Category Archives: UK Articles

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 They use outdated pricing models.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

Keith Potts – Understanding your KPI’s

A few weeks after Manpower became a minority shareholder in Jobsite.co.uk 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 (www.oilfinity.com). 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 www.oilfinity.com and www.topengineer.com, 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

Keith Potts: The challenges and future of job boards

We had some fantastic names with us for this year’s Job Board Summit 2015 – Europe, one such being Keith Potts. Keith has been at the forefront of the job board industry since founding one of the earliest job boards in the UK, Jobsite, and subsequently built the highly successful group, Evenbase which included: Jobsites, Broadbean Technology and a number of niche job boards.

Today, Keith is building another successful business, Talenetics, and he is bringing the same passion, knowledge and values we’ve seen time and again to this business.

I was delighted to get a few moments with Keith to discuss his insights into these four big questions. Continue reading

Barry Flack: The future of recruitment

Barry has been at the forefront of the UK HR & Recruiting industry for many years having held senior leadership positions at the likes of Barclaycard and Primark. Barry is joining us for our Future of Recruitment & HR session alongside Matthew Jeffery, Jennifer Candee, Jeremy Russon and Jamie Leonard.

Barry shared his view in this short but to the point piece.

The future of recruitment is in the mind

The future of recruitment as we know it is as exciting as it is unpredictable. One only has to tap into the newswires coming from HR Tech conferences to see where the next new set of shiny bright toys are coming from as evidenced by the enormous investment being pushed in that area from the west coast of the USA. Continue reading

Mariano Mamertino: Septembers Job posting Dip

MarianoMarino Mamertino, Economic Research Analyst for Indeed, is one of our keynote speakers at The Job Board Summit 2015 – Europe. His background at the International Labour Organisation combined the data he has access to today, via Indeed, positions him well to look at ‘The Future Recruiting Economies of Europe’.

He has just this week been commenting on September’s new employment figures which show a significant weakening labour market in the UK, with job postings declining across all sectors in September compared to the previous month. Continue reading

Louise Grant, Jobg8 CEO, on how The Job Board Summits came to be

The Job Board Summit 2015 – Europe is fast approaching with only two weeks until we kick off in London!

Bigger and better than ever, the unique industry event is back for its forth year and offers and incredible agenda packed full of regionally specific workshops, insightful keynote speakers and endless networking opportunities.

With this in mind, and after four years and seven events which have grown each year, we wanted to find out how it all began.

Louise Grant, Jobg8’s CEO, gave us a few moments to discuss the creation of The Job Board Summits, how they have developed, what’s to come this year and what she loves most about the job board industry.