Recruiting & Job Board News You Can Use


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”.


Striving to be compliant with GDPR is a complex process for some companies. Facebook, for example, has had to dedicate resources to creating a new privacy control centre for users. Algorithms used to power Facebook’s advertising publishing have been subject to much scrutiny in recent months and years, and the company has been taking steps to try and prevent political interference. There have also been concerns about whether Facebook’s tools allow or encourage discrimination in recruitment advertising.

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Evolving Recruitment Business Models


Your new assistant

Recruiting is an interesting business to be in right now. When it comes to technology, many businesses are playing catch-up to bring their processes fully into the digital age.


Now, before you run out and buy a fully-formed, artificially intelligent robot assistant, think about examining your business model first. Any technology you use needs to fit with your business and the problems that it solves for your customers. Here are three things to keep in mind when evolving your recruitment business model:

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Would a CRM by any other name smell as sweet?

Customer Relationship Management. Two years ago I’d never heard of CRMs and today I don’t know how any business operates without one.

A CRM tool, system, or software, is one that manages customer contacts and their information, like a phone book or a rolodex (yeah, yeah, even a Millennial like me knows what those are–I saw them on Mad Men). Usually they come with other features to help you organize and funnel those contacts, track them over time, and keep notes.

Some CRMs combine themselves with marketing, analytics, and VOIP/telephony tools, so that you can tie all your outreach and communications with clients together under one metaphorical roof.

Recruiters use CRMs, too, but in this industry they usually take the form of the ATS, or applicant tracking system, with which so many have a love/hate relationship. And as with a CRM, the ATS often comes with features that elevate it beyond a digital phone book with notes. I’ve sometimes seen ATSs referred to as “recruitment CRMs”, which just confirms their similarity of concept.

If you’re a job board or a recruitment company, you potentially have two or three use-cases for CRMs and their equivalents.

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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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The API: Your New Best Friend In Recruitment Tech

API. Ape-y Eye? Application Program Interface. It’s a thing. A big thing. It’s a thing you should know about. If programming languages aren’t your thing, don’t worry. That’s what I’m here for: cutting through the buzzwords to help us all understand what it is and how it impacts recruitment technology.

An API acts like a translator between two pieces of web-based software.

For example: let’s say you use a third-party application to track and analyze how many followers you have on Twitter. When you create your account, it doesn’t ask you to enter your email and a username or password. All you have to do is log into your Twitter account, and give the app permission to talk to your Twitter data.

An API does that.

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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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New Client Site:

Careerleaf is pleased to announce the newly re-launched website of, featuring our award-winning job search technology and our online recruitment solutions. Cronos Consulting Group, is a specialized recruitment firm based in Canada, and is using Careerleaf’s beta Recruiter Platform.