evaluate HR Recruiting Software – Guest Post

Guest Post by Skornia Allison. For information on submitting guest posts, see our guidelines here.


How do we evaluate a human capital management technology or software to make sure it fulfills all of our recruiting needs? With the countless solutions out there, making a pick can be quite difficult. While someone is trying to sell you a product that is configurable and easy-to-use, someone else may be pitching about the features of their product that are hard to find. Most of what of what you should be selecting depends on what is fit for your organization and its recruiting needs. If you’re not a large company, you may not need highly advanced software with extensive options. You could be a small/medium sized organization looking for simplistic solutions to fulfill only the most basic of needs.

Conducting a thorough evaluation of the recruiting tools available and deciding what should or should not be implemented is necessary to ensure an efficient and painless recruiting process. Without a doubt, the best solution has a propensity to speed up the recruiting process, involve more people in the hiring process, and enable you to focus on the tasks that are best handled in-person. Here’s my guide to evaluating HR recruiting technology – a way to help you sift through piles of technology and software solutions.

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5 Awesome Reasons to Start a Job Board

5 Awesome Reasons to Start a Job Board

1. You’re already in the business:

Maybe you’re a recruiter, you run a recruitment firm, or have worked in similar settings or industries like employer services or HR. Maybe you’ve run online forums or social media groups that advise job seekers and recruiters, and have a built-in community of customers and users ready to join you on your new venture.

Bottom line is, if you already have insight into what your job board customers want and expect, and you know what it takes to communicate with candidates, you’ll be able to use that foundation as the basis for your job board.

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