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TaxJobs.com Launches to Help Employers Find Top Corporate Tax Talent
Niche job boards do it better. They offer employers access to targeted groups of candidates in any niche you can imagine. Today, there are job boards for every niche market and in many cases multiple boards for each vertical market. As someone who keeps close tabs on the job board industry, I would like to introduce you to the newest entrant in the niche job space; TaxJobs.com.
TaxJobs represents the fourth business in an existing Family of Tax Brands all founded by tax recruiting and retention veteran Tony Santiago. TaxSearch was the first company Santiago started in the tax field back in 1987. Beyond TaxSearch that specializes in retained search assignments, there is TaxTalent which serves as a free career and leadership development community for tax professionals and Tax Bridge Staffing which supplies top tax consultants on demand.
The team at TaxJobs knows the market so well that they want to empower their clients to attract the best talent in a scarce market. As talent demand in tax continues to outweigh the supply, Santiago stresses two critical aspects of hiring on your own:
- The candidate experience inside the job posting must be written to entice the passive tax professional.
- The pre-interview process needs to be geared towards the tax professional having easier access to information about open positions.
The TaxJobs model goes above and beyond the standard job board by working directly with the employer to create candidate-driven ads. When ads are posted that are not written effectively, TaxJobs notifies the employer and offers a free guide that lays out a step-by-step process to writing jobs ads that attract more qualified candidates. The guide also provides detailed insight on how to enhance the pre-qualification process where candidates can have their questions answered confidentially about the position before they need to apply.
“We have created a valuable incentive for employers that take our advice on writing more effective job ads and providing a knowledgeable contact for inbound candidate inquiries,” says Santiago. “When employer ads meet our standards, we recognize the ad with a special quality job icon which lets candidates know the ad is more relevant. Additionally, our system takes these quality ads and places them higher in search results,” Santiago explains.
“TaxJobs is unlike any other medium for capturing more qualified tax professionals,” says Santiago. “We know active tax candidates make up the minority of the tax population so we have developed TaxJobs as the leading DIY solution that attracts and engages both the active and the more highly valued, passive tax audience.”
TaxJobs offers a mix of personal service combined with custom-designed technology specifically geared to help tax professionals find positions that meet their needs and wants. For example, TaxJobs offers a powerful Job Agent tool that alerts candidates when opportunities arise within very specific criteria, from tax specialties and functions to specific companies that have open tax positions. In a high demand, low supply market like tax, the Job Agent is a game-changing tool for the hard-to-reach, passive candidates who do not want to get inundated with irrelevant career opportunities in tax.
The TaxJobs audience includes the full spectrum of corporate tax professionals from tax interns to senior tax executives. TaxJobs is especially helpful for mid-management to staff level positions, which are currently in the highest demand out of all the tax positions. Unlike many other professions, tax work is difficult to outsource to foreign talent due to the complexity of the U.S. tax code.
There are two things that I find unique about TaxJobs that most job boards don’t typically offer. First, they feature an index of tax jobs that tracks hiring activity on a national, regional or local level. Users can search by zip code among a variety of different tax job titles. Secondly, their Tax Hiring Campaign service offers employers the chance to have their job ad written for them by experts at TaxJobs.
The reason for this, adds Santiago, is that most HR professionals who typically have to promote a corporate tax role, don’t necessarily have the skills to describe it with the candidate in mind. The team at TaxJobs are experts at helping firms attract the right candidate. Furthermore, employers also receive guidance and counseling on aiding their interview process for the candidates. Part of the Tax Hiring Campaign is leveraging TaxTalent’s proprietary database of over 100,000 qualified tax professionals to make sure that the employer’s job ad is marketed to the precise target audience that they are looking for within subsets of the tax function
The main price point for TaxJobs is a 60 day job posting for $495. That ad comes with a no-risk offer for direct employers. The team at TaxJobs impressed upon me that they focus on quality applicants not quantity. That’s something every recruiter wants to hear!
Aside from leveraging TaxTalent’s proprietary database, TaxJobs also syndicates their job ads to tax associations, social media and within its own private job agent system. The Job Agent reaches thousands of tax professionals that opt-in for private notifications about open tax opportunities.
TaxJobs is live and open for business at http://www.taxjobs.com/. The site serves both direct employers and third party recruiters as well as job ad agencies that cover the tax market.
How to run your job board on the side
A lot of job board owners today work at full-time gigs while running their site on the side. I’ve done this at times in my past as well. When I started my first job board in 1999 I worked full-time for 2 years until I got laid off in the dot bomb era. But by then my site became a 2nd income, large enough to support me full-time. I never looked back after that.
Recently, after counseling a client, he asked me how he should structure his day when it comes to running a site and having a full time job. So it got me thinking about some specific aspects for how to do that. Here’s what I told him.
- Morning. Spend your mornings doing lead generation. Get up an hour early and email your employer leads for the day. Leave a few voicemails if you have the time. Send 20-25 customized emails. Take a quick look at each employer’s career site to see what they’re hiring for. Mention it in your email. Tell them how your site can help them hire those people.
- Lunch. Got an hour for lunch? Take 15 mins to share your latest blog content on social media, do some tweeting and check your emails. Respond to any email that needs attention. You may need to make a call or two to clients or prospects.
- Evening. Depending on your schedule I’d recommend putting in at least 1-2 hours per night. Respond to any afternoon emails that came in. Review your content schedule. Share your content on Facebook and LinkedIn groups to get free traffic. Find more leads for the next morning.
- Weekends. I don’t recommend doing lead generation on weekends. Use this time for content creation and site maintenance. A new job board should be blogging regularly (3-5 times a week). Write (or pay someone to write).
NOTE: Save your sales efforts for Tuesday-Friday. Don’t bother recruiters on Monday morning, they are much too busy reviewing resumes from the weekend.
Use tools like Monastic to monitor your server status. It will email you if your site ever goes down. Find a social media tool like Buffer or Edgar to automate your social media. (but you should also be doing social yourself at times).
If you do the above consistently and stay focused your site will slowly grow and prosper. After a few years you may even be able to make it your full-time job. That will depend on your niche and your effort.
JobMonster is new WordPress Job board theme
The interface is nicely done. Features include a resume database, logos on job results, blogging of course and a mobile friendly design.
It’s worth a look if you are WordPress savvy or have a developer at your disposal. One thing with WP sites to be aware of however, is that they require a decent amount of maintenance so as long as you have the time and resources to work on them they are a cheap option to get a job board off the ground.
This is an excellent way to get content for your blog
Crowdsource your content by doing a Q&A over email with industry experts. Here’s an example of an email I just received from a staffing firm looking for blog content.
I work for the content marketing company Media Shower, and I’m writing on behalf of GDH Consulting, an agency that helps companies source and hire outstanding IT candidates. GDH Consulting is the IT recruiter that offers the easiest way to find great IT candidates.
We’re starting a new Expert Interview series with important people in the IT recruiting space, and we’d love to do an email interview with you to run on GDHConsulting.com!
We’ll send you a few interview questions by email, and we’ll turn your responses into a great article for our audience, with a link back to Career Cloud. All we ask for in return is a link posted on your site, promoting the interview to your audience.
Please let me know if you’d be interested in doing the email interview with us, and we’ll get moving on it right away!
When I got this email today I replied immediately with my interest. After all I get exposure and a free back-link. Your job board should be blogging regularly so let others do the work by just emailing them questions and use their answers as your content.
Drink up with these 5 Beer Job Boards
I was researching job board software the other day when I came across a beer job board. Well after a quick Google search it turns out that there are 5 of them. Here’s a quick breakdown of who is serving up beer jobs online.
BrewingWork.com – powered by eJobSiteSoftware (India) this is a nice looking global job board for the brewing industry. Jobs are divided into continents on the main menu which is a good way to funnel users on a global scale.
BevForce.com – this site is owned by a staffing firm and I love it when staffing firms have their own job board. This hybrid approach gives them multiple revenue streams which is good for any business.
BrewBound.com – this site offers news, events and jobs. News and events take up most real estate, jobs on the sidebar. Perhaps my favorite design among these five.
Beerjobs.org – definitely the ugly ducking in this group. It’s just a front for SimplyHired listings.
CareersinBeer.com – has a decent minimalist design. I hate the yellow in the logo which makes it hard to read. Pages load very fast. Also has a directory of brewery links which is a great resource for job seekers.
All these sites and more are listed in my job board directory app for iOS.
Tips for how to display your job post prices
How you display your job board pricing can affect your sales. I see too many boards that hide this info and make it hard to read. When it comes to designing this page you have to make it public (don’t require registration to see pricing) and EASY to understand. Recruiters are BUSY people, don’t make them read too much information. As a general rule you should put your basic price point on your homepage as well.
DESIGN TIP: Below are a couple examples for how to display the pricing on your job board or for any online business that has 1-3 different price points. Make the info more visual. Create “information blocks”. Make it clear what you get for that price and make it clear what to do next (Buy).
Local Minnesota job board for sale
A reader is selling his local job board for Winona, MN. He launched the site in February 2015 so it’s fairly new. Claims 50-100 daily visitors. No significant revenue but it ranks for some local keywords. If you are interested contact me here and I’ll connect you with owner.
New Job Board Sightings
Despite being December, traditionally one of the slowest job hunting months of the year, some job boards are making news. Here’s a quick roundup that I put together for your review. Tis the season.
THEME: Job boards go global!
The Seattle Times has chosen a UK provider of job board software to power their new classifieds hub. Visit jobs.seattletimes.com to see the new site in action. Its a clean well thought out design built by Talenetic, the latest start-up from the founders of the UK’s leading job board Jobsite.co.uk. it’s their first site in the USA and they replaced Adicio.
I think UK job board software providers do a great job in general with their front-end designs. They get it.
A new Indianapolis-based startup founded by two job-board veterans is raising $2 million for a location-based mobile app/website platform that helps people searching for low- and mid-skill jobs. Called Work Here, they say they draw millions of job postings from the DirectEmployers database. Many employers will see their openings on the app. But if they want to post an unlimited number of jobs directly on the app, and launch an ad campaign that targets a specific profession in a certain geographic area, the price tag is $499 a year. Read more.
Job boards are still launching. Here’s a new one in the UK.
WorkanGo is a newly-launched job board solution that is dedicated to filling the demand between companies and low-skilled, immediate candidates. Visit link.
And here’s one in New Zealand
Free job Postings is a new job board that is New Zealand’s free jobs postings that is engineered to recruit the right person for the job fast. The site was designed by a team of former professional recruitment consultant in both internal and agency recruitment. Free Job Posting can be assessed on the internet at FreeJobPosting.co.nz.
What to ask before buying a job board
If you can buy an existing job board that has revenue and traffic, thats usually abetter alternative than building from scratch. Having bought and sold many job boards myself, I’ve learned what to ask before pulling the trigger. So here are 30+ questions to include in your discovery process. If you have a few more to add, leave a comment.
Use these questions to help determine the value of the job board.
- How many people does it take to operate the business?
- List all expenses of the business.
- What do those people do?
- How much do they make?
- Are they full time, or part-time? (how many hours do they work)
- What is the bare minimum needed to operate the site in terms of staff/hours per week?
- What platform is the site built on (custom built or hosted software)
- If custom, what technology is it built with? Does it need replacing?
- How much does hosting and maintenance of the server cost monthly?
- How many monthly pageviews and unique visitors does the site get?
- How much of that traffic is paid vs unpaid? (seo, aggregators, etc)
- How much of the traffic is generated by google?
- Traffic trends: has the site lost traffic this year? gained it? or stayed the same vs last years numbers?
- Are their any free sources of traffic that are at risk of going away?
- Describe all revenue sources.
- What does each product cost?
- What are the sales number from the past 3 years?
- Is all sales data verifiable by a 3rd party? if so can you access that data for evaluation?
- Will they show you the tax returns for the business?
- How many clients does the business have?
- Does the site have a broad range of clients?
- Is the industry the site serves a growing industry?
- How is the job market in that area (canada) overall?
- Are there any agreements with 3rd party vendors that have to be honored?
- Does the company have any debt or copyright claims against it?
- How many emails of candidates and employers does the site have?
- How many jobs currently posted? How many from same time last year?
- Why is the owner interested in selling?
- Are all job postings original or do they scrape or backfill from other sources.
- How old is the site/domain?
- Can you speak with some of their clients?
- Does the site have established profiles on social media? (list # followers for each)
You also need to ask yourself how much will it cost you to take over the site. Do you have similar resources to operate it, Will you have to hire more people. Are you new to the industry, etc.