Hey Careerleaf, why don’t you offer a job board app?

Super-obvious, statement-of-fact, spoiler-alert for off-the-grid lifestylers: mobile devices are the most popular way users access the Internet, growing almost 400% over the last four years.

 

While riding the city bus, I noticed just how many of the passengers were using a device to send a message, play a game, watch a video, etc. Seeing someone using a smartphone is something I take for granted, but once I took a moment to focus on what my fellow passengers were doing, I experienced a split second of amazement – these mobile devices are everywhere!

 

Given the mobile revolution, we are often asked, “Why don’t you offer a job board app”?

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The Candidate of 2015: What We Know

It never hurts to get back to basics with candidates. What they want? How do they behave? And how do employers find and hire the best?

A number of companies have done large surveys of employers and job seekers to research and quantify the answers to those questions. Below I’ve collected some of the most important and interesting numbers from several notable surveys about hiring and job seeking in the year 2015.

 

The Mobile Candidate

  • 47% of job seekers search on mobile in bed, 38% while commuting, 30% on the job, and 18% in the bathroom1
  • 38% of candidates learn about opportunities on mobile devices, with a 90% increase from 2013 to 20142
  • 28% of candidates apply for positions through mobile devices, a 75% increase from 2013 to 20142
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5 Ways to Write Better Job Posts

We’ve broken down the basic components of a job post on this blog before, but there is always room for improvement. Here are five ways you can write better job posts, or help your customers do the same.

 

  1. Be Search-Friendly

This slideshare featured on Recruiting.com recommends avoiding overly creative job titles.  iMediaConnection has collected a list of hilariously (and unnecessarily) creative job titles here, that will give you an idea of what they mean. “Wizard of Light Bulb Moments” and “Chief Visionary Officer” might sound fun and quirky, but you’ll drastically reduce the discoverability of a job advertisement with that title. If you’re looking for an Inbound Marketing Strategist, don’t advertise for a “Growth Guru” if you’re hoping to cast a wide net. Candidates are unlikely to search using your fun and quirky terminology, and they won’t be using them in any email/job search alerts.

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Job Matching is Not a Magic Bullet

The most important thing about a job board is that it introduces candidates to employers, and vice versa. If that function is not working, then you do not have a job board.

The basics of how this process works usually goes something like this:

  1. Employer posts job opening
  2. Candidates discover the position
  3. Candidates apply for the position
  4. Employer reviews applications
  5. Employer contacts the candidates they’re interested in, followed by interviewing, hiring, etc.
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How to Make Recruitment Marketing Work for Your Job Board

“Recruitment Marketing” is another one of those phrases you’re probably hearing about more often lately. It’s the concept that in order to recruit and to hire, you need to market to candidates.

It’s the kind of idea that seems obvious in retrospect. I’ve already written about how job boards can help their customers create great candidate experiences by thinking about job seekers as customers, and recruitment marketing fits right in with that.

If the candidate is the customer, then the employer (or the job they are hiring for) is the product you’re selling to them. In order to sell it to them, you have to market to them. Marketing a job or an employer encompasses a variety of components, including:

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Careerleaf and UK Part Time Jobs Are Onrec Award Finalists

Careerleaf is proud to share the news that we are among the finalists nominated for the 2015 Onrec Online Recruiting Awards. Careerleaf is pleased to have been made a finalist in the category of Best Online Candidate Experience for a supplier, and for our very own Careerleaf employees, Roman Lyashov and Jon Gaulin, to have been nominated for Personality of the Year and Unsung Hero of the Year, respectively.

 

But that’s not all!

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Honesty in Employer Branding and Attracting Candidates

You’re hiring! That means finding and attracting candidates who you then need to evaluate for the position. But it’s not that simple, is it?

Let’s define what it is you or your company wants when you’re looking to hire. Bottom line? You need somebody who can do the work you need done.

But typically, most employers also want that someone to:

  • Do the work really well
  • Have the traits and interpersonal skills that enable them to work with others in the workplace as necessary
  • Help strengthen their organization through their efforts

We’ve seen a shift in how we talk about recruiting and hiring, and the idea has emerged that employers need to market themselves to candidates as great places to work/people to work for, similarly to how a company markets to customers. Over the past two decades, we’ve seen the Internet multiply and diversify–no matter what it is you’re looking for, you will find it in abundance, and easily. A little too easily, sometimes.

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Demystifying Mobile Recruiting

“What’s your mobile recruitment strategy?!?”

If you spend any time in the recruiting, hiring, or HR space online, “mobile recruiting” is catchphrase you’ve seen and skimmed across hundreds or thousands of times by now. I’m sure it’s sometimes tempting to brush it off as just part of a series of buzzwords designed to sell newfangled software, marketing, and recruiting services.

Much like Search Engine Optimization, the idea of mobile recruiting is frequently talked about without really establishing what it means and how you can start to do it. So let’s get back to basics!

What is mobile recruiting?

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Stepping Up Your Game to Compete with the Big Guys

On Halloween we blogged about how the greatly exaggerated death of job boards may in fact be a kind of renaissance (or Zombiepocalypse), given how many not-a-job-boards are out there expanding their services into the very much job board-like territory. (Again, it’s not what you call it that’s important, it’s the service of publishing and selling job ads and candidate/resume database access, among other things.)

And with that, there is the worry that smaller job boards, such as niche, regional, or even internal or company-specific career sites may find themselves outmatched by the Big Guys. It is a real concern not just for recruiters and hiring managers, but for those who provide services in the online recruitment and job search space, and it’s not one to be laughed at.

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