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Job board revenues up 11% says SIABy chrisr2 on February 6, 2017 | Comments Off on Job board revenues up 11% says SIA
With the job market tightening job boards are benefitting, according to a new report from Staffing Industry Analysts.
Check out these quotes from the article.
They remain an important — and evolving — tool for staffing firms.
We estimate that job boards are growing at almost twice the rate of the global staffing industry.
The research firm estimates job board revenue rose 11% in 2015, and although the large number of small providers makes an estimate of market size difficult, they believe the global market is somewhere between $10 billion and $20 billion.
As it gets harder to find staff, job boards will see an uptick in revenue since employers need to advertise their openings more. Now is the time to boost your marketing spend. Onward we go.
Hiring for your job board? There’s a site for thatBy chrisr2 on January 31, 2017 | Comments Off on Hiring for your job board? There’s a site for that
HR Tech Talent is my latest launch. After receiving many requests from job boards and HR tech companies about “if I knew anyone” to help them staff up, I thought a dedicated job site would be the best tool to send them too.
The site is powered by Jobboard.io and features free listings as well as additional upgrades. Candidates can upload a resume or create a free public profile and tag themselves with skills keywords. If you are in HR tech and looking for your next gig or just want to promote yourself, you now have a place to call home. See profiles.
After launching it last week, I received many messages about it being a long overdue resource for the industry so I’m glad its finally online. Go ahead and post your jobs…they will also be auto-distributed to the sites Facebook group, Twitter account and Linkedin page with the #HRtechJobs.
If you would like to contribute to its blog with a post about working for your company, write it up and send it to me for some free exposure. At the very least you can create a free company profile with logo and link back to your site.
Software Vendor Shutting DownBy chrisr2 on January 30, 2017 | Comments Off on Software Vendor Shutting Down
A longtime software provider has shut down. Searchease which was started 18 years ago is now defunct.
I don’t believe they were powering many sites so its not big deal in the grand scheme of things. The do own a good domain name however so for current providers of job board software I’d recommend trying to acquire it. Would be a good way to help your own SEO.
Here’s how to auto-publish RSS to a Facebook Group
Automating your social media is an important part of any internet business. Many have asked me for help in this area. One of the most common questions I get is about automating content to Facebook job groups. For the longest time I thought there was no way…but there is…with a catch.
You can automate content to a Facebook group BUT you must have Admin rights. Regular members can’t do this.
Recently I switched to using Dlvr.it a social media management tool. When I began to connect my social accounts I noticed that they included any groups on Facebook that I was an Admin for. Eureka! So if you want to auto post to your own group I suggest creating and growing your own or convincing the group owner to let you do so.
Setting Goals for Your New Job Board
If you have plans to start a full fledged niche job board, here’s the kind of goals you should shoot for;
After one year, your goal should be to have at least 5,000-10,000 users coming to your site every month. That is the minimum number of users you need to ensure that employers who post jobs will actually get some applicants. If you can drive enough qualified applicants to each job posting, employers will consider that site a success and will most likely post again.
And when it comes to the question of how long should you work at your job board before deciding to give it up. The answer is at least 1 year. Online recruiting sites require a long time horizon. There are no get rich quick ideas in this mature industry.
It takes time to grow and nurture your client base and sales. The first year is more about getting users than it is getting sales. You need to build a foundation before building the house.
So I tell all my new clients to be prepared to lose money in the first year. Your main costs will be marketing and software hosting which can range from a few dollars per month to a few hundred dollars per month depending on how you implement it. That means you might spend upwards of $3-5k if you use an online job board software company. Or considerably less if you go the WordPress route. In any case, it may be a while before you can recoup that money.
Marketing costs will vary depending on your budget but with no audience you will NEED to advertise your business. Use pay per click advertising via Facebook, Google and aggregators like Jobs2Careers to get your traffic. For every click expect to spend .25 – .50 cents.
This post is an excerpt from my ebook: The Essential Guide to Launching Your Job Board.
Popular Tech Job Board Acquired by BuySellAdsBy chrisr2 on January 16, 2017 | Comments Off on Popular Tech Job Board Acquired by BuySellAds
With 2017 comes the news of the first job board acquisition of the year. AuthenticJobs, a popular tech job board since 2005, has been acquired by BuySellAds, an advertising technology firm. BuySellAds was also a client, apparently having used the site to build its tech team. Terms of the deal were not disclosed.
BSA’s CEO Todd Garland said this:
A streamlined recruitment process is one benefit already being realized thanks to Cameron and his fantastic Authentic Jobs team. They have laid the groundwork for some exciting new changes, and we hope to accelerate those changes. There’s already excitement brewing with our partners, and we’re going to help Authentic Jobs continue to grow into its full potential.
A message about the acquisition appears on the Authentic Jobs website.
After 11 years, AJ founder Cameron Moll said on his blog it was time to sell;
We love Authentic Jobs immensely, but it was time to give the business and its community greater opportunities than we could afford.
Moll has joined Facebook and his co-founders have moved on too.
In my recruiter days a few years back I actually used AJ to recruit tech talent and I can attest to its effectiveness. At the time they actually offered a money back guarantee which is quite rare for a job board.
The fact that they were bought by a client should also give you something to ponder. I sold my boards to a client and they can be a great suitor if you are looking to sell.
In any case it’s good to see another successful exit from a job board owner. Onward, we go.
Reminder: Post your Discount Codes to RecruiterDiscounts.comBy chrisr2 on January 10, 2017 | Comments Off on Reminder: Post your Discount Codes to RecruiterDiscounts.com
Want more employer leads? Offer them a small discount by posting a coupon code to RecruiterDiscounts.com, the site that helps them save money.
Employers Want to Hire, Is Your Job Board Ready?By chrisr2 on January 9, 2017 | Comments Off on Employers Want to Hire, Is Your Job Board Ready?
I’m currently working with a new client to get their job board optimized for posting jobs. As we enter a new year 40% of employers say they will be hiring full timers this year. Is your job board ready? Now is the time to go through your settings, update your pages, look at your sales copy and double check your order process. Does everything make sense? Can users accomplish their tasks with ease?
It’s always good to review your site each year and get it updated. Things change over time and you may forget to update pages and fix things that need fixing. I came across this hiring survey which points to good news for online recruiting sites. The leads are are out there, now go get them!
CHICAGO and ATLANTA, Jan. 6, 2017 /PRNewswire/ – The hiring outlook for 2017 is the best the U.S. has seen in a decade with 2 in 5 employers (40 percent) planning to hire full-time, permanent employees over the next 12 months, according to CareerBuilder’s annual job forecast. Three in 10 expect to hire part-time, permanent staff while half of all employers anticipate adding temporary or contract workers.
The national survey, conducted online by Harris Poll on behalf of CareerBuilder from November 16 to December 6, 2016, also indicates that employers will offer better wages, place emphasis on candidates’ soft skills and reach out to candidates via texts to invite them for job interviews. It included a representative sample of 2,391 hiring managers and human resources professionals across industries and company sizes.
“Three in four employers reported that they are in a better financial position than they were a year ago, which is instilling more confidence in adding people to their payrolls,” said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation. “Following a divisive election season, employers are entering the New Year with a watchful, yet optimistic approach. One of the key challenges for employers will be bridging the talent gaps within their own organizations by either offering better wages or by helping to reskill and upskill workers.”
Trump Administration’s Impact on Jobs
When asked for their opinion on how the Trump administration will impact hiring in 2017, 23 percent of employers said the new administration would increase jobs while 27 anticipated no impact. Seven percent said they expect jobs to decrease while 43 percent were undecided.
Full-time and Part-time, Permanent Hiring
The amount of employers planning to hire full-time, permanent staff in the New Year increased four percentage points from 36 percent in 2016 to 40 percent in 2017. Employers in information technology were the most likely to say they were adding new employees at 56 percent, a notable 12 percentage point gain over the prior year.
Eight percent of employers across industries expect a decline in staff levels in 2017, an improvement from 10 percent last year. Forty-four percent anticipated no change while 9 percent were unsure.
In terms of part-time employment, 30 percent of employers expect to increase their number of part-time, permanent employees in 2017, up from 26 percent last year.
Temporary and Contract Hiring
The demand for temporary labor will continue to be strong as employers strive to have more flexibility in their staff levels. Fifty-one percent of employers plan to hire temporary or contract workers in 2017, an increase from 47 percent last year. Sixty-three percent of employers plan to transition some temporary or contract workers into permanent roles in 2017, up from 58 percent last year.
Five Trends to Watch in the New Year
Among key trends shaping the job seeker experience in the coming year are:
Companies will be under pressure to offer higher pay – Two-thirds of employers (66 percent) plan to increase salaries on initial job offers; 30 percent of all employers will increase it by 5 percent or more. Nearly half (47 percent) of employers expect to increase the minimum wage at their organizations and, of these employers, 44 percent will increase it by $3 or more; 20 percent will increase it by $5 or more.
-Job seekers will need to emphasize their soft skills –When evaluating who they will hire in 2017, 62 percent of employers rated the candidate’s soft skills as very important (ie, skills associated with one’s personality such as positive attitude, team-oriented or dependable).
-Employers will communicate with candidates via text – 41 percent of employers said they will follow a recent trend and reach out to candidates via text messages to schedule interviews.
-Workers in general will need to become more savvy on social media – 63 percent of employers said they expect employees across job functions to have some experience with social media.
-More companies will be open to hiring workers who are short on experience – 55 percent of employers said they will train workers who don’t have experience in their field and hire them in 2017.
Hot Areas for Hiring
Of employers who plan to increase their number of full-time, permanent employees in the New Year, the top five areas they will be recruiting for include:
- Information Technology – 28 percent
Customer Service – 27 percent
Production – 26 percent
Sales – 25 percent
Administrative – 24 percent
- Information Technology – 28 percent
Thoughts on Replatforming Your Job BoardBy chrisr2 on January 3, 2017 | Comments Off on Thoughts on Replatforming Your Job Board
I have helped a lot of job boards over the years to move to a new software platform. “Replatforming” as its called, involves a good deal of planning and data extraction so it’s not to be taken lightly. You need to do it carefully otherwise you risk losing a great deal of traffic and sales.
Specifically you need to:
- Plan and implement a communication and training strategy for your existing customers. You need to warn them of upcoming site changes and then educate them on the new features.
- Make sure all your job seeker and employer data is extractable from your existing platform. Depending on your platform you might lost some data in the transition such as passwords which usually aren’t exportable.
- Maintain your feeds. If you get traffic from sites like Indeed you need to either send them the new feed BEFORE you go live or ensure its contents are unchanged when you move to a new platform. I have seen several site lose their aggregator traffic because they forgot about this step.
- Reset your social channels. If you currently auto publish and jobs or content to social media you’ll need to reset those feeds if your RSS has changed.
- Keep high traffic pages. If you have pages on your existing site that get a lot of SEO traffic it is imperative you recreate those pages on the new site with the same URL structure. Otherwise you will lose that traffic.
So if you are planning to replatform in 2017 take my advice or hire me to help.
Tracking AppliesBy chrisr2 on January 2, 2017 | Comments Off on Tracking Applies
As a job board owner your number one goal should be driving enough quality applications to your customers jobs. If you fail in this task your employers won’t come back.
Therefore you need to be able to track the number of applies overall and for each job. A lot of the job board software in the market now doesn’t track applies but platforms like Jobboard.io, Job Mount and Smart Job Board do which is yet another reason I recommend them
Without this data you cannot service your clients needs. Jobboard.io recently introduced the “Apply Rate” which is the number of views divided by the number of applies. I love this stats and it’s something you should add to your own job board if you don’t have it yet.