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Your Guide To Job Board Success
Your Guide To Job Board Success
Your Guide To Job Board Success
Your Guide to
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Contents
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Chapter 1
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Other extras that employers appreciate include the ability to add notes to resumes they’ve
looked at for their own reference later. Some
employers want the ability to include videos or
screening questionnaires to their job listings, or
they may want certain applications to be routed to
particular email addresses for various reasons.
Custom job boards can be an important part of your audience development plan, because they
help draw a targeted audience while allowing you to maintain your existing audience. Job board
technology, however, varies, and you will need to explore the possibilities to make the best
choice for your particular site. There are three basic options for implementing a job board on
your site: building and hosting the job board yourself, using a job board or widget for a job
board that’s hosted elsewhere, or leveraging a partner’s technology to create your own white
label job board.
label job board attracts new traffic, gives existing visitors another reason to return, and
generates revenue. Furthermore, a successful job board solution will permit you to leverage its
analytics to convince more employers to list on your job board, and can even encourage them
to purchase advertising on your site. The right job board is much more than just another feature.
Access this article online: Job Board Technology: Which Is the Best?
Whether you are an existing job board site, or if you’re thinking about adding a job board to
your website, there are numerous different types of job board software products, and prices
vary widely. Here are some of the pricing models used with job board software.
Partnership Based
The next generation in job site technology involves a
partnership based agreement between online
publishers and their software provider – similar to how
RealMatch structures their business mode. With this
type of job board, web publishers implement the custom
job board platform at no cost to them in exchange for a
set portion of revenue per job listing. There are no
license fees or up-front costs to worry about and there
are also no monthly license fees under this partnership Job boards bring traffic and revenue to
your website.
model. The software is web-hosted so publishers don’t have to worry about installing it on their
servers or maintaining the software.
On-Site / Licensed
On-site software is licensed for you to install it
on your own server. While licensed software
typically has a steeper initial buy-in, you
generally don’t have recurring costs, unless
you’re required to renew the license
periodically. Costs range from under $200 to
over $800. If you want to install the software
on multiple servers, you’ll have to buy
sufficient licenses to do so. One drawback of
Software licenses can be expensive, so explore all your
options before choosing. licensed software you install yourself is that
you’re responsible for installing patches and
upgrades. You can also get into legal trouble if your license expires and you continue using the
software.
You have many options for adding a job board to your website. Consider your choices carefully
based on your budget and IT resources. Choosing a great job board for your website is a terrific
way to build traffic and revenue at the same time.
Access this article online: Job Boards: How Much Do They Cost to Run?
Chapter 2
Your Audience
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10
Link to Video
When a job listing links to an informative video about
the employer, the listing will be far more memorable
than a plain listing that only includes the basic facts of
the job advertised. Active and passive job seekers
want to know, “What would it be like to work at this
company?” and a video can give a concise,
informative answer. Video links may be used as part
of premium job listings that earn your website more
money. With job board analytics showing the benefits If your job board isn’t mobile-friendly you’ll miss out
on a lot of traffic.
of using video, you’ll convince more employers to go
with a premium listing.
Make It Interactive
Job seekers want interactivity, and so should employers. One of the biggest complaints job
seekers have about job search engines and classified sites like Craigslist is the feeling of
dropping their resume into a “black hole” when they apply. Your job board should give
employers the ability to get in touch with a particularly promising candidate immediately through
instant message, chat, or email. A-list job candidates aren’t going to bother sending off their
resume to “black hole” listings, but they’ll apply when they know employers have numerous
options for interacting with them starting as soon as they apply.
Attracting job seekers is tough. RealMatch offers recruitment advertising solutions for media
companies and digital publishers that drive traffic and get results due to mobile friendliness,
interactivity, and a large network of employers with jobs to list. Increasing numbers of digital
publishers and trade publication websites are discovering what a valuable addition a custom
job board can be to their website and their overall monetization strategy.
5. Be Interactive
Don’t just use social media as your foghorn. Participate in conversations where you might meet
potential candidates. Participate in #HireFriday on Twitter, or use tools like Hootsuite to follow
relevant threads. In your company’s profile description, use keywords relevant to job recruiting,
like “careers” and “jobs.”
Legal Considerations
Social media can provide employers with
information that in earlier times might not
have been known until after a face-to-face
interview, if ever at all. Social media may
provide information about a potential job
candidate’s religion, marital status, race, or
disability, and you are not allowed to use
such protected information to make Use recruiting techniques that expose your
employment decisions. Here’s how organization to a diverse group of potential applicants
employers can stay legal: to maximize your chances of finding your dream
candidate.
Have someone other than the
employment decision-maker use social media for information gathering. They can serve
as a firewall between the candidate and the decision-maker.
Give your screener specific criteria related to the position for which you’re hiring.
If you hire a background screening company to screen using social media, bear in mind
that they are subject to the Fair Credit Reporting Act. Under this law, applicants must give
permission for pre-employment background screening.
traditional recruiting methods too. Make sure you post a notice on your website that you’re an
Equal Opportunity employer seeking a diverse pool of applicants.
The use of social media for hiring is today’s reality. If you do it wisely and remain aware of
ethical and legal parameters, you can use social media to enlarge your pool of applicants and
find job candidates you may have missed before.
Access this article online: Social Recruiting: How Social Media Can Help You Find the
Best Job Applicants
Fortunately, most job boards are more valuable and effective. Earlier this year, SilkRoad
released a study showing that job boards yielded
more interviews and hires than other external
sourcing methods, including Craigslist.
Considering that the average new hire costs a
company around $3,500, employers want to make
sure job boards are pulling their weight in terms of
bringing in high quality candidates. In the SilkRoad
study, job boards produced 54 percent of external
interviews compared to job search engines and
Searching for jobs on Craigslist is often
sources like Craigslist, so job boards are definitely
more trouble than it’s worth for A-list job
on the right track. Here are some ways to make your candidates.
job board more valuable than Craigslist or similar job
search engines.
The best candidates simply aren’t going to waste their time applying for a mystery job. The
internet has given people more tools than ever to learn about products, services, and
companies, and frankly, people are suspicious when they’re given little to no information about
who’s hiring.
The implications for employers that do not respond to job seekers can go beyond turning off
potential employees. A StartWire survey found that 77 percent of job searchers have a lower
opinion of companies that don’t respond to job applications, and 72 percent would actually be
less likely to recommend that company’s products or services. A shocking 58 percent would be
more reluctant to buy a product from such a company. However, only 33 percent of Fortune
500 companies give feedback during the application process.
Make Sure Your Job Board is Social Media and Mobile Savvy
Social connectivity with sites like LinkedIn
and Facebook are huge pluses to today’s
job seeker. Mobile friendliness is very
important as well. Job seekers want to learn
about the company’s professional network,
and often they’re using their mobile devices
to find this information. Furthermore,
applicants are more likely than ever to want
to apply for jobs right on their phone or
tablet. After another horrible day at work, if
they see a great opportunity while browsing Job boards that are mobile-friendly with easily shareable
jobs on the train home, they want to go listings give job seekers exactly the job-seeking
ahead and apply. environment they want.
Conclusions
Carefully launching a custom job board as part of your website’s traffic and revenue
development plan gives your website value far beyond Craigslist or similar job listings. A good
job board gives employers and applicants what they want and need to find each other as
Access this article online: How to Make Your Job Board More Valuable Than Craigslist
Chapter 3
Your Advertisers
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18
1. Find Out Which Companies in Your Trade Are Currently Advertising Job Openings
Often, employers’ own websites are up-to-date with job lisitings, and you can use job search
engines like LinkUp to let you search employers’ websites for job ads. Custom job board
providers like RealMatch offer services like RealLeads, which gives you current information
about employers in your niche who are currently advertising jobs on other job boards. Knowing
who is looking for employees is the first step to getting them to advertise on your site’s job
board.
Emphasize quality of candidates over quantity, and offer them information on your site and your
site’s audience and traffic that will help convince them that your job board is where they should
list.
Access this article online: Secrets to Attracting Employers to Your Niche Job Board
Access this article online: 6 Tips for the Most Effective Job Board Postings
Create a job board ad template or two for employers to follow if they need it. This offers
direction, but it also gives your job board a more consistent, familiar feel.
Title: Provide the name of the job, including identifying information. For example, if you’re hiring
a registered nurse, also tell which department he’ll work in.
Section 1: Explain why the candidate will like working for your company. Lead with a
compelling, relevant question such as, “Do you want to make a difference in the lives of
thousands of people?”
Section 2: Explain what makes your company stand out (characteristics, not labels like
“Fortune 500 company”).
Section 3: Describe what the position entails. This helps reduce the volume of candidates who
lack a special proficiency that you’re looking for.
Section 4: Offer some bullet points for what type of employment (contract, seasonal, full time,
etc.), the location of the job, salary range, and other
information.
Section 5: Explain what you need in a candidate, but
resist asking for personality traits. Entrepreneur
states that candidates may use that information to try
to be something they’re not, such as outgoing or
upbeat.
Section 6: Give candidates all the information they
need for the proper way to apply for the job, including
Ads that explain company characteristics help a link for uploading a resume.
bring in more of the right kind of applicant.
Above all, be clear and write in your own voice. Forbes chastises that corporate jargon such as
“core competency” sounds interesting, but usually fails to describe anything real. You’ll
communicate better if you say exactly what you mean, such as “fundamental strength.”
Entrepreneur has a short and sweet example of an effective job posting that makes its point
and leaves candidates with the information they need to apply for the job. This type of
example may be just right for a small company.
Candidates aren’t inundated with too much descriptive information, but they do know at a
glance whether they’ve got what it takes.
Sometimes knowing what not to do is equally important. Unless employers really want to give a
bad impression of the job and their business, remind them not to follow this prickly example
from Smashing Magazine :
“Required Skills:
Proficient in Mac-based Photoshop, ImageReady/Fireworks, Illustrator and Dreamweaver.
Thorough understanding of the elements of good design, HTML production and web
process.
Will be held accountable for the technical accuracy of their own work.
Able to complete tasks independently and as part of a team.
Perform effectively in a demanding work environment and show resiliency to stress.”
This job board post is pointy, and even cold in places such as “will be held accountable…” It
reads more like a warning sign than a marketing tool. It’s possible that the person who wrote
this had a balloon bouquet on his desk and was eating birthday cake five minutes prior. Instead,
it seems more like he’d just suffered through a root canal.
Reading the ad aloud is always a good idea; better yet, let someone else read it.
Employers have plenty on their plates, and not all of them have the writing chops to produce a
marketable job board ad on their own. With a little guidance and example, they’ll find
more quality candidate traffic and so will your website.
Access this article online: Job Board Ad Templates to Help Your Advertisers Succeed
Your job board should be customizable so that its look harmonizes with the overall design of
your site.
Job boards themselves add value to your site, but you have to market it just like the other site
content. Make your job board the subject of the occasional social media posting to rekindle
interest in it, and work on overall traffic development. Show employers that your site is the best
site for them to post job listings.
Access this article online: 5 Ways to Get Employers to Post on Your Job Board
www.RecruitmentADvisor.com
About RealMatch
RealMatch is revolutionizing the highly fragmented online recruitment industry by allowing online publishers to
better monetize their communities using recruitment advertising, while offering employers and job seekers a
much more efficient way to connect with RealMatch’s proprietary job matching technology.
At the heart of RealMatch’s white-label job board solution for digital publishers lies the most advanced job
matching technology which drives quality and performance across all components of RealMatch’s platform and
network. Real-Time Job Matching™ operates off of a comprehensive database of industry specific taxonomy
terms, job seeker profile information, and employer requirements to automatically identify quality matches
between employers and job seekers. Real-Time Job Matching™ is setting the standard in accuracy and
eliminates the need to search - saving a significant amount of time for employers and job seekers alike.
RealMatch’s recruitment ad network, TheJobNetwork™, delivers ultimate reach across the web reaching over
100 million active and passive job seekers monthly. The network consists of over 1,000 local and trade
publications, broadcast media organizations, associations and job board sites – all powered by RealMatch.
Through third-party distribution agreements, the network also reaches job seekers across thousands of
additional niche job sites, job aggregators, search engines and social networks. To ensure maximum network
performance, RealMatch has developed automated posting optimization and campaign management
technology to effectively target and distribute job postings to relevant partner sites. Real-time performance
monitoring and automated campaign management produces 3-5 times the qualified response compared to the
leading national job boards. To learn more please visit www.realmatch.com.
RealMatch