Everyone's Blog Posts - Job Boarders

Job Boards & HR Technology wanted to Purchase

2012-02-10T00:42:05.000Z

My client a large US multidiscipline media organisation looking to expand its presence into the Australia/New Zealand job board & HR software subscription market.

This organisation owns and manages a number of leading household named US niche job boards. It has also recently expanded into the European market with the purchase of a number of online HR software acquisitions ($ mid 8 zeros).

My client is interested in acquiring well known Australian/New Zealand job boards in the following niches:

- Engineering
- Mining
- Nursing
- Allied Health
- Accounting & Banking
- Government & Defence

They are also interested in acquiring online HR software solutions in the following areas:

- Time sheeting systems
- Performance management systems
- Recruitment systems
- Background & Reference checking/security vetting system

Directors from this organisation are planning to meet with interested parties in Australia during April.

If you would like to discuss this opportunity in more detail, please contact me for more information.

Thomas Shaw
+61 03 9018 5722
thomas@recruitmentdirectory.com.au

How to differentiate yourself from your competitors

2012-02-07T14:25:25.000Z

Depending on who you talk to, the phase of the moon, and the price of corn in Iowa, there are roughly50,000 to 100,000 job boards out there. Yes, really. Why so many? There are a lot of reasons (low barriers to entry, continued demand, margins), but what this really means is that if you run a job board, you havecompetition. Above you, below you, next to you – you could argue that the online recruiting sector reflects capitalism at its most Darwinian.

Well, guess what? This is the world that most businesses have lived in for a long time. Shoe stores, pharmacies, dentists, software – you name the segment and you’ll find lots of competitors. In each segment/geographic area/sector, you’ll also find some businesses that are thriving. Everyone knows about them. Everyone at least thinks about buying from them. And their competitors are complaining about them.

These companies have learned to differentiate themselves.

This is a lesson that every job board yearning to succeed must absorb. Basically, you have to stand out from every other ABCJobs site. You have to gain visibility. You have to gain an audience. And you have to become a known quantity. (I mean that in the positive sense, of course!)

Let’s break it out. What must you do to differentiate your job site?:

Keep it understandable: Even if your site offers 30 different options for employers and a bevy of tools for candidates, you have to boil the basic value proposition to something simple and understandable. If you don’t, you’ll just confuse your audience.
Make it visual: Repeat after me: your site deserves a logo. It needs a logo. It needs a clean, professional logo. Not something your brother scrawled on his iPad. Your audience sees. They have visual memory. And you want them to remember your site! (And yes, the same goes for the rest of the site design. No short cuts.)
Be creative – and honest: I’m not talking ‘wacky marketing’ here – no baby bunnies or cartoon characters (unless those happen to be your niche). Instead, think about what your audience of employers and candidates would find interesting, amusing, or cool. Speak their language. Get inside their world. This will give your site a ‘personality’ that no amount of off-the-shelf, standard ad agency ‘creative’ can ever provide.
Be consistent: Are you getting bored with your logo? Your messaging? Your promos? Well, if they’re working – keep doing them. Don’t confuse your own opinion with your audience’s – they don’t look at your site day in and day out. Remember – your prospects need to see your messages 6-10 times before they actually ‘see’ them.
Spend money – wisely: Remember the old adage about you have to spend money to make it? It’s true. You have to spend dollars on SEO, SEM, (sometimes) shows, salespeople, and all sorts of other things. But that doesn’t mean throwing money out there. Each time you put money on the table, have a good idea of what you should get back. If you don’t get it, stop spending there and move it elsewhere.

The real bottom line? You’re building a brand when you differentiate. You’re moving past the category of ‘another bleeding job board’ and into the rarefied air of ‘my hiring solution’. Brands typically make more money, grow faster, and command higher prices when they’re sold.

I’m betting that you want your site to be a brand. Go for it!

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Inexpensive Job Board SEO - Search Engine Optimization

2012-02-04T16:36:38.000Z

Inexpensive Job Board SEO - Search Engine Optimization

Effective SEO means better rankings and more traffic.

We have hired a full time SEO - Link Wheel - Link Pyramid builder and would like to share the service.

We will build a link pyramid of 15 high page rank web 2.0 blogs and create 5000 back links that point to the web 2.0 properties.

This is perfect for location based pages and or long tail keywords.

Complete reporting provided to verify all work / links.

The cost is $25 per keyword with a $100 minimum order.

All link pyramids completed within seven days.

Bulk ordering as follows:

10 link pyramids =$200

20 link pyramids =$300

40 link pyramids =$500

100 link pyramids =$1000

All payment made through Paypal.

Jobamatic question

2012-02-01T17:12:50.000Z

We have another 5 -10 websites we would like to launch and are thinkingabout using jobamatic to initailly launch them:

1. What are the pros and cons of using jobamatic?

2. If someone post directly onto your site do you receive their contact information as well or does just jobamatic since they handle the billing and back end?

Presently we use our own software for our site so this will be our first time using jobamatic or any product like it. If you do not like jobamatic and suggestions on other solutions similiar we should review?

Thanks for everyone assiatance.

Best regards,

Simms

Glad to be back - Jobertising.com

2012-01-30T03:27:46.000Z

Hey Guys,

Glad to be back. Please check out my site Jobertising.com and tell me what you think. Also, please take a second and like my facebook page facebook.com/jobertising. Here's to a great 2012!

Oscar Moreno, MBA

Additional Revenue Source For Job Boards

2012-01-29T16:56:44.000Z

Increase your revenue by leveraging your job seekers, traffic, social media, blogs and search engine optimization by operating a stand alone online resume and cover letter builder.

Easy to brand, easy to operate and set your own price.

Take a look: Online Resume Builder

One time license fee and you are on your way to additional revenue.

Feel free to contact me, Joe Kane: prores123@gmail.com

How to write the perfect cover letter

2012-01-24T22:09:36.000Z

Often overlooked and sometimes completely ignored, a cover letter is the perfect accompaniment to your CV, the yin to its yang. The letter (or in this modern world, e-mail) will most likely be read before your CV, and it affords you the chance to express all those things that do not comfortably fit into a CV’s often rigid structure. Taken as a whole, a CV and covering letter will portray you in the best possible light. If done properly, your covering letter can make the difference between success and failure.

Note: Although the following comments will generally apply to most covering letters, the most important thing to keep in mind regarding this letter is that it must be unique, both to you and to your prospective employers. Most employers these days are used to generic templates and sick to death of mail-merged letters that have been sent to a hundred different places with only the company name changed. In a few cases, people have forgotten even to do this! Suddenly the covering letter goes from the icing on the cake of success to the final nail in the coffin of failure… Above all, make it personal “Make it Wow!”

Step 1: Being that this is a letter, it should start with…

…An address

More specifically, your address (and contact details) in the top right hand corner. After that, start the letter with the name and address of your employer. Try to find out exactly who will be dealing with your application and what their title is. You can do this by checking on the internet, or even ringing the company and asking. It gives the letter a much more personal touch if it is addressed to a real person rather than a generic sir/madam.

Although there is no set way to write a covering letter, it is a good idea to try and plan out the structure so that you don’t end up repeating yourself in each paragraph and confusing the reader. Although there are more words to play with than with the CV, the watchwords are still the same: clarity, intelligence and conciseness

It is often difficult to know how to open such a letter. Keep it simple, start by telling them exactly what you want. Make sure it is clear what position you are applying for. For example,

“I am writing to you regarding the ‘junior copy writer’ placement that was recently advertised, and would be most grateful if you would consider my application for this position”

Why is the job good for me?

Once you have broken the ice, it is time to make clear to your prospective employer what exactly it is about the job that attracts you. Why do you want the job? Again, the key is to deal in specifics. Although your main motivation may be “for the money” or some such, it is better to try and pick one aspect of the job that particularly appeals to you and explain why. If you are applying to become a writer at a newspaper, and you are interested in travel, then try to marry the two together:

“I am looking to pursue a career in journalism, and travel writing is one area in which I would be keen to garner experience. It is ideal considering that I am an avid traveller myself and have taken a keen interest in travel literature in my own reading”

Why am I good for the job?

Now that your reader knows the job is right for you, it’s time to move on and show that you are right for the job. Here is the place to address your strengths and qualifications that are directly relevant to the position. If there are specific requirements that are mentioned in the job description, use these terms when describing yourself. You may have touched upon some of this in your CV, but here you have room to elaborate upon them more fully. Try not to repeat too much of your CV though. After all, this is supposed to be read in conjunction with your CV, and a lot of crossover will come across as sloppy. It is good to frame the strengths and merits that you mention in real life examples. If you are trying to put across that you are good with people, give evidence of this. For example:

“I feel that I am good at working with a wide range of people. During my time as a waiter at “Scott’s Oyster Bar”, I dealt with all sorts of people. It was difficult at first because of the hectic pace of the food industry, but I soon learnt to cope with the pressure. I was particularly good at handling people’s complaints, listening and talking to them in clear terms, whilst remaining polite at all times.”

You can use your examples to bring in additional skills that may not be directly relevant. Working in things such as IT skills, or your organisational skills is a good idea. Try to offer the reader something unique and beneficial. Use interesting examples that cast you in a separate light to others applying for the position.

Closing remarks…

Finish off by stating clearly when you are available for interview. If there is no set starting date, it is a good idea to make a note of the earliest you can begin working. You should also welcome the prospective employer to contact you if they need any further information. They should have your contact details from the top of the letter, and on your CV. Sign off and, if you are printing the letter out rather than emailing it, sign it for an added level of professionalism.

By approaching the cover letter in a structured manner, you can achieve a clear and concise argument as to why you are best suited to the job. Remember that presentation can reflect strongly or poorly on you. If your letter has no clear sections and rambles on, repeating itself, the reader may consider that you lack the discipline and organisational skills that are so important to most modern workplaces. The covering letter, like the CV informs your prospective employer’s first impressions of you.

Be sure to think about what you want it to say about you and don’t forget if you are addressing it to an individual to check the spelling of their name!

For more support / information please feel free to visit www.cvwow.com or e-mail; info@cvwow.com

Near, far, and somewhere in-between.

2012-01-24T13:34:29.000Z

When a user first comes to your website you have less than 5 seconds to grab their attention and their business. If you don't have something that catches their attention, or relates to them immediately say good buh-eye to a potential client. A good indication of you having something that catches a user attention immediately or doesn't is your sites bounce rate. If you have something higher than 50% either you don't have good compelling application that engages the user or your promoting methods needs to be tweaked to something more relevant to your site/application. You can have a much more educated guess by tracking where a user is coming from, what they view, and what they do after they view your content. Google Analytic's is a great tool you can utilize to do this - it's free and is easy as 1. 2.. 3... to setup, and is really well worth placing on your website to track performance if you don't have some form of metrics to measure engagement.

But lets move forward to the main reason of this article.

What is the best way to immediately capture your job seekers attention? It's simple, show jobs near them, or at least show a city that they can relate too so they can click on it immediately and browse jobs that are most relevant to them. People are lazy - they don't like to do a lot of work - clicking on a link is much easier than having to type something to find something.

I suggest to learn from your job seekers see what they search for, what they view and click on, how the redefine their search if they do. This will give you more insights to the psychology of job seekers, the more you learn the more you will be able to improve -- remember everything that is measured improves - but if you don't measure you will die out.

One of the best examples I can think about when it comes to keeping a user engaged is to think about YouTube every video you watch is stored and is used to make a suggestion of a similar video for you to watch next. If you use a similar technique but relate it to the job industry you can keep a user engaged more and more - to explain what I mean by this think about adding "Related Jobs" somewhere on your page - generally at the top - or on a sidebar is best... users will see it and immediately see suggestions they can view if they don't see anything they like... people like suggestions, especially if you can appear as an expert in the industry. You can tell them people that search for these jobs are most likely to redefine their search for these terms; or however you want to do it as long as you make suggestions.

The last thing I want to talk about is keeping it short, sweet and to the point. You must realize that the average job seekers is on your site for one purpose - to find a job. Do not - I repeat DO NOT waste a job seekers time by placing content before a job seeker sees a place to search, or to browse for jobs. If you have content above the fold and you have to scroll to find a form, or links to browse jobs you already lost the battle. Most users don't scroll if the don't see what they want immediately you will see your bounce rate go anywhere but down in this case. Think about a newspaper - if the top story and featured articles are on the bottom half and you can't see what exactly the paper is about in the preview window you most likely wouldn't buy the paper because you don't know what it contains - you would go for another one where you can see what you are getting - not just filler and fluff.

In summary

Track user engagement - where, how, and when.
Capture users immediately - with forms or links that are directed towards them.
Learn from your users - their habits and anything else you possibly can.
Give Suggestions to your users that relate to them.
Don't waste a users time - give them what they want immediately.

Any Question, Suggestion, Comments

Thanks

Jody Fitzpatrick

jody(a)jobregate.com

Jobregate.com

Interview Do's & Don'ts - www.AllJobsinAmerica.com

2012-01-23T07:02:16.000Z

Don't tell jokes during the interview.

Do plan to arrive about 10-15 minutes early.

Do greet the receptionist

Do make good eye contact with your interviewer(s).

Don't lie

Take a look at our group sites...

2012-01-22T09:55:03.000Z

Below is just a select few of our search engines, we aim to become the UK's leading independent job search engine for UK jobseekers to find there new career.

Determining the Relevance of a Job

2012-01-18T22:19:16.000Z

Hello Everyone,

For nearly a year I have been developing a job search engine Jobregate.com it's not easy and I have found more headaches than anything when it comes to developing the algorithm site functionality etc, it's far from complete and has many more milestones to pass but I still look forward to it moving out of beta into full production. But I digress.

I wanted to talk about the importance of showing relevant jobs to your niche, and how to use certain signals to determine if a job is relevant when a user searches on your site ( assuming you can do algorithmic manipulation ) or can create a search feature.

What are some of the signals I have found important in ranking jobs within our algorithm?

Job Title

This may seem like a "no-brainier" but how you use it to rank in a whole is very important. A job title should be one of your main signals and should carry at least a 25% weight of the total job score. A job title can give you lot's of information and not necessarily just the job title it can hint at the job type - full time, part time, etc.
Job Description

A job description contains many points of useful information, but it also contains information or keywords that may be irrelevant in ranking, as for what they are I'm not going to go into that much detail but I will say this. When it comes to performance (time from search to return) I would advise a method to extract keywords that are most relevant to the job before they are searchable. I would also recommend you filter words that mean nothing focus on career search terms and filter words that don't matter - they are called "stop words". If you do this you should eliminate at least 75% of the document description and will allow you to make it much quicker search process in terms of performance I seen this increase a ( 0.5-1.2 ms increase in performance ) which is a huge increase in performance although it may not seem like it but over the course of hundreds of thousands of searches ( I'm not calming that many just thinking ahead ) it adds up tremendously in CPU.
Categories

This is the last one I'm going to talk about but it shouldn't be the last one you consider in your own algorithm. Categories are very, very important they can be just as important as your job title as categories usually cover the job title and many of other data points that are relevant to the job if defined properly. I would suggest if you can to look for synonyms and related categories to the categories defined already and add them to the list of categories - ( eg.) Search = Accountant - Syns :: Accounting ) that you have.

I hope I didn't ramble - I just wanted to share with you guys who run job boards and some of the things you can do to your search functions or some of the methods you can use to rank jobs if you should chose to do so - although I don't give you an algorithm I hope you can find some of this information useful I know when I first started Jobregate I had no idea where to start when it came to it's algorithm ( which goes live Feb 1st, 2011 ) and if I would have had this I would have been further than where I am now.

If you have any questions, suggestion, comments or concerns feel free to reach out.

Thanks

Jody Fitzpatrick

jody(a)jobregate.com

Jobregate.com - a Job Search Engine

TrendSetters

2012-01-18T11:55:31.000Z

The IAEWS announced TrendSetters, a new program launched in conjunction with The Recruiting Conference. It's a unique platform for introducing new products and services and open to all companies. For more info, contact Peter Weddle at director@employmentwebsites.org.

AllCountyJobs regional job board network for sale

2012-01-16T15:22:30.000Z

As I enter my 14th year in the job board industry I think its time to see if I can sell my baby.

If you are interested in buying a growing, highly profitable job board network with over 20 job boards and numerous other domains and blogs, check out my blog post.

Has anyone charged Job Seeker

2012-01-16T01:05:09.000Z

I'm thinking about running a job board similar to www.theladders.com, where I charge the job seeker. There is a site called www.bradtraverse.com and he also does this as well. I'm in HR so I might niche this and do something just for HR Generalist or Recruiters or Benefits Specialist...

My monthly fee would be real low like 5 or 10 dollars a month. I'd have to do volume. Has anyone done this before? Tell me your experiences...

Growth is good – even if it hurts sometimes

2012-01-10T14:11:36.000Z

The last several years have been full of advice for companies were struggling to survive. But what about companies that are growing? It’s been a while since I’ve written about the challenges of growth – so it’s about time.

Despite the flat overall employment market, some areas are experiencing growth and even shortages (think healthcare, technology, skilled trades, etc.). Is your job site experiencing an uptick in business? Here are some things to think about:

Hiring: It’s like talking about oil to Exxon, but in fact, hiring is one of the hardest things you will do. Finding that right salesperson or tech genius or versatile customer rep is extremely hard. As we all know, it’s usually not so hard getting applicants – it’s hard getting the right ones. I’m a big fan of screening questions on the job application, and an initial phone screen. It also helps to know yourself and your company. What kind of person is going to thrive in your environment?
Money: Isn’t it interesting how making more money always involves finding more money to spend? It’s not uncommon to have imbalances in cash flow and ongoing needs (like that new hire, for example). My advice: stay close to your bank. Don’t show up once a year. Make sure you know at least a couple of the key officers. Banking locally is also useful – a local bank is often more customer-focused, and more flexible. And, of course, don’t forget about non-bank funding sources, such as friends and family (although these sometimes come with strings you don’t want).
Focus: It’s great when things are working – until they don’t. I am a pessimist – and that’s held me in good stead. Assuming the worst keeps your eyes on the core business. Don’t confuse ‘focus’ with ‘obsession’, however. Make sure that your core business is working – and then build some new business.
Time: Time is the biggest enemy of any business. Why? Because lack of it (whether actual or perceived) prevents you from paying attention, thinking ahead, problem-solving, and growing. If you’re running from one fire to another, you’re not a hero – you’re a goner. Make time for yourself and your coworkers to think about and execute on long-term projects. Make time to actually get to the root problems.
Goals: Hey, just because business is booming doesn’t mean that goals should fly out the window. In fact, when money is pouring in, you really need goals to keep you moving forward. Why? Because lots of money also means lots of ideas that you wouldn’t have given a 2nd glance to a few months earlier now suddenly seem worthwhile. ‘After all’, you say to yourself, ‘we can handle a flop. We’ve got money in the bank.’ Wrong. Bad ideas always suck. Really.

I hope and trust that this year will be a prosperous, growing year for your site.

Job board Ocean & the parasites there in! - A skeptical look

2012-01-05T08:52:58.000Z

From Monster to Micro, there are 100's of 1000's of Job boards out there, working on different business models, but with one objective... take a bite of the Ocean size pie. Monsters take a huge bite and the others squabble for the rest.

They all have different Targets... but their objective is one - To get a bigger share of the pie.

Monster Job boards - They go for the kill. They put their hand on anything and everything & want to own it all. They acquire other significant Job boards, primarily for capturing more market share, merge the newly acquired Job board into their single big brand & dump them.

Their target - Kill every one & command market share!

Search Engine parasites - They want to be all over the search engine. Their primary asset is their Domain & spend heavily on Search Engine Optimization. They target Search engines with a vengence & get their share through search customers.
Their target - Be on top of the search engine... revenue automatically comes!

Self gravity Job boards - They try to create a gravity that pulls Jobseekers and recruiters through Social networking and other content sharing options.
Their target - make the members addicted to the site & revenue will follow!

Domainers - They buy keyword rich domain names, primarily to sell it off later at a premium. They don't mind the odd income coming through Job or general adverts.
Their target - earn while to wait to get rid of it.

Supplementing Job boards - Offer value added services to their existing members.
Their target - Get more out of the existing customers!

Job boards x Job boards - Keep multiplying the number of Job boards, own an empire, share & divert visitors.
Their target - Show the numbers, get the revenue!

Auto-pilot Job boards - Acquire a domain, load the software, move it online, get jobs from other job sites & keep your fingers crossed.
Their target - Earn without lifting a finger

Newbees - They start with a lot of aspiration. They plan to grab a large share of the pie. Some innovate, some steal, some just start another me too...
Their target - become the next Monster (mostly without any idea how)!

Niche Job boards - They operate within a particular Niche. They specialise in a particular area and offer a lot within the limited scope.
Their target - Show the difference, get the revenue!

Geo Job boards - Operate within a small locale... offer highly locatised service.
Their target - Be bigger than the Monster within the locale

Job classified - Display Job classifieds afterall classifieds was one of the oldest revenue models online.
Their model - Space = Money

Wannebes - They think, research, invest a lot... but never get there.
Their target - Eat the Monster alive... there has got to be a way!

Do we all belong here or are there some more rackets I don't know about :)

NEW YEAR WISHES FROM SHANKAR

2011-12-31T10:26:44.000Z

NEW YEAR WISHES FROM SHANKAR

Free Resume Database

2011-12-30T03:25:47.000Z

I've got a job board. Soon I will start asking candidates to post their resumes. I'd eventually like for employers to search the resume database. Is there any resume database I can integrate into my site? I'm in a small niche and it could take years before I'm able to get thousands of resumes.

Help...

Job board valuation?

2011-12-29T12:04:16.000Z

How is a Job board valued by buyers?

I know the question is vague, but I think this is the right forum to check out what will be the value of a Job board based on various criteria.

1. Job-a-matic type Job board with fixed revenue

2. Job boards with proprietary software without traction

3. Job boards with proprietary software with ongoing Job posting & fixed revenue

4. Job boards with traction & purchased software (off the shelf products)

5. Jobs Domain name with Job XML feed/Adverts

6. Other options

With in these categories, based on - Niche, Geography etc is there a buyer consideration. I know that when it comes to acquisition, it is the desperation of seller/interest of buyer that determines the value of the Job board.

All of you who were able to sell your job boards & are planning to sell your job board, please let us know.

Anyone interested in buying a High rank regional job board

2011-12-28T21:31:27.000Z

If you're up for a locally targeted job board here's your best chance.

HiringOrlando.com tagged along with Orlandojobz.com which are based on Jobamatic.com job software. I'm selling both domain along with the job boards. You set to dominate the competition with just light seo work. Do some research yourself.

My most powerful keyword is "Hiring Orlando" which is searched locally over 18,000 times/month. And HiringOrlando.com naturally ranked 2nd page for it.

My second keyword is "Orlando Jobs" which is a bit of a stronger competition with over 200,000 local searches/month, However still ranked top on the 5th page on Google with no seo work what so ever. I'm selling the sites to pursue other business interest, I'm willing to create you an account with the ads I have on the sites, or insert your ready to go ads for you.

If you are interested in this offer please inbox me or reach me faster at "shadrackb.aime@live.com"

If you have a question asked. But if it relate to pricing I prefer email.

Money money money – what was most popular on Job Board Doctor in 2011

2011-12-28T20:37:15.000Z

Once a week (more or less), I sit down and write about the job board and online recruiting industry. Some of these posts are more popular than others (and honestly, some are complete duds). As it’s almost the end of the year, I though you might find it interesting to see which posts my readers turned to most often in 2011. So, in reverse order, here are the most-read posts of 2011:

10) 2011 Online Recruiting Survey Results: Change…and no change: In which we learned that everyone is still looking for high quality candidates.

9) A tour of new, unusual, and interesting job sites (that may or may not be job boards): There are tens of thousands of job boards, but these were just a bit out of the ordinary.

8 ) Did LinkedIn hijack the resume database? And what should job boards do?: LinkedIn, the job board that says it isn’t, dug into a critical piece of the job board industry’s revenue.

7) Indeed, customer service, and job boards: a cautionary tale: The first rumblings in 2011 that Indeed was moving into job board territory.

6) 3 great ideas to steal for your job board: Sometimes, stealing ideas is just a great way to grow.

5) Mobile apps for job boards: a scorecard for job seekers: Mobile continued to grow in 2011 – but mobile job search apps lagged, in my opinion.

Keep reading....

Job boards get some respect in new survey

2011-12-22T14:30:00.000Z

Hmmm, turns out social recruiting sucks and us job boards rule the world.

http://www.tlnt.com/2011/12/21/bersin-survey-even-in-the-social-media-age-job-boards-drive-new-hires/

Where social media sources register a barely discernible 1 percent of all hires, job boards produced 19 percent. That was matched only by internal transfers; even referrals came in lower — 16 percent.

UPDATE: read John Sumser's new article for 2012 predictions;

"While job boards have been having pretty good years financially, they’ve been taking it on the chin from a PR perspective. As the market discovers that social tools are not really competitive, some of the bloom will return to the job board rose."

http://www.hrexaminer.com/looking-ahead-2012-forecasts

Job Board Software Recommendations Needed

2011-12-20T13:23:21.000Z

Currently, I've got a job board. I've been using jobamatic/simplyhired. It was quick, easy with no upfront cost. However, you have to split your posting money. It was great in the beginning. However, people have figured out that they can post on another job board for free and it shows up on my job board. I could go in and take out their posting but this takes time. Plus I have to monitor my job board.

Anyway, is there any other job board software out there you would recommend? I want it to have several methods of payment. I'd ideally like for it to have a resume repository but if not that's mandatory.

My last option is to get someone to build this from scratch. Can anyone recommend someone? And the cost?

How to increase job postings?

2011-12-07T20:56:27.000Z

ITJobCafe is a job portal focused on IT recruitment for the US market ( www.itjobcafe.com ). We also offer aggregated job search.

We have over 50,000 resumes in our database. We are happy with our growth with respect to resumes.

How do we attract employers/recruiters to post on our site? We offer free job posting and free resume search.

Does anyone have ideas on attracting banner ad brokers or customers?

You can reach me at chand@itjobcafe.com or 404-915-0497.

IAEWS

2011-12-06T15:46:46.000Z

The criticism of the IAEWS is obviously unfounded. The membership includes the leading job boards. The benefits of membership are well worth the expense. Peter Weddle has been the voice of the job board industry for many years and has been instrumental in adding value to our profession. The conferences, in particular, are of great value to exchange ideas, review new trends and meet colleagues in the industry.

I have been associated with Eric Shannon for more than 10 years. We both participated in the NicheBoards Group to exchange ideas during the early years of job boards. Eric is highly respected in our industry and his site Latpro is, and always has been, a class act.

Don Firth

JobsInLogistics.com

The latest from the job board and online recruiting industry

2011-12-06T14:05:55.000Z

It’s that time of the month – time to glance back and see if anything really happened in the past 4 weeks. Surprisingly enough, it did. Here’s what I noticed:

Monster partners with Ogden Newspapers: Monster adds to its bevy of 70 newspaper alliances by agreeing to power Ogden Newspaper’s 39 publications. It’s called expanding the network.

Keep reading....

Job Aggregation Promotion

2011-12-05T19:07:42.000Z

Work Employment Jobs is your new low cost job aggregation partner.

The "For Job Boards Only" job board.

From today until the end of 2011 we are running the following $500 annual promotion:

We will accept your XML job feed and display up to 20,000 of your job listings every month for 12 months.

Your jobs will be displayed in our SPONSORED LISTINGS.

Provide you with a unique web page where you can promote your job site and services.

Provide a text link to your job site from more than 300,000 web pages.

Work Employment Jobs is a professional web interface currently tracking at 42, 000 unique visits a month with traffic increasing 20% every month. We are well on our way to 250,000 unique visitors a month.

This promotion is a huge value from an SEO standpoint alone.

The first ten annual customers will also have their jobs displayed on Diversity Employment for the same 12 months. That's around ten cents for each 100 jobs displayed.

Toll-Free Teleconference on IAEWS Membership

2011-12-02T16:12:27.000Z

For those who might have missed the e-blast yesterday, please join us for the free teleconference described below.

The International Association of Employment Web Sites (www.EmploymentWebsites.org) is the trade organization for the global online employment services industry. Collectively, its members power or operate over 60,000 sites worldwide. Its mission is to help improve the operations and the bottom line of its members.

The IAEWS is hosting a toll-free teleconference on the benefits of membership in the association. The call will take place on Wednesday, December 14^th at 11:30 AM Eastern time, 8:30 AM Pacific time, 4:30 PM GMT).

Among the topics the call will cover are IAEWS conferences, member working groups, research and publications, peer-to-peer networking and governmental consultation.

To reserve a seat for the call, please email Peter Weddle, the IAEWS Managing Director, at director@employmentwebsites.org. Please include your name, title, organization and location. A return email will provide the toll free number for the call.

Seats are limited so reserve a spot right away.

Are big job destination sites a thing of the past?

2011-11-22T14:09:24.000Z

Back in the day – say, 3 or 4 years ago – if you were looking for a job, you typically visited a big job board like Monster, an aggregator like Indeed, a few niche sites, and a fewcompany sites. The large ‘destination’ sites like Monster did everything in their power to draw Mr. Job Seeker to their URL – Superbowl ads, wacky web promos, and even cartoon figures. Aggregator sites flew under the radar – they depended on search engine visibility to entice their visitors. The niche and company sites focused on being visible to the people in their particular industry.

Things change.

Jobs are widely distributed across multiple sites, in ads, via Tweets, Facebook status updates, and more (much of this driven by search engines and aggregators). Nowadays, first stop for most job seekers is a search engine. If they’re adventuresome, perhaps they delve into the wild west world of Twitter. But more and more, the expectation is that (a) any job can be found if you search the Internet long enough; and (b) jobs should come to you.

If this is indeed true, what does it mean for destination sites like Monster, CareerBuilder, TheLadders, and other heavily marketed, generalist sites? Has their time come and gone?

I see it playing out as a decision on the part of job seekers about efficiency andemotion. Is it more efficient to go to a big general site to find that perfect job? Or is it more effective to rely on Google to ferret out the jobs? And which do they trust more?

There are several factors that might sway job seekers one direction or another:

Laziness: After all, doesn’t Google index everything? So why should I need to use anything else?
Fear: What if Google missed something – maybe a perfect job that only (insert job board name here) had? I’d be a fool not to check.
Belief: As in ‘I believe that the jobs on (insert job board name here) are fake and junk. I trust Google – surely none of the jobs it finds are fake.
Disbelief: As in ‘It’s too easy to search for jobs in one place. I don’t feel like I’m doing anything. My job search has to be better if I use multiple sources.”

The bottom line: if enough job seekers decide – no matter how much marketing is directed to them, no matter how many white papers are written – that they would rather use search engines, social media, et. al. to locate their jobs, the destination sites are toast.

I might add, that’s a big if. Why?

1) Never underestimate the power of marketing.

2) Never underestimate the difficulty of changing millions of job seekers’ deeply ingrained habits.

But it’s something to think about, eh?

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A Jobamatic Question

2011-11-16T15:17:42.000Z

I set up a new jobamatic site just over a month ago and so far the results have been pretty good, much better than the other jobamatic sites I have. I have not changed the backfill search parameters since day one and I would like to add an additional search term. Will this have negative implications with respect to google indexing the site or the page rank?

Currently the site has a page rank of 5 and according to my google analytics, google is sending about 5-600 people a day. I don't want to mess with the site if there is the possibility that things will get messed up.

Thanks.