Dates for the Job Board Summit – Europe 2017 Announced

Job Board Summit Speakers

Jobg8 are delighted to announce the Job Board Summit – Europe 2017 is taking place on 9-10th November at etc. venues conference centre at St Paul’s, London. The annual industry event brought together over 200 delegates last year and aims to deliver insights from keynote speakers exploring the industry trends.

Louise Grant, CEO of Jobg8 said:

Continue reading “Dates for the Job Board Summit – Europe 2017 Announced”

Mobile Recruiting – now is the time!





Mobile Recruiting – now is the time!

Across the globe, the working world is characterised by its fast pace, mobility and digitisation. Like everyone else, job-seekers are almost constantly on the move and deal with as much as possible “on the go”. Using apps or browsers they can look for interesting positions anytime and everywhere and at very little cost – and apply for new positions. In Switzerland, for example, approximately half of all jobseekers look for a new job using a smartphone or a tablet . So users have high expectations about the quality of the jobs that appear in their search results.

“Mobile” has long been gaining ground in recruitment

Entry into today’s job market is mobile, no doubt about it. Job platforms like and, the leading platforms in Switzerland, are being accessed more frequently from mobile end devices, and job applications are also being submitted directly from a tablet or smartphone.

No wonder: More and more digital natives are entering the job market and need solutions that coincide with their user behaviour. They want faster and simpler application processes.

Continue reading “Mobile Recruiting – now is the time!”

Data Profiling May Change Recruitment Permanently: But for Better or Worse?


Recruitment candidates’ data has never been more accessible. As traditional methods for finding a new job dwindle, the popularity for quicker, smarter solutions for finding your next role only continues to grow. Websites such as Jobsite, Reed, Monster, Milkround and of course LinkedIn have accelerated the rate at which recruiters and employers have gained access to an unprecedented level of data.

At one time – not even so long ago – copious phone calls, emails, advertisements and letters (yes, letters!) were required in order to build a database of candidates large enough to be worthwhile. The problem then was keeping this up to date! Thankfully, today that’s so much easier. Using data profiling software to source data from the wide variety of career based sites out there has led to recruiters now possessing in-depth, frequently updated databases of candidates looking for a career move.

And that’s great – but has this development benefitted the candidate, or simply caused them more problems?

Continue reading “Data Profiling May Change Recruitment Permanently: But for Better or Worse?”

Lukasz Zelezny : SEO – How to Get it Right


Millions of people are using SEO around the world to improve their brands’ rankings in search and attract more people. Such stiff competition can mean that your SEO efforts may not immediately pay off, but the long-term is always the focus when building up a presence via search engine optimisation. Due to the nature of their operations: selling somebody something is a more difficult prospect than offering them information and entertainment. We’ll review some key components of SEO for e-commerce in order to guide you and your business in the right direction.

Understanding the Benefits

SEO is by far the most cost-effective method of promoting your e-commerce business. Additionally, it has the best return on investment when done properly. Why? Because SEO is a bridge-builder: it connects all of the other components of your brand’s outreach – social media, UX, public relations, and more – and makes each one more potent. Rather than having to spend countless dollars on promoting your business via AdWords, Facebook and a variety of other PPC platforms, SEO can help increase traffic with very little financial investment. These benefits are exactly why so many businesses focus on SEO as if their lives depended on it.

Continue reading “Lukasz Zelezny : SEO – How to Get it Right”

Job Board Summit Agenda Summary: Our theme for 2016 is “pivot”


Many Job Boards are now diversifying and exploring ways to grow revenue, adapting their business model to generate more and new revenue. With revenue at the forefront, this year we have sessions on shortlisting, pay for performance and programmatic job advertising. Success stories will be shared, including Experteer on how they have harnessed technology to accelerate rapid growth. We’ve got Indeed on stage, answering your questions, as well as representation from the USA speaking about how they’re tackling the ATS apply issue. Finally, we delve into the challenges that we face in our industry and address the inescapable topics on everyone’s lips.

Continue reading “Job Board Summit Agenda Summary: Our theme for 2016 is “pivot””

Jobg8 announces dates for their Job Board Summit – Europe 2016

The venue of 2016 Job Board Summit Europe

Global Job Board network, Jobg8 are proud to announce their 5th annual Job Board Summit – Europe, taking place at the striking etc. venues conference centre at St Paul’s, London on the 10-11th November. The celebrated industry leading event attracts over 150 delegates each year and aims to deliver top level insights into European markets and explore the biggest challenges that the industry regularly face.

Louise Grant, CEO of Jobg8 said: 

“We are really looking forward to the Summit this year. Each year the event grows as we welcome new faces and return attendees from across Europe. The event always generates fascinating conversations, in particular during our workshop sessions.”

Continue reading “Jobg8 announces dates for their Job Board Summit – Europe 2016”

The North American Summit – The Jobg8 Take

Summit7  Summit6

This was our fourth North American Summit and the windy city lived up to it’s reputation with a huge storm and tornado’s on the Wednesday night. Flights were delayed but by noon Thursday all our speakers, panellists and delegates had arrived safely.

You may have already read some write up of the event but if not we’d suggest you take a look at The Job Board Doctor’s article and also a few of our own pre event blogs – particularly Randle Reece’s one on “What Next”.

Day One:

Dan Finnigan talked about the candidate of the future and YES they are different, they will move jobs multiple times (up to 20) so how you “help them” when they come to you the first time could dictate the relationship you will have with them + he actively wants to work with Job Boards (the API issue) and build data sets.

The client debate was passionate with push back both ways – Kyle Power wants relevant candidates + better data/metrics, Mike, from Shaker sees better opportunities for Job Boards in the  Branding area (as does Crytal Miller), Mike also the opportunity to monitise  data, which came up throughout the summit. Steve Levy as a recruiter knows that the Job Board Resume database is a great source of candidates but commented “ how easy is it to search?” plus “how many of you get/understand what sourcing is, how we do it and build that thinking into your business model” –  The opportunity might be to integrated with a sourcing tool.The Job Board Summit Candidate surveys










Continue reading “The North American Summit – The Jobg8 Take”

Randy Reece says prepare for these…..

Job Board Summit Randy Reece Photo

Kicking off day two, speaker Randy has already shared some great information and insights with us at Jobg8 and having now seen his PPT deck I wanted to share just one slide – his final one which he calls; Prepare for These;

  • Demise (or death throes) of browser-based advertising
  • Ascendance of pay-for-performance job advertising and automated buying – and subsequent problems
  • Cross-media branding + job marketing campaigns
  • Intensified competition for talent: Longer time to hire, higher turnover
  • Regulatory efforts to combat fake job posting / contact harvesting
  • Newspapers begin dropping out of the help-wanted business
  • Job search engines win the huge small/midsize business market
  • The next economic recession – by 2019

Randy’s judgement in this space is impeccable having moved away from the regional press at the right time in the 90’s and just under a year ago foresaw the LinkedIn share price demise.

So if you want one reason to come to the summit here’s one – See the Rest of Randy’s presentation at The Job Board Summit in Chicago this Thursday (23rd June).

Find out more about our Job Board summit 2016

Keith Robinson @weare52N

What is the difference between Programmatic Job Advertising and Programmatic Advertising?

Programmatic Job Advertising
Programmatic Job Advertising

Lately, I’ve seen a lot of discussion going on about Programmatic Job Advertising. Some claim that Programmatic Job Advertising is the same as Programmatic Advertising; some claim it’s totally different and thus shouldn’t be called programmatic.

What is Programmatic Advertising?

Programmatic Advertising means that software analyses the result of advertising and then tries to repeat successful practices. For example if it sees that when you visit on your mobile, look at a hotel, but don’t book the hotel and then when you’re shown an ad on Facebook via desktop at night that tries to get you back to this page about the hotel, you actually book the hotel, it will try to do the same thing again. Not just when you visit a hotel page on your mobile again and don’t book, but also when others (similar to you) do this. Can you imagine a marketer sitting behind his computer at night waiting for you to go to Facebook and then hitting a button to show you an ad? Not really, right? That’s why we use software to figure out what works, but also then to execute those things that work over and over again. 

Continue reading “What is the difference between Programmatic Job Advertising and Programmatic Advertising?”

Have your say! Drop us your questions now – The North American Job Board Summit Panel Debates

Job Board Summit Chicago
Job Board Summit Chicago

One of the highlights of our summits has been our panel debates, our delegates have enjoyed listening to our panels of experts, then contributing and shaping the debate. This year’s North American Summit is no different and we have three great panels discussing the “big subjects” that affect our industry today.

Our first panel is our client user session, it’s one that over the years has generated lively debate and often disagreement between what our panels say they want versus what our audience experience day in and out  running their operations. This year’s panel includes Kyle Power, Director of Interactive Marketing at the huge healthcare staffing firm CMG, Mike Temkin, Vice President of Strategic Planning and Development at Shaker Recruitment Advertising & Communications and Steve Levy, Recruiter, Industry Commentator and recently handling recruiting for Indeed, our moderator for this session is Richard Padgett, CEO Jobserve/ComputerJobs.

Continue reading “Have your say! Drop us your questions now – The North American Job Board Summit Panel Debates”

Exclusive Interview with Jobs2Careers

Jobs2Careers Interview
Jobs2Careers Interview

Jobs2Careers are our lead sponsor at the North American Job Board Summit in Chicago later this month, 23/24th June and have been supporting the event for many years, we have therefore enjoyed seeing their incredible growth and got to know them well.

I got a few minutes with them recently and asked them a few questions and the first was a simple who are you and your mission statement;

Jobs2Careers is a performance-based job search engine with more than 20 million registered users and over 1 billion monthly searches. Our mission is to innovate the way talent effectively finds work and employers find talent. For more information, visit

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Recruit Ltd of Japan reported its latest financial results, including those for Indeed.

Our good friend and Job Board Summit keynote speaker Randy Reece from Avondale Partners has provided us some market insights after the Q1 results from LinkedIn and Indeed were reported.

 It is safe to say that these two business have become the “powerhouse” of the industry, Randy comments “Indeed had a phenomenal March quarter, reaching revenue of ¥25.6 billion (US$222 million). Revenue grew 82% Y/Y in USD.

 Last 12 months, Indeed recorded revenue of $706 million (64% growth). Year-over-year comparisons had been running below 60% growth prior to the impressive March 2016 quarter.”

 Keith Robinson, industry commentator adds “It’s also well documented that Indeed are starting to pivot their model from a pure play aggregator into a “solutions” business and the recent launch in the U.S of their Indeed Hire will provide another revenue line.”

Continue reading “Recruit Ltd of Japan reported its latest financial results, including those for Indeed.”

The Randy Reece Interview – and Insights

Randy iRandy Reece Photos VP and Senior Business Analyst at Avondale Partners, as well as a veteran commentator on the Job Board and Staffing Sectors.  He’s one of our keynote speakers and kicks off Day Two, giving an “Analysts Overview of Where We’ve Been and Where are We Going”.

Randy certainly has his finger on the pulse – nine months ago he wrote in one of his analyst reports that the LinkedIn share price was too high! We always find his comments insightful and we’re delighted that he’s joining us in Chicago.

Continue reading “The Randy Reece Interview – and Insights”

And now for the good news … Job Boards Work.

2016 headlines seem dominated by drama and controversy across the world, but in amongst the doom and gloom, this article originated in the US, with advice and insights that apply globally. The message? Job Boards remain relevant and indeed essential – because they work. And the Jobg8 take on all of this? Just read on for our advice …..

The author Dave Zielinski argues strongly that “Job Boards remain a major source of quality candidates for employers, and as such it pays for recruiters to be smart consumers of the burgeoning number of boards at their disposal”. The Jobg8 team certainly agrees with this – every week we add a new “startup” Job Board to our global network, so we’re seeing an increase of choices for both job seekers and recruiters.

Zielinski goes on to say that “Job Boards have long been a popular punching bag for the recruiting vanguard. The boards represent old technology, the recruiters’ mantra goes. They use outdated pricing models. They’re on their last legs, to be usurped by more-modern job search strategies”.

Louise Grant, CEO of Jobg8 and organiser of the largest Job Board Summits in North America and Europe, concurs to a degree: “again we’d agree with the sentiment but not the total reality. Job seekers still look for jobs on Job Boards, in overwhelming numbers. Survey after survey consistently shows that Job Boards are either the No. 1 or No.2 source of external candidates for employers.”

Continue reading “And now for the good news … Job Boards Work.”

Interview with Kyle Power; Director of Interactive Marketing at CHG Healthcare Services


Kyle Power heads up Interactive Marketing at CHG Healthcare, one of the largest and most successful staffing firms in the U.S healthcare sector, Kyle is joining us on the Candidate Panel at the summit.

He is responsible for both CHG’s own site and how that generates traffic and candidates as well as all the supplier/partners that CHG work with.

Kyle agreed to answer a few questions  prior to the summit and I’m sure these will stimulate debate and some questions during the panel session, what becomes  immediately clear from my interview is that one, Kyle sees “supplier” as business partners and two, expects solutions to the business issues he faces relating to traffic, quality etc.

Continue reading “Interview with Kyle Power; Director of Interactive Marketing at CHG Healthcare Services”

Dr Steve Carter of Elevated Careers joins The US Job Board Summit 2016 – Chicago June 23-24: The Biggest Agenda yet!

Jobg8 are delighted that Elevated Careers’ Dr Steve Carter joins us at The US Job Board Summit, three years on from the first event when (exclusively) Steve announced on stage the planned move by eHarmony into the recruiting space. We’re delighted that after a busy post- launch schedule, Steve is joining us to discuss the launch and his take on ‘The Job Board of the Future.’

The Job Board Summit continues to deliver top industry speakers and exclusive stories with the 2016 event set to be the biggest Job Board Summit to date. With over 22 speakers and panellists from across the world already confirmed, this has to be the most important dates on the recruitment industry calendar in 2016.

The summit is dedicated to and focuses exclusively on the job board industry. The agenda has been unfolding continuously and there really are some fantastic industry experts speaking at this year’s event, including –

Randy Reece – Industry Analyst at Avondale and the man who predicted the LinkedIn share price drop 6 months ago.

Crystal Millar – Industry Marketing expert, passionate social media advocate and champion of recruitment branding.  Her clients include AT&T, Elevated from eHarmony … and many more.

David Bernstein – The Big Data Expert from the “real world”: who will show us how to understand the data we generate – and the ways we can use it to our advantage.

Stacy Chapman – Founder and CEO of sourcing tool SwoopTalent (with a proven record of working with Job Boards), who will share her unique understanding of how Job Boards can go up the “value chain”

The 2016 summit introduces a new element, four workshops led by domain experts, on ‘essential’ subjects such as; Sales Management, Building and Executing on a Strategy for Success, Leadership and Motivation and Buying Traffic and Applications Intelligently.

Finally – and always popular with our audience – we host the “Open Mic” panel Q&A sessions. This year’s sessions look at “What our Clients Want”, “The Job Board of the Future” (where Dr Steve Carter joins the panel) and “What Business Are We In – Media, Recruiting or Technology?”  Our distinguished panellists include: Steve Levy (Leading US Recruiter), Kyle Power (Director of Interactive Marketing at CHG Healthcare), Lee Biggins (Managing Director of Resume Library), Steve Playford (Global Director at Financial Times Career Management), plus many more.



The Simple Change That Attracts Great Job Applicants

Sometimes you read an article and it “works for you” this one did that for me and we’ve shared it fully with our friends in the Job Board world – why? Because you should share it with your clients and although the article is North American centric the conclusions apply globally.


“Ever wonder why the best and brightest aren’t applying to work at your company? An experiment by researchers in Canada and the U.S. suggests that the problem may be as fundamental as the way job postings are written.

The vast majority of job ads tell applicants what the company wants, with laundry lists of requirements and qualifications. That approach might make sense to bosses looking to fill a role, but it may alienate the very people the company is trying to attract, researchers found.

As the labor market gets tighter and talented candidates juggle multiple job offers, companies need to put themselves in the applicant’s shoes. That boils down to a simple question for anyone writing a job ad: What can the company do for a prospective employee? Writing a job ad with this in mind—for example, emphasizing career growth or the significance of the job—the quality of applicants rises dramatically, the researchers found.

“You really need to focus on what you’re going to do for applicants,” said David Jones, an author of the paper and a professor at the University of Vermont’s School of Business Administration.

In academic parlance, that means employers can write job ads by focusing on Needs-Supplies fit (what the organization can supply to meet an applicant’s needs), or Demands-Abilities fit (what abilities and skills the organization demands of candidates).

Mr. Jones and his co-authors, Joseph Schmidt from the University of Saskatchewan and Derek Chapman from the University of Calgary had the rare opportunity to test their hypotheses by manipulating  real ads and analyzing the resulting applications.

The authors partnered with an unnamed employer—the “Canadian head office of a large multinational engineering-consulting firm,” according to the study—with whom Schmidt had a previous relationship.

The researchers wrote or rewrote 56 ads, primarily for engineering and project management jobs, to emphasize either the Needs-Supplies or Demands-Abilities approach, and then collected data about application volume and applicant quality based on hiring managers’ ratings of the resumes submitted. In all, 991 people sent in applications. The paper will be published in a forthcoming issue of the Journal of Business and Psychology.

Not only did the candidate centered postings draw in slightly more applicants, but applicants’ talent level was significantly higher, with an average of 1.37 applicants per position receiving the highest rating from hiring managers. For the positions advertised using employer centered ads, on the other hand, only 0.48 applicants got top marks.

The Needs-Supplies postings emphasized things like opportunity for advancement, the autonomy workers in a role have, and the significance of the work. They included statements like “You will have the opportunity to work on a variety of tasks and develop your skills in many areas,” “We seek to provide employees with constructive feedback to foster their career growth,” and “You will have many opportunities to collaborate with talented people.”

The other postings focused on job requirements and performance expectations, with statements like “The successful applicant will have excellent written and verbal communication skills,” “Job incumbents will be required to show initiative in prioritizing tasks and carrying them through to completion,” and “The successful applicant will enthusiastically support and cooperate with others to develop effective solutions.”

Why are companies not getting the message? Jones suspects that hiring managers are trying to fill a gap in expertise, and not thinking from the applicants’ perspective.

“Applicants looking at a job opportunity have limited information,” Mr. Jones said. “They’re trying to figure out, ‘is this a place I want to work?’”

Keith Potts – Understanding your KPI’s

A few weeks after Manpower became a minority shareholder in in 2000, they provided us with golddust: We ran a project to look at vacancy views, applications and placements. Manpower posted exactly the same jobs on all the major job boards in the UK and recorded every step of the funnel, from views, to applications, to placements. One of our major competitors at the time beat us (and all the other job boards) in the number of views and applications delivered but what was interesting was that our site totally outperformed the others on the number of placements made.

A few years later, we working with a newspaper group. They ran a job board with significantly more unique visitors and page impressions than Jobsite. In the initial meeting we were being questioned and challenged as to why our site wasn’t performing as well as theirs. We looked at each other in astonishment and – realising that all their execs came from a newspaper background and were more concerned with eyeballs – explained our philosophy: Visits and page impressions are irrelevant and it’s all about making it as easy as possible for candidates to find relevant jobs and apply as quickly and smoothly as possible. Later on they asked us to run their job board…

You see where I am going, right? To run a successful job board you need to focus on the most important deliverable – the number of placements made and the value per placement. This is the ultimate success criteria.

We had many clients who didn’t want to share this data with us as they were afraid that it would be used to increase prices, but they missed the point: This information would have allowed us to make our site perform even better for their company. The recruiters that were prepared to help us, received better and better returns from Jobsite.

Based on this experience but also to have a view on our performance earlier in the application process (these days also called funnel), we also looked at the number of applications made per vacancies (ApV). The ApV cuts both ways: It ensures that you have relevant jobs for every candidate and enough applications for every vacancy (job) of your clients. This in turn gives you a clear insight on where to look for product improvements and marshall your sales and marketing resources in the most appropriate way for maximum impact.

These days you can obviously aggregate jobs based on candidates in your database that haven’t applied, as we do very successfully at OilFinity ( It is all about balancing supply and demand. Obviously, as outlined in my previous posts, these KPIs always need to be seen in context of the market you operate in and your role in the recruitment value chain.

There are many other secondary performance indicators such as number of sign ups for job alerts (as on a normal job board they deliver more than 50% of applications) and CVs searched and downloaded within a given time period if you have a CV database as you want to make sure that candidates are having a great experience here being contacted. Obviously you overlay every step of the funnel with cost, so you can manage your cost per registered user, cost per job alert, cost per application – this enables you to really dig into site performance and unearth product and marketing channel improvements. How can I improve conversion rates to make every step more profitable and optimise it for maximum return of my business?

The other KPI besides placements and APV for me is the number of exclusive users for your service: How many people only use your job board to find a job? With all job boards we’ve run, we record this on an on-going basis by industry sector and hence could show recruiters how many of the overall population of an industry sector were using us and how many were using us exclusively. If this is high, it is a very compelling reason for recruiters to use you.

These are the KPIs I use to assess the health of job boards and manage their performance. These KPIs are at the heart of the work and development we are doing today at Talenetic and are certainly ones that we use within and, our latest products.

Stacy Chapman: The ATS, Sourcing and Data

Stacy ChapmanI was connected with Stacy early this year and all I can say is that she is a force to be reckoned with. Passionate, knowledgeable and honest, Stacy is the CEO of SwoopTalent and has more than twenty years’ experience in talent strategy, data, process and systems, including work with some of the world’s leading employers. Stacy founded Aruspex in 2003 to tackle the huge challenge of strategic workforce planning and leads SwoopTalent to leverage social networks and big data for really effective talent sourcing and hiring.

Stacy ran both a workshop – about bringing sourcing into your business – and sat as a panelist on the Future of HR & Recruiting Technology session at The Job Board Summit 2015 – Europe. Both were great and her passion and commonsense came through loud and clear.

I was delighted to interview Stacy and it’s safe to say no punches were pulled: Continue reading “Stacy Chapman: The ATS, Sourcing and Data”