The long tail of job ads

Jorge posts a follow up on my post about online job ads continuing to rise.   I really like his summary:-

My takeaways from this limping rant:
Large is not a problem per-se
Niche is not a panacea per-se
Database Quality drives a sustainable revenue/business model
Site functionality and Price are two tools to mould publisher behavior
Site Functionality and content – both contributing to improved searching and filtering , may get your visitors to stick around a bit longer

This follows a discussion I had last night at the TPN Dinner with Tony & Rich (the other Rich) and sorry guys about the rant online jobs can get me hot under the collar.

I would like to add a couple of items to Jorge’s list and create 10 Tips for Job Boards:-

  1. Large job site are not necessarily bad
  2. Niche job sites are not necessarily good (don’t you love a how gray the world is)
  3. Quality of candidates helps drive a sustainable business model
  4. Quality of jobs helps drive a sustainable business model
  5. The value add your site provides can entice publisher to post more jobs
  6. The price of a job posting can entice a publisher to post more jobs
  7. Site functionality can contributing to improved searching and filtering for job seekers
  8. Brand is a major draw card for both publishers and job seekers
  9. Traditional print media is not dead when it comes to job advertising (think passive and senior candidates), recognise this fact and move on
  10. Diversity of methods to find a candidate or a job, depending on which side of the fence you stand, is critical to your success

A bonus one:-

 11. The use of social networking sites/features are not going to solve all of you problems either

3 thoughts on “The long tail of job ads

  1. I enjoyed the chat last night, it certainly wasn’t a rant by you.
    Like you, I’m passionate about the online jobs market. For me it needs improving, which is an exciting prospect.

    Clearly neither candidates nor clients are getting satisfaction with the current situation.
    I’ve seen both sides, placing Ads on Seek, and applying for roles via Seek.

    I’d suggest/add/reinforce your 11 points.
    1. Free job ads
    2. Worldwide to compare salaries and what’s out there.
    3. Reputation of candidate
    4. Some kind of Linked-In set-up where what you describe about yourself might fit in with what an employer is looking for, even if you’re not specifically looking.
    5. Similarly, an Amazon type match up. If you’re doing this job then you might like this job.
    6. Social Networking whereby contacts notice jobs and nominate you.

    Of course, none of this is new to you guys who have been discussing it for a while.

    What comes to mind for me, is if there really is going to be a candidate shortage, then why not pay employees to be recruiters with fat fees and budgets to advertise!!

  2. Tony some employers do pay their employees to find people, through referral a bonus. As we discussed Jobster (and many others) are doing the whole referral thing on the internet, not sure if they pass on some of the fees. Interesting idea.

  3. Michael, I think you will find that most people who actually create and run employment advertising products and “job boards” have pretty firm ideas as to what they believe is the ideal model for recruiters and job seekers, and what business model will make then most money. They are often not the same!

    We could make a lot more money with our Jobs in HR product if we allowed our advertisers to re-post the same ads week after week, and if we accepted job ads for recruitment consultants from “recruitment to recruitment” firms. However, we believe this would be a ‘turn-off’ for our steadily growing subscriber base, which we know includes many senior and passive candidates.

    I am sure the guys who run Seek are smart enough to know that their product could be improved (with hindsight), but while they have considerable market share and recruiters continue to use their product without giving it a second thought, they are not about to change. The risk simply isn’t worth it.

    With regard to your list of ’10 Tips for Job Boards’, # 10 is the valuable one for recruiters (agency and corporate). In reality no single advertising product is ever likely to reach the whole market, so recruiters need to use different products to reach different candidates. You would think this would be pretty obvious, but apparently it’s not 😉

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