Convincing Great Talent to Join Your Job Board

In the recruiting industry, there is frequent debate about passive vs active candidates. A passive candidate is someone who has a job, and isn’t really focused on finding a new one. They may occasionally look for jobs or apply, but they’re not as absorbed in the activity as someone who is an active job seeker. An active job seeker might be unemployed or trying to leave a job they don’t like. They’re applying to jobs regularly, and are always on the lookout for opportunities.


There is the perception that passive candidates are better, perhaps because their current employment implies success in their role. On other hand, a passive candidate who can be lured away from a job they’re content with could be just as easily lured away from the employer you recruit them to join. An active job seeker may want the job more, and work harder to keep it.


However you feel about recruiting passive or active candidates, a job board needs both.


By now, you should be familiar with the chicken-and-the-egg game of simultaneously attracting both talent and customers to your job board. Last week I talked about finding the right balance of original content to make your job board unique and valuable enough to be useful to job seekers and develop good SEO, a crucial element of attracting job seekers to your board.

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Recruitment Tech News for November

The month of November has brought with it some interesting news that’s ripe for discussion in the recruiting industry.

Both Facebook and Google are testing products relating to recruiting and job search, so today we’ll give you the highlights on these news stories along with our key takeaways for job boards.


Facebook Jobs

The Story:

Facebook is testing a new feature that will allow companies to not only add a “Jobs” tab to their Pages, but also post jobs directly to the social media platform. It also includes a basic application delivered as a Facebook Message.

The Reaction:

Some view this development as a certain threat to LinkedIn and Indeed, while others wonder if using a primarily personal social media platform for recruiting may ultimately backfire on Facebook, and change the way its users share and interact on the platform.

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Diving into the Numbers: Job Board & Recruiting Stats for 2016

TA Tech and Job Board Doctor released the results of their 2016 Global Job Board Trends Survey recently, so this week we’ll be taking a gander at those job board stats, as well as a look at some other research released this year, and explore what it those numbers might mean for your job board business.


Job Board Doctor & TA Tech 2016 Global Job Board Trends Survey

Released May 2016Surveyed 211 job boards from across the globe, nearly half which were US-based.

In it for the Long Haul

Nearly half of respondents have been in business for 11+ years, and over 13% have been in business just 1-2 years. It’s easy to start a job board, but it’s harder to keep it going for a decade. The fact that so many have been in business for over a decade demonstrates there is success to be found, but that it’s more difficult to achieve than many entrepreneurs initially assume.

(Sidenote: at Careerleaf we’ve got some projects brewing to help support and guide job boards through the murky waters of those first couple years. Stay tuned!)

Lots of Jobs on Lots of Job Boards

47% of respondents reported a monthly count of 500 job posts on their board. That’s a lot of jobs! It seems job boards continue to provide a return on investment for recruiters and employers through job advertising and employer branding.

You Gotta Track That Data

One worrying statistic to come out the survey is that 32% of respondents weren’t tracking how many applications paid postings were receiving! It’s a good stat to measure and track, not only to measure your own success, but to market your services to your customers. (Not sure what stats to track? Check out our Quick Crash Course on Job Board Analytics.)

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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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What is your job board communicating?

Last week on the radio, I heard a series of segments on “Generation Z”. That’s right, just as you were getting a handle on Millennials, we have to start thinking about the next group of youngsters coming up behind us. Time to start thinking about how they will interact with the job market, disrupt the workplace, change recruiting–and spawn a thousand unnecessary think-pieces, no doubt.

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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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Recruitment Software: You are the User or You are the Loser

It’s interesting to read how other software providers (especially those who provide a hosted solution, like we do) talk around mobile websites. Many companies can claim to offer mobile solutions for their customers, but it’s important to find out precisely what that means for the end user. If you don’t, you may lose out–on the traffic, business, or good hires you’re hoping to reach.

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Q & A With Careerleaf CEO Afifa Siddiqui

How did Careerleaf get started?
The idea we had was to help the average job seeker find their place in the world of work. At the time, I was running my company, TeamCronos, a niche recruiting firm, where we place specialized engineers at the top of their fields. While working with the top 5% of my industry, folks who didn’t necessarily need help finding work, I was also seeing most job seekers we came in contact with struggle to do a job search. The majority of the population doesn’t get much help with landing their ideal careers. And interestingly, many job seekers are doing things that are not necessarily in their best interests. I saw a problem to solve.

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How to Turn One-Time Job Applicants into Returning Users

We’re living in a world of plurality. Never before have there been so many ways to find information, entertainment, and distraction in the form of social media, videos, articles, animated gifs of cats, you name it. There is the same level of “noise” out there for the job seeker, and it affects how they search and apply for opportunities that interest them.

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On the Necessity of Mobile-Ready Job Sites

Why do you need to jumpstart your mobile strategy? Here are four big reasons.

The Majority of Americans Use Smartphones Now

According to PEW Research, as of January 2014, 58% of American adults are using smartphones. That number jumps to 83% when looking only at American adults aged 18-29. Even 49% of those aged 50-64 are smartphone users, with those in the 30-49 age bracket at 74%.

Okay, so we know mobile browsing and Internet usage is overwhelmingly prevalent, but how does that translate to online businesses, job boards, and career websites?

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