Jonathan is directly supporting current partners by telephone and email to support them at this challenging time.
We have heard from WNN partners that other white label job board providers are aggressively pursuing them for quick technology transitions. However, Careerleaf is advising WNN partners not to panic, but to take quick actions to mitigate uncertainty. Here are the 4 areas, we recommend you concentrate on.
You’re either hyper-aware of GDPR or you feel like you vaguely recollect hearing it but don’t have a clue what it’s about. GDPR is a new set of privacy laws set to roll out across the European Union, but will also affect anyone doing business in the EU as well.
Generally speaking, GDPR (General Data Protection Regulation) is designed to “give citizens back control over of their personal data, and to simplify the regulatory environment for business”.
Lots of things going on in the world of recruiting and job boards, and it’s kind of tough to boil it all down in a meaningful way, so I’ll highlight a few big stories that are worth your attention right now.
Indeed to Monetize Resume Database
Indeed has announced a change to its services for employers and recruiters. For some time now, you were able to search through their substantial resume database to reach candidates. The ability to make contact with candidates will soon only be accessible through a paid subscription service.
It’s time again to look around and what’s going on in the recruiting and job board industry. We’ve got stats on how job boards perform as a source of hire and moves from the big names in global tech, and we’ll look at what it all means for you and your job board.
It’s important for job board owners to pay attention to changes in technology, keep up with what competitors and other industry players are doing, and hear the perspectives of recruiters, employers, HR managers, and job seekers. So here’s a round-up of some of our favourite bloggers and industry news sites!
A frequent point of reference for this blog, Jeff-Dickey Chasins writes in-depth about job boards, including news about new job boards and what kind of ideas and business models are being tested in the market. Here’s a highlight of some recent posts:
ERE.net is a part of ERE Media that includes TLNT.com and Sourcecon. ERE.net regularly publishes articles from a variety of authors that cover big news items and opinions on the job board and recruiting space. Here are a few recent highlights:
The Craigslist Experiment: Derek Zeller writes about the effectiveness of posting to the right job board as a method of sourcing, and how it shouldn’t be overlooked.
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?
We’re happy to inform you that jobs posted to Careerleaf-powered job boards in the US are being indexed and displayed in Google for Jobs search results.
All jobs posted to Careerleaf-powered job boards use the structured data formatting – called JobPosting Schema – that Google for Jobs uses to recognize and display job posts.
If you read this blog regularly, you’ll know that Careerleaf has been following Google’s moves in relation to job search and recruiting technology closely for some time. We remain committed to adapting and evolving our software solution for job boards, and Google for Jobs is no exception. Careerleaf will continue to optimize the solutions and tools it provides to empower job boards connecting job seekers with opportunities, and employers with great candidates as Google for Jobs evolves.
One area ripe for artificial intelligence-powered automation is the more routine work and tasks that recruiters perform, which they are sometimes guilty of neglecting. Writing for HRtechnologist.com, Rhucha Kulkarni suggests AI could help improve the candidate experience:
While the impact of recruiting technology is widespread, it’s still something of a niche when it comes to mainstream news headlines. But that’s not the case when big companies with household names make a move in the recruiting tech arena.
Google recently released more details on its Google Jobs initiative, and it has everyone in the recruiting industry talking. TechCrunch has a good summary of what it’s all about:
In a few weeks, Google will begin to recognize when U.S. users are typing job search queries into Google Search, and will then highlight jobs that match the query. However, Google is not necessarily taking on traditional job search service providers with this launch – instead, it’s partnering with them.
What makes the service interesting is that it’s leveraging Google’s machine learning smarts to understand how job titles are related and cluster them together.
So what does it all mean? And what does it mean for recruiting and job boards?
Job Search Bot Reveals Cracks in Recruiting Process
In January I wrote about the importance of having compassion for job seekers, both the highly sought-after “top talent” candidates and the ones who don’t even make it to your shortlist. Even if job seekers follow every bit of wise advice, it’s still so often a frustrating and unrewarding process.
Well, one man decided to build a bot that would apply to thousands of jobs for him as a kind of experiment while he searched for jobs. His thinking was he might be able to A/B test different cover letters and email subject lines. In theory, he would have been able to refine the content based on the results. But he was disturbed to discover that most large companies using Applicant Tracking Software rarely even viewed his applications, and fewer still returned any response, automatically generated or otherwise.
While his experiment confirmed that applying to jobs en mass (sometimes called the “spray and pray” method) isn’t effective, it also underlines how often employers and recruiters can miss out on great talent due to the systems and processes they use. There are many factors at play here, but Robert Coombs’ experiment illustrates how important it is for employers and recruiters to look closely at their candidate experience, and whether they are losing out on great talent because of their processes and tools, or assumptions and attitudes that may shape them.