Viewing Profile: chrisr2
Latest Posts by chrisr2
5 reasons why it’s good to own a niche job board today
The big job boards in our industry are not exactly the darlings of the recruitment industry these days. Recruiters are balking at their high prices and the many unqualified candidates that they generate. Fortune 1000 companies are reducing their spend on these boards in favor of other alternatives. By last count job boards drive 15-20% of all external applicants to employers and that has been slowly declining over the years.
A lot of this sentiment has been caused by sites like CareerBuilder and Monster who finally gave up and sold for a pittance of what is was once worth (and now CB is also rumored for sale). The once pioneering site that helped spawn an industry lost its way over time. Because these big sites get most of the press in the industry they cast a shadow over the rest of the sites who are already delivering value and landing people jobs.
But I, and the rest of the established small to mid-size boards know differently. There are thousands of local and niche job boards out there who have what employers want: targeted candidates.
So if you are one of these sites I predict good times ahead. Here’s why.
- The job market is tightening,…there are now a record number of jobs being posted online (5.9 million) It’s a sure sign that employers are having a harder time filling open positions, which means they’ll have to spend more money to attract the people they need. Therefore, recruitment advertising spend will likely increase.
- Niche and local job sites will always have a future because they are highly specialized, attracting the right kind of professionals that employers seek. Recruiters will always be willing to pay to reach these audiences.
- Small business (SMB), relies heavily on job boards to drive traffic. They will ALWAYS need job boards to promote their hiring needs. For SMBs, job boards represent a higher percentage of candidate flow vs a Fortune 1000. My guesstimate is more like 50%-75% depending on their size. Since most job growth comes from SMBs their job board spend will continue.
- The big job boards are expensive and impersonal. Niche boards often cost less and have a more personal relationship with their clients. I spoke to one client of of one of the big sites who is shopping around for cheaper alternatives. The market is ripe for picking off the client base of the big guys.
- Snagajob, Ziprecruiter and other new new job startups are still getting millions in funding. Job boards are being acquired. New ones are starting every day and thriving like WayUp. Other companies in the HR tech space want these kind of sites to help them round out their core offerings and gain access to candidates. Acquisitions will continue.
In short, if your job board has traffic and delivers candidates, it’s a business that others envy. The riches are in the niches. Aint that bitchin’…
Competitive lead gen service now available
Are you looking for more leads for your job board? I may have the answer to your prayers.
I can deliver a list of fresh, targeted email addresses that you can use to attract new employers to your site.
Delived in a .csv or text file at a cost of .20-.25 cents per email. And once I have your first list I can update it once per month for a small fee.
I have a great system in place for which I can deliver your list in 24-72 hours depending on the industry you serve.
Call me for more details 203-572-2053
It’s time for Job Boards to Unlock Their Resumes
Job boards are considered “old school” recruiting by many people. And that description is fairly accurate for most sites out there that haven’t changed over the years. I’ve seen 10 year job boards that looked exactly like they did 10 years ago. There is a certain perception there that will be hard to shake.
If you look at the “new school” job board approach you see sites like Linkedin and Indeed. They are both more than just job postings. They are more open. They offer multiple ways to recruit or be found.
Today’s recruiter has never had more ways to find people to fill jobs. It’s a much more competitive landscape we all live in. So my advice to job boards still stuck in the 2000’s is become more relevant.
How? You can start by unlocking your resumes, make them searchable by Google and the Sourcers will come.
Job boards need more reasons for recruiters to visit their sites beyond job postings. Perhaps the best way to do that is let them search your resumes for free. Follow the lead of Linkedin and Indeed Resumes which have become the defacto resume database for the U.S. You can still charge for access to contact info either by subscription or per lead. Indeed charges $1 to email a candidate in their system.
My point is that personal data is everywhere now and if your database is locked behind a paywall you need to join the new school approach of recruiting and put those profiles into the greater pool of people that can already be found online for free. I’m sure the new crop of people search engines like Entelo and HiringSolved will gladly index your resumes too if you have enough of them.
So if you are building a job board today be sure to let your candidates publicly publish their data. Make your site a destination for Sourcers.
The Virtual Job Boards
I am helping out VirtualPros.com get relaunched as a full fledged job board. I like the niche they are in and their are a growing number of sites now targeting virtual/work at home type jobs. A number of sites in this niche, namely FlexJobs, charge the job seeker for access.
The key for all these sites is to attract legitimate listings. There are lots of spammy, work at home “so-called” jobs being pitched online so its important to attract the right types of jobs like writers/bloggers, virtual assistants, virtual call center agents, telesales and technical work.
There are so many jobs now that can be done from home. More and more companies are open to these kinds of positions and job seekers love the flexibility. I have a feeling we’ll be seeing more of these boards pop up in the near future. Check out these links via my job board directory on CareerCloud.
New Job Board Launch: Women Who Code
There has been a renewed interest in women this past year when it comes to the job market. I now count at least 9 women targeted job boards online.
The latest to launch has 2 niches in 1, Women Who Code. WWC is an international non-profit that empowers women to achieve success in technology. They do this through a series of over 60 Networks around the world which host technical talks, study groups, hackathons, and other career development and social events.
I wanted to point out their pricing scheme which I thought was interesting. They leverage their newsletter and other advertising opportunities.
There are three tiers available to employers depending on their needs and budget. The first allows a simple post on the Job Board for one month. The second includes that, as well as a mention in the organization’s CODE Review Newsletter, which goes out every Wednesday afternoon to over 30,000 tech professionals. The third tier includes all of the above, but also allows the company to sponsor the CODE Review, with a featured banner logo and link to their site or employment page.
The site itself has a clean, sparse look with all jobs in square boxes with company logos and job titles. (click pic to expand)
I am working with an investor who is in process of buying an established online job site company based in the U.S. He is looking for another investor to come in on the deal (must have $1 million to invest). It’s a rare opportunity to get into the online recruiting space with a growing company. Ping me if interested.
Hear how these guys built a job search app
Coding your own job board? Use these design guidelines
If you are about to code your own job board board rather than using an existing solution here are my basic guidelines to ensure you do it right. You need to think about serving 2 audiences—job seeker and employer. I hope you find these tips/examples useful.
a) Make it mobile friendly. Your site should render properly on any screen size.
b) Logo. Use simple clean logos that can be clearly ready on a mobile device.
c) Pricing. Make your prices publicly viewable. Do not require registration to see them. Display your pricing in a simple horizontal layout like this;
d) Home page guidelines. First be sure the button/links to post a job are clearly marked and STAND OUT. Dedicate a minimum of 20% homepage real estate to employers. Here are 3 examples.
Love this post it note call out
Governmentjobs.com has a simple button in the upper left.
CareerCloud has several links, images and buttons that call out employers on its homepage. Note the use of logos for the job distribution service.
Also on your homepage display the latest 10 or 20 jobs from your site. And have a section where companies can be featured so you can upsell them this exposure.
e) Job search box. This is the best way to let job seekers search.
f) Job Listing results. Let employers display logos on their listings so they can stand out more. If they don’t have a logo use a default icon in its place.
g) Job descriptions. The top section of your JD page should give a quick summary of the job basics for quick glance. This section should also lead with an <H1> header for SEO purposes. Put your location and company name in an <H2> just below it.
Also call out the company profile (with logo). The apply button should be clearly marked and their should be social media share buttons. See example below;
h) Social media. List your social media channel icons in your top header and in your footer.
i) Phone. If you have a phone number for sales, display it in your header and footer throughout the site.
j) Miscellaneous. Keep your design, simple and clean. If you belog to any associations like TA Tech, the Better Business Bureau, etc use those trusted logos in your footer which helps with credibility. Also on your checkout pages display all relevant credit card logos. Also if you have been in business for more than 5 years show that because it helps with your credibility.
Vetjobs.com footer with badges adds credibility