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Things any job board can learn from Indeed (member only)
6 year old job site for sale
This week I got pinged on Twitter about a job board for sale, JobShouts. Its at auction on Flippa right now. The site has a solid page rank and might be worth picking up if you are in the market for a new board to play with.
I always prefer buying an old job board and revitalizing it rather than starting with a brand new domain. Older sites have BACKLINKS and you need good Google juice to get SEO traffic. It takes time to get backlinks but buying an older site jumpstarts that aspect for you.
I’m not in the market for a new site right now (I’ve got plenty already) but JobShouts is a solid domain if you want to get into the job search game.
More than just a job posting
In addition to running this blog I have a new full time gig as Director of Digital Recruiting for a cruise line company here in Connecticut. My position allows me to try a lot of job boards and influence the direction for all of our recruitment marketing. This week I tried posting on a bunch of niche sites (for hospitality and culinary roles) including CoolWorks.com. CoolWorks is a long established niche board for seasonal type positions for places like National parks, tourism and other outdoorsy roles.
They have job postings which all job boards do but they also have a cool product designed to be more than just a job posting. Its called a “Help Wanted Now” ad and it allows employers to describe themselves and promote all their jobs at once. Essentially its a introduction to an employer and what they do/hire for.
NOTE: The CoolWorks site started generating applies within a few hours of this running. (Their site gets 100k monthly visits)
This is a great example of diversifying your product offerings in the job board industry. Think out of the box like CW did. I even do it on my Hidden Jobs site. These ads are essntially mini-hiring announcements
promoted to a local audience.
CoolWorks has some other type of products for employers to choose from which you can view here. They are a great role model in the online recruiting industry.
What does a niche job board need in 2015 to succeed?
If you run a niche job board these days you need more than just job postings to thrive. Gone are the days when you could throw up a site and make boatlods off single job postings.
Today you need multiple revenue streams. The big 3 components of course being jobs, adsense and in some cases, backfill (affiliate $$$) from sites like Indeed.
So if you are struggling with revenue start thinking about ways you can help your clients find and attract more quality candidates. Today’s employers want more targeted people applying to their jobs. Thats why its important for you to build up your job seeker audience as much as possible.
I think employer branding is something you can offer them. Help them write better job ads. Give them more visual job ad features. Help them STAND OUT in a world of same sounding employers.
Just some food for thought on this manic Monday.
Job boards in the news
The headlines from the past few weeks have some interesting nuggets from the job board world.
BAjobs.com has relaunched and was written about on ERE. View article. It’s part of a new company called The Hire Key. BAjobs.com serves the San Franciso bay area and has been around since the 90’s. Job boards are gettin’ old!
The city of Sioux Falls South Dakota has launched their own job board. Its part of a trend I’m seeing by cities and chambers of commerce. The city of Hartford just launched one too. The Sioux Falls site appears to just be a shell with jobs backfilled from Indeed.
AfterCollege just bought College Feed, a startup social networking play for college students. They will absorb the student profiles into AfterCollege’s site. No sale price was announced in the TechCrunch article.
Computer-Jobs.com has relaunched on the Jobboard.io platform. Its run by a staffing firm and I helped them with the setup and logo last week.
Getting your jobs indexed by Job Search Engines (member only)
Former Ziprecruiter Exec Ethan Bloomfield Launches Sales Consulting Startup Vitalfew
I met Ethan Bloomfield back in the late 2000’s just after he joined Jobtarget. I had just outsourced my job boards to them and was having a myriad of problems with their technology. But Ethan worked patiently with me and their team and eventually Jobtarget became my most trusted partner.
A few years back he left JT and joined a little startup call ZipRecruiter and has risen that rocketship to new heights. ZipRecruiter is now a huge player in the online recruiting space and Ethan was at the helm of that ship running their sales team. The guy knows how to generate leads and increase sales. I’ve seen him do it twice now.
He called me recently to announce he was leaving ZR to form his own consulting practice. And now Vitalfew.io is born. I asked him to answer a few questions about the new venture to tell us more about his new firm. (Since I still do a little consulting of my own he even asked me to be on his advisory team)
1. Whats the purpose of Vitalfew?Pretty simple. The purpose of vitalfew is to help organizations grow; on a contract basis.The only difference between what I am doing now, and what I have done int he past is that I am leasing my services versus selling them on a full time basis.I had a couple of ‘self-actualization’ moments of the past year that lead me to vitalfew:a. I wanted to work for myself, but I didn’t see the need to spin out new technologies right now. I’d rather help some of the amazing companies in our space go “next level”. There are some interesting things happening in our space, and I want to be part of them.b. I know what I am best at: growth hacking start ups and growth stalled tech companies. I am able to come in and help plan and execute, using my proven strategies and continue to provide on going support.c. I have an incredible network of 100% “A” players, and wanted to bring them together. It’s a sum of the parts.2. Whats the main thing startups get wrong when it comes to sales?They don’t accurately understand how to measure and manage sales and often believe in false positive or negative test results. They also hang on to failing strategies for way too long, burning important cash.My play book in sales hacking is pretty simple :Step 1: Define success metrics.Step 2: Pilot sales with one, very strong seller.Step 3: Map the conversion metrics (leads to sales) and the steps in the process; don’t focus on the revenue.Step 4: Hire 3 more reps.Step 5: Test and refine; focusing on product, pitch and price.Step 6: GROW IT.3. How can you help them overcome this problem?It is very important to understand that we will not help all companies. It starts with determining what the market opportunity is for the products and making sure we are aligned with the Executive team.From there, we will follow a prescribed formula for implementing a successful strategy:
4. What was it like helping take Ziprecruiter from startup to a major player in online recruiting?Zip. Zip. Hooray! ZipRecruiter is an amazing company built on the skills and experience of amazing people. The experience was so incredible, that we have agreed to continue working together (they are my first client!).One of my favorite stories about my time at Ziprecruiter goes back to my first months back in 2012. At the time, Mandy Schaniel and I were the first sales oriented folks on the team of 15. We spent a lot of time in LA with the founders talking about how to build the company; and of course Mandy and I spoke a lot about sales strategy. Now, it’s important to know that at the time, Ian Siegel and his co-founders were still were contemplating whether they were a “life style business” or preparing to be a “market leader”. In one meeting Ian, with the full agreement of his partners, said, “Ziprecruiter will NEVER have some big sales organization, and call center or boiler room.” I looked at him a little cockeyed, smiled, and said “Yes we will.”5. Biggest lesson learnedd from your days at Zip?I have to share two biggest lessons, not just one:First, measure EVERYTHING. If you aren’t good at data analysis, hire people that are.Second, hire “A” players. If you find an “A” player and don’t have an opening, hire them anyway. They have a way of making great things happen.
- vitalassess: from front line CS to CEO, we evaluate your business, product, price, process, people, culture and provide a complete diagnostic report.
- vitalplan: we identify the key areas that can provide the biggest impact on growth
- vitalexecution: we manage the implementation of the strategies
- vitalreview: we study the results, make adjustments and implement improvements