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  • Ebook: How to Select, Setup and Launch Your Job Board
    By on May 18, 2016 | No Comments  Comments

    My latest ebook is specifically for newbies. If you have never worked on a job board before you need to read this first before you do anything.


    This 20 page ebook which I have been writing for the past few weeks is a primer for getting started in the job board industry. You can read an excerpt below but here’s what you will learn if you buy this $25 ebook.

    • What your goals should in terms of traffic.
    • How much you can expect to spend on software, etc.
    • How to pick the right Niche/industry
    • How to name your site properly
    • The different types of job boards
    • My recommended software platforms to get started
    • Different revenue streams to try
    • How to price your job board
    • Working with aggregators
    • Setting up your social media
    • And much more…


    So you want to start a job board? Congrats. Job boards can be a great online business for many people. But before undertaking this project it’s important to ask yourself a few questions.

    • Will this be a side business or full time one?
    • What are your goals for the site?
    • Have you picked the right niche?
    • Are you ready to hustle?
    • Are you in it for the long term?

    Starting a job board today from scratch is easy to do, however making it successful is the hard part. There are a number of cheap online tools to get off the ground. But your biggest challenge will be to convince employers to pay to use it.

    To do that you need to have a good looking site, be in the right niche, have an affordable product and be able to attract enough job seekers to the jobs so that employers comes back to post again.

    Any online business takes time to grow so set your expectations early on. In the short term, it probably won’t make much money but it will suck up a lot of your time. Be prepared for the long haul. In my experience it takes at least a year for a job site to get enough traction in the market they are aiming for. Don’t give up too soon.

    Today’s new job boards need to be more than just jobs in my point of view. They need to also offer resources and/or community. Consider a site like ProBlogger. Author Darren Rowse started a blog about blogging several years ago and eventually added a job board to the mix.

    By first building up an audience through content creation, Darren’s job board became a natural evolution of the business. Now it brings in a significant revenue stream for him.

    A site like MyCNAJobs.com added resources to their board like a listing of local classes to take to get certified as nursing assistants. They also started a scholarship fund to help candidates get schooling. They offered more than just jobs and today they are a thriving business.

    Side Business or Full-time?

    A lot of job boards these days are side businesses founded by solo entrepreneurs. A side business is the best way to get your feet wet and get started in this industry while minimizing the risk. It’s how I got started back in 1999. I ran AllCountyJobs.com for two years until I got laid off in the “dot bomb” era.

    End Excerpt

    Buy the Ebook here. Anyone wishing to hire me for an hourly consulting call may deduct the cost of the Ebook from my hourly fee.

  • Q&A with the Recruitment Queen and Her Local Job Board
    By on May 16, 2016 | No Comments  Comments

    From time to time I like to highlight job boards that are doing things right. RecruitmentQueen.com, run by Jennifer Schultz, is a local job board serving Bucks County Pennsylvannia. I recently asked her a few questions over email about her background and how she got started. Her board is powered by Jobboard.io. RQ is a great example of  a newer site that has gained traction despite being only two years old.


    Why did you start RecruitmentQueen?

    I started RecruitmentQueen in an effort to help people who needed jobs in my own backyard. Every day I would hear story after story of friends, family and neighbors who were out of work and struggling. They spoke often of feeling lost – day after day applying to jobs and never hearing back. I wanted to stop that cycle and create a local job resource that answered the need of people in my community – one that offered a personal touch, and understanding of their situation and maybe even some hope that their quest to find a job would be shorter, with our help.

    What is your background?jennifers

    I grew up in the newspaper industry – 15 years developing the Recruitment Advertising division of three well-known Philadelphia regional newspapers as well as represented us in the Yahoo Consortium, Monster, and AfterCollege partnerships. I created strong relationships with employers by being their partner in solving their problems rather than just focusing on selling them advertising.

    When did you launch? Tell Us about your team?

    We launched in January 0f 2014 and we were lucky that I already had great relationships with several local employers that were willing to give our platform a shot. My teenage daughter, 17 at the time, was my only other employee. Since then we have some contract employees working with us on special projects. We are looking forward to adding an intern and sales rep this summer.

    Do you work on it full time or part-time?

    I work full time – all the time, and then some. With our company size, we really do it all ourselves: sales, marketing, events, accounting, and stuffing envelopes – you name it. But, it is nice to be able to have the flexibility to work part time on certain days if we need to.

    How do you make money?

    Our revenue comes from various products: (95% employer based):

    • Employers – job postings, social media campaigns, job fairs, print ads, and digital banners
    • Job Seekers- resume writing, job coaching, LinkedIn Profile building


    You leverage social media a lot for content. How has it helped you grow your business?

    Social media has been an integral part of growing our brand, driving awareness for jobs and employers, alerting job seekers to job fairs we are hosting and employers discovering us in a non-work related atmosphere.

    We are careful to keep our sales strategy to a minimum on social media – we have created a mix of part education/part emotional connection with our audience while mixing in excitement. And a huge effort to keep talking with our audience instead of at them.

    In addition, there are some complimentary content pieces we do for employers both editorially and video to drive interest in their organizations.

    What do you know now about running a job board that you wish you knew about when you started?

    I wish I could tell myself before I started – that the traffic to the job board was not going to flow in as fast as I wanted it to. That it takes time to build job seeker traffic and not to get discouraged.

    Do you have aspirations beyond Bucks County?

    While our focus and brand is being built for Bucks County, we are already helping employers and job seekers in the surrounding counties that are a commutable distance like Montgomery, Philadelphia, and Mercer and Burlington in NJ. We have already been asked a few times if we are going to franchise our brand – so that has been an exciting thought.

  • Hey Job Boards, Post Your Discounts on the ‘Groupon for Recruiters’
    By on May 16, 2016 | No Comments  Comments

    If you are a job board, event organizer or HR tech vendor there’s a new way for you to get more sales. At RecruiterDiscounts.com you can list a coupon code or special offer and have it sent to recruiters and HR professionals. The site is launching this week to 10,000 recruiters so get your deals listed now. It’s totally free.

    recruiter discounts and deals

    The site is a marketplace for job boards, ATS vendors, HR events, Assessment tools, background check providers, onboarding tools, sourcing tools, social media tools and more. Each vendor can list multiple discounts, upload screenshots and link back to their product pages for free. Featured listings are available as an addition upsell.

    I created this service after hearing from vendors that they wanted more leads. What better way to help them than with a free service that connects them to recruiters who want to save money.

    All discounts will be distributed on Facebook, Twitter and Linkedin through the sites channels. Recruiters and HR pros can sign up for the daily deals email which will be distributed each morning with the previous day discounts.


  • Need a jobs related domain? Click here
    By on May 10, 2016 | No Comments  Comments

    QUICK TIP: Sometimes the domain you want for your new job board is taken. In that case it may be better to see if its for sale on sites like SEDO.

    SEDO is a domain marketplace that has over 69k job related domains for sale right now. Most are available for a few hundred to a few thousand dollars. I’ve bought a few domains here over the years so its worth a look if you are looking for a short domain with your keyword of choice.


  • 7 Sites to Get Job Board Backlinks for Free (member only)
    By on May 9, 2016 | No Comments  Comments

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  • Want more leads? List your site on RecruiterDiscounts.com
    By on May 3, 2016 | No Comments  Comments

    I recently began to work on RecruiterDiscounts.com to help job boards (and other recruiting tech vendors) to get more leads. Think of it as “Groupon for Recruiters“. As a job board you can list a promo code, describe your offer and link back to your site. It’s free and you can also upgrade to featured status for a few bucks.

    I’ll be officially launching it in a few weeks to 10,000 recruiters so now would be the best time to add your discounts before I send out my email blast.

    recruiter discounts and deals

  • VoiceSense Wants to Work With Job Boards (Q&A)
    By on May 2, 2016 | No Comments  Comments


    • What is VoiceSense?

    VoiceSence specializes in personal profiling through speech analysis (www.voicesense.com) .Our innovative HR assessment solution analyzes job seekers speech patterns (through a smart-phone app) and provides personality , career advice and working profile reports. The automated , remote and validated analysis is also language and culture independent.

    The solution enables Job boards to offer a unique career advice service to job seekers as well as significant added value to employers in the form of objective candidate assessment, both creating the job board new revenue streams.

    • Why do you want to partner with job boards?

    We would like to add our service to the job boards portfolio as we believe that it can be a differentiating, complementary service, which is currently not offered by job boards but can add significant value to job seekers, to employers and to the job boards themselves.

    • Is there a cost for them to use it? Will you help them with integration?


    No integration will be required in the initial phase as our service can be added using a banner that will be placed on the job board home page. The banner will direct the job seeker to an existing landing page that manages the analysis and the reports.

    Following a trial period, deeper integration will be considered to match the job beard’s working process (and possibly the employer’s system).

    The suggested business models are:

    1. Revenue sharing model with the job board
    2. License model for employers
    3. Price per report model for job seekers
    4. Other creative models (e.g. based on traffic or job seekers emails, other)

    What is the technology stack it uses?

    The service uses an audio routing app that runs on the job seeker’s smartphone and the speech analysis is performed in VoiceSense cloud servers, so there’s no technology stack on the job board side.

    • Why should job boards use it? 

    The value proposition to the job boards :

    1. New revenue stream by providing a new service to employers (job fit scoring)
    2. New revenue stream by providing a new service to job seekers (Career Advice)
    3. Better candidate to job fit (by adding unbiased candidate assessment to the candidate’s resume to have better match to the proposed job, to the company’s culture and working environment)
    4. New service to retain existing customers
    5. New service to lure new customers
    6. New service to differentiate from other job boards and recruiting tools/products
    7. New service to leverage their existing strengths – and offset their weaknesses
    8. Minimal impact – can be done anywhere via phone
    9. Science-based – i.e., predictable and reproducible
    10. Easy set up and delivery
    • Who should they contact to learn more?

    -Pinhas Reich -VP Marketing,

    -Email- pinhas@voicesense.com ,


    • Tell us more about the Biz Dev role you are hiring for in the U.S.?

    Following the validation that was completed to VoiceSense solution we are looking to penetrate to the US HR solutions market by looking for local partners that would handle the selling to users (consumers, enterprises etc…).

    Therefore we are looking to hire a Biz Dev manager who has an extensive experience with the market needs , will be able to lead the activity to define the market niches for us (recruitment, assessment , employers , job seekers etc…) and will be able to find the appropriate partners to achieve this goal within 6 months.

  • New Ebook: the Essential Guide to Job Board Marketing
    By on April 26, 2016 | No Comments  Comments

    Last week I published my newest ebook. The Essential Guide to Job Board Marketing. It is a jam packed PDF download with tons of my best marketing advice. It’s yours for thirty bucks and I guarantee you’ll like what’s in it. Below is an excerpt and screen shots from what’s inside. I wrote it for the newbie, as it answers a lot of the common questions I get around marketing and promoting a job board. The book is available from my Gumroad library.


    Buy this Ebook


    Marketing a job board today takes an A to Z approach and a solid knowledge of internet marketing techniques. Many new job board owners fail to understand the importance of internet marketing when it comes to launching and growing their sites. But I can tell you that it is imperative for job boards to understand and master the internet marketing landscape, especially social media and content creation.

    Humanizing your business is equally important. I believe job boards should show the faces of the people behind it. Make a point to get to know the people who post jobs. Personalize your relationship with them. The more you connect with them, the more they will come back and post again. Build loyalty with your customers. One job board I know calls each customer shortly after they post a job to set their expectations and answer any questions.

    Marketing also means having a great design. Great design is a marketing tactic. It helps to gain users trust more quickly when your site is intuitive and looks great. Don’t skimp on design. Get yourself a good logo and make it easy to post jobs or look for them. MyCNAjobs.com is an example of great web design among job boards.


    TIP: Its easy to get a great logo on sites like Fiverr, 99designs.com and even using a great font from MyFonts.com

    When it comes to attracting HR pros and recruiters, use content marketing to draw them in. Write about ways to help them recruit better such as how to craft a great job description or a piece on social recruiting tips. Educate them on your niche about industry trends in jobs and salaries. Become a valuable resource and gain mindshare.

    Buy this Ebook





    Buy this Ebook

    Up next: my third ebook will be how to start and launch your job board from picking the right niche to software selection and getting started tips. Look for it in May.

  • Want more applies? Get Better at Social & Search
    By on April 25, 2016 | No Comments  Comments

    Jibe, the ATS vendor has a fantastic post on their blog about which online channels convert more applications to their employers jobs. The 2 best sources are organic traffic and social media. Email came in just above 10% so that should also be noted.


    Image from Jibe

    Keep in mind these are numbers compiled from employer career sites but I think it is safe to assume they would be similar to a traditional job board. What these means for job boards though is that you’d better be doing more with your SEO and social media channels to promote your clients jobs. If those channels convert more applicants you should be spending the bulk of your marketing on SEO, content and social distribution.

    Job boards don’t do enough link building. I met the CEO of NeuVoo, the Canadian based aggregator recently and he told me they have teams of people doing nothing but link building. They call up schools and libraries and ask for links.  You should be doing that and guest posting as much as possible to build up your search engine rankings.

    Sharing your jobs on social media is also important. In my latest ebook I detail a tactic that led to viral traffic hit (30k visits in one day) from Facebook to a job lead on one of my sites. If you aren’t leveraging social media than you aren’t maximizing your traffic potential.

    When I was in corporate recruiting our click to apply ratio hovered between 10-15%. Meaning for every click we bought on Indeed that converted, the other 9 were wasted. Job boards should start thinking about abandonment rates and how you can improve them. Of course that’s hard to do when you switch the candidate off to an employer ATS. Those vendors also need to rethink the apply experience. The more clicks the applicant has to do (especially on mobile) the less they will apply.

    I also think job board software vendors need to start integrating with more ATS systems in order to hand off the applicant by bringing over some of their data. That will certainly help improve the abandonment rate.

  • My #TAtechOrlando Recap
    By on April 19, 2016 | 2 Comments2 Comments  Comments

    I just got back from 48 hours in Orlando, FL where I attended the TA Tech Congress. TA Tech is the rebranded organization formerly known as the IAEWS (association of employment websites) run by Peter Weddle and his son Pete. TA Tech members represent all facets of the talent acquisition industry from ATS vendors to Job boards and more. It was my first visit to the Congress since I sold my main job board business back in 2012.


    On the plane ride home I wrote down some of my takeaways and memories from a whirlwind 48 hour trip.

    It was great to be back in my element again. Seeing familiar faces and getting to just ‘talk shop’ was a welcome respite for this industry veteran. I was able to speak at length with many of you but 48 hours still wasn’t enough time to reach everyone on my list. So if we didn’t get a chance to catch up you can still find me at some other events coming up such as RecruitDC in May, possibly SHRM in June and definitely HR Tech in Chicago in the fall.

    I was reminded once again of the camaraderie we all share as an industry. By 8:30pm Sunday night, there was still a small group of us left at the closing cocktail party…the bartenders had left, the lights were dimmed, and the conversation was still ongoing. Finally huger got the best of us. Myself, Matt Lucas from JobMonkey and the ladies (Amy, Emma, Lauren and Carol) from JobsinLogistics/TopUSA headed to the BlueZoo for a late dinner.

    What followed was just great conversation. Matt opined on the story of how JobMonkey got started when, after high school, he set off with a couple buddies for Alaska with no plan and little money to chase the idea of working on a fishing boat. That led to a book and eventually a website. It was a fascinating story. I’ll actually be interviewing Matt for my RecTech podcast so he can retell the tale for you.

    We reminisced and learned from each other which is the best part about coming to conferences like this. Special thanks to Amy Noah for picking up the check. Much appreciated!

    So what else what else do I remember? Well…

    A few sessions stood out. The ones about the Gig Economy led by Todd Goldstein, the Next Big Idea led by Jonathan Duarte and the Star Wars panel led by the Yoda himself, Ethan Bloomfield.

    Everyone is curious how the gig economy will affect our industry and the country as a whole. In the group I sat in on, the consensus was that more sites and services will spring up to support and empower the new generation of gig workers. Some in the crowd said part time jobs have always been around but its clear that the trend is only going to continue upward. I wonder if “gigs” are becoming the new entry level job?

    Is there a next big idea about to hit the talent acquisition space? I see a lot of incremental evolution happening but it may be good to pay attention to things like VR (virtual reality) and chat bots. VR is probably going to take the form of virtual job simulations for training. Chat bots like what Facebook just announced may also have a place. Imagine a job seeker going to an employer site and interacting with a virtual recruiter” to help answer questions about their jobs or what its like to work there.

    One of the main questions posed in this session was how is the move to programmatic ad buying is affecting the industry. Is it a good idea that we are all buying and selling traffic to each other? If you think about it from a job seeker perspective jobs are now ubiquitous. They are everywhere. So with jobs being a commodity how will your site stand out?

    * Jobs2Careers: love the team they sent. Have been working with Francis, Nick, Michael and Shelly for a short time now. They bring a great attitude to sales and client service.

    * I ran into Kara Duncan (former Indeed Sales rep) from JobCase . She described JobCase as their own social network of hourly workers. Based in Boston, Kara says they are building a great community for entry level workers and helping them find the right company. The more community you can build into your site the better. Giving job seekers a reason to come back beyond just jobs is an important feature.

    * Cindy Songne of Hodes mentioned to me how their clients are sending them email lists of their ‘best employees’ and using that list on Facebook ads to drive clicks from people that match the demographic. Sounds rather interesting.

    * Two new job board software vendors caught my eye. Talenetic and Jobarto. Keith Potts, who co-founded Jobserve has launched a new platform called Talenetic. He showed me a preview of the highly customizable platform to serve jobs. They seem to also have spent a lot of time engineering the SEO aspect by helping new customers find the long tail of keywords for their market. Their most recent client in the U.S. is the Seattle Times job section. Monthly costs after a setup fee will cost approx $1,200.

    Kyle Westhorpe‘s Jobarto, which I previewed prior to the conference has a big emphasis on email marketing and SMS which is built right into the platform. Think what it would be like to have Mailchimp-like functionality built into your job board and you can imagine how awesome that would be. Monthly fees will be around $1,500 according to Kyle. Jobarto is nearing the end of its Beta. The name represents the ‘art of jobs’.

    * Converasation Driver – The Gutin brothers of WebScribble have teamed up with Ethan Bloomfield and launched their new sales calling service. It looks to getting some early traction and definitely has strong potential in almost any company with an outbound sales team.

    * Great to reconnect with Todd Goldstein of TopResume. I’m going to become an affiliate on some of my career properties on a pay per lead basis. If you need to monetize your job seekers further consider giving him a call.

    * Shoutout to peeps like Patrick Gutierrez of ZipRecruiter who it turns out, lives in the town next to me in CT. Roy Mauer and Tony Lee from SHRM who I had yet to meet in person. Peter Zollman of The AIM Group, Alan Carniol of Interview Success Formula, Renee from Droit, Suresh from Pomato, Chand from ITJobCafe, and Marceij from Grupa Pracuj in Poland were among the others it was great to meet in real life. Reconnecting with the snarky Steve Marsden from ZipRecruiter, and my fellow consultant, Jeff Dickey-Chasins was also great.

    * The alliances room was popular because lets face it, we all just want to network. Hope that continues next year. The only hiccup was that some people forgot they had a scheduled meeting (including me a few times). Being able to see who is coming is a must have for any conference in my opinion.

    What I’m Up To

    Recruiting News You Can Use

    In addition to my consulting activities I am busy launching new sites and tools for the online recruiting industry. I wouldn’t be the mad scientist if I wasn’t still experimenting. Earlier this year I launched RecruitingHeadlines.com, a news aggregator that compiles and organizes the headlines from major news sites and blogs that cover recruiting, HR and job boards. If you subscribe you’ll get an email each evening with all the days headlines from over 50 different sources. It’s one of those daily reads that will keep you informed and up-to-date. I also write some original content and the site accepts guest posts, so if you want a free back-link considering contributing your advice of 500 words or more.

    Top 1,000 Job Boards

    I’ve spent the past year collecting and organizing the best job boards into my own directory. Its available as a PDF download for twenty bucks. I break down job  boards into 3 categories by country, by niche and by US state. Its most focused on US sites but there are at least a few hundred country sites listed. I am continually updating the list each month. Buy it here.

    Lead Gen for Job Boards and HR Tech vendors

    My latest project, still under development will be a web site to help recruiters find discounts and special offers from job boards, HR tech vendors, recruiting events and more. Think ‘Groupon for Recruiters’. I expect to launch it in May so stay tuned to this blog for further updates. Be sure to get on my email list.

    That’s a wrap. Until next time, I remain…


    PS…here’s some pics.