Don’t Panic! Careerleaf Offers Workopolis Niche Network Support and Advice from a Canadian Perspective

With the announcement of the sale of Workopolis to Indeed’s parent company, Careerleaf’s thoughts are with the Niche Network Partners, many of whom worked with our own VP of Revenue Operations Jonathan Page when he managed partnerships for Workopolis, as they deal with the uncertainty caused by this announcement.

Jonathan is directly supporting current partners by telephone and email to support them at this challenging time.

We have heard from WNN partners that other white label job board providers are aggressively pursuing them for quick technology transitions. However, Careerleaf is advising WNN partners not to panic, but to take quick actions to mitigate uncertainty. Here are the 4 areas, we recommend you concentrate on.

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User Experience for Association Career Centres

Professional associations are finding that keeping members active and engaged requires digital tools and platforms that help them connect and access resources on any given day, all year long. A little over a month ago, Tim Ebner outlined some basic elements of user experience for the Associations Now blog to help associations develop good usability on their websites.


For your online career centre, there are several areas that can become points of delight or points of frustration for your membership as job seekers. I’ve listed three such areas below, and talk a little bit about how to decide what’s right for your association. Consider those UX elements Ebner discussed as you think about the following areas of your association career centre. 

Job Search

Job search is a very broad topic when you consider that a person’s job search might begin with a search engine, a chat with a friend, or even by browsing the web without the intention of job searching. However they may end up on your association’s job board, it helps to remember where they begin. 

If your job content is members-only and requires them to log in before they can browse opportunities, search jobs, or manage their profile, make that step as seamless as possible. If they already have some kind of account they need to login to in order to access your other reasons, it’s worth investigating Single Sign-On solutions that will mean they only need to remember one set of login credentials.

 If your job content is free and open to the web for members and non-members alike, find ways to work in the name or your organization throughout your job board’s content. This can give non-members more context for your role in helping them in their job search and what your organization’s mission is overall. If you offer extra perks or benefits for members, be sure to use them as an enticement for members to login and take advantage of those benefits. 

Applying for Jobs

The way your members would prefer to apply to jobs may have nothing in common with the way employers would prefer to receive job applications – and that’s one of the reasons this part can get tricky. 

The majority of job seekers don’t want to jump through hoops to apply for a job. Something simple and straightforward will pretty much always win in their eyes. Employers, too, would like a simple and straightforward process, but they tend to ask more information of candidates up front to save themselves time. 

Your organization could potentially set down a policy for how job applications should work for employers and candidates, but it may require some research and compromises for both parties. Requiring employers and candidates to use your job board’s internal application system may help you gain more insight into how many people get hired through your career centre, but many employers may insist on using their own ATS or email/pen-and-paper/spreadsheet system. 

One thing you can do is gather feedback from employers and candidates in your industry and your association, and share it with the other. If your employers don’t realize they are contributing to a poor user experience for your association and a poor candidate experience for their organization, it’s worth sharing your knowledge and advising on ways to improve.

What Happens Next

You might not always have much control over how employers run their hiring processes, but you can think about how your members can stay engaged with you as a resource not only for their job search but for career-related knowledge and resources.


It’s generally wise to let the user control when they do and don’t receive things like emails and notifications and how often they receive them. Encouraging job seekers to set up their own job alerts so they can make sure they hear only about jobs that are relevant and interesting to them can be a great way to keep members engaged with your job board without pestering them. 

Bear in mind that some people regularly browsing your jobs may not be applying to everything in sight, but instead keep tabs on what opportunities are out there and apply more selectively. For this type of member, content about the substance of their work, career path planning, and skill development may be a more relevant way to keep them engaged.

User experience is inclusive of digital and non-digital interactions with your brand as an association and can overlap with the experiences your members have with employers who advertise with you on your career centre. Thinking about how members find themselves searching for a job on your website, how applicants and employers interact, and how you stay in touch with those actively and passively looking for career opportunities can all factor into the usability of your association career centre.

Integrating Print and Digital Recruitment Ad Sales

Newspapers and magazines belonging to regions with smaller populations or that publish on niche topics have in some cases had a difficult time bridging the gaps between their traditional print circulation and the digital realm.


When it comes to recruitment advertising sales, it’s a big deal to transition from employment classified ads to a job board branded to your publication. There are three main areas around which the change may be focused – the experience of your customers, your internal sales processes, and the experience of your job seekers.

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Improving Your Job Board’s Performance with the Right Traffic

There is a tendency for job boards to get tunnel vision when it comes to website traffic. Lots of traffic usually means lots of candidates, which means applications and/or clicks, which help the job board directly or indirectly generate revenue and provide the value they promise to recruiters and employers.

While you certainly won’t make money from a job board that no one visits, a high volume of applications won’t necessarily guarantee continued success. With a high traffic, high volume strategy, you’re essentially betting that among the thousands of job seekers arriving at your site and applying to your jobs will be some really qualified people.

While on the surface, bombarding employers with dozens or hundreds of applications might make them feel like they’re getting their money’s worth, you’re actually not making their job easier. The higher the volume of applications, the more work is involved for them, and the more likely it is that candidates aren’t going to be fairly or consistently screened and evaluated. The end result is that your customer may not wind up hiring somebody they found through your job board.

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Recruitment Business Models are Evolving

Recruiting is an interesting business to be in right now. When it comes to technology, many businesses are playing catch-up to bring their processes fully into the digital age.

Now, before you run out and buy a fully-formed, artificially intelligent robot assistant, think about examining your business model first. Any technology you use needs to fit with your business and the problems that it solves for your customers. Here are three things to keep in mind when evolving your recruitment business model:

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Chamber of Commerce Job Boards Shouldn’t be Empty

Chambers of Commerce do a lot of interesting work to advocate for local businesses, support local economic development, and to engage their community. With so much on your plate, it’s not completely shocking to discover that your chamber of commerce’s job board has been a little… neglected.

In this blog post, we’ll take a look at what that neglect looks like, how it can be fixed, and why it matters. First up, here’s a glimpse at some chamber of commerce job boards who share this problem:

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5 Steps to Making More Money With Your Job Board

For job boards that find themselves struggling to retain their past successes in the ever-changing world of recruiting, there are five core things you need to do to stay competitive and make more money.

1. Be Niche. Start Niche. Become Niche. Get… Niche-ier.

Generalist job boards – those that deal with all types of jobs on a national or international level – have the most competition. Not having a niche makes it really hard to stand out when it comes to your marketing, your SEO, and your overall value proposition to customers. (If you expect someone to search for “jobs” and find you on the first page of search results next to Indeed, LinkedIn, Monster, Glassdoor, Craigslist, Facebook, and other big established job boards, you’re going to have a long, expensive, and difficult road ahead of you.) 

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Job Postings as Native Ad Revenue for Publishers

Ad-Blockers are Causing Publishers to Lose Revenue

Display advertising is an important pillar of revenue for digital publishers, but disruption of those advertising revenue models has presented several challenges.

Last week Laurie Sullivan at MediaPost reported that US publishers have lost up to $15.8 billion in advertising revenue due to ad-blocking technology. The numbers come from a study done by, which estimates the international loss of ad revenue as a result of ad-blockers rose to $42 billion.

Some publishers have found that a “less is more” approach may yield better results. By being selective about the number of ads, their placement, and just who is advertising what, readers visiting a website are more likely to click on an ad when it’s relevant and their experience is enjoyable.

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Why We Built Job Board Software and You Shouldn’t

Can you build a job board from scratch?


Should you build a job board from scratch?

Uh, probably not.

There are many job board owners out there capable of building their own job board from scratch, but sometimes it’s not the best decision for their business. But job boards are awesome and deceptively complicated.

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