Chambers of commerce and local governments representing and working with businesses outside of big cities have generally witnessed a slower economic recovery than those of their urban-dwelling neighbours. Many chambers are launching and implementing economic development projects to encourage the development and retention of local businesses and workers.
But industries have changed due to automation, globalization, and the rise of service and technology sectors, making it difficult to retain the young talent they raised and educated and attract new workers and residents.
So, how can chambers of commerce help local economies evolve?
Continue reading “How a Job Board Can Help Revitalize Your Local Economy”
Niche job boards can solve a lot of problems for recruiters, and there are many different types of recruiters. Most of them have to really hustle and work hard to do their jobs, and while new technologies are opening up all kinds of doors and possibilities for the future, it can be overwhelming. Some people who need to hire employees aren’t recruiters at all – they’re primarily business owners and office managers who are also responsible for recruiting and hiring.
Hiring feels like an aberration of some kind. It’s a disruption to an employer because it means that somebody has quit, retired, or been fired. Or it means their business is growing and they need more hands on deck to get the work done or even just to keep their heads above water.
Often, it’s a big hassle that needs to be dealt with in a rush.
And yet, without the right people to fill those gaps and come on board, businesses can really struggle. Niche job boards can help solve these problems for employers and recruiters.
Continue reading “How Niche Job Boards Solve Big Problems”
How can you, as a recruiter or job board owner, make hiring easier and more effective?
There are so many factors that you might consider – your job board’s design, an employer’s brand, candidate experience, SEO – but the answer to that question really begins with what is perhaps the most important element of the recruiting process: the humble job post.
Those other things matter, but without good job posts, you run the risk of leading a horse to water without it taking a drink. To use another animal-based metaphor, you’re fishing without bait.
Where Most Job Posts Go Wrong
Job descriptions are important. Depending on the employer’s size, the type of work and the kind of contract involved, it can be very important to define a job description for both the new hire and the employer. A company’s HR department may need to keep job descriptions on file in their records for multiple purposes, but it does not follow that that description is the one that must be used to advertise a new job opening.
Continue reading “Quality Job Posts Drive Job Board Success”
You’ve likely already heard the news that job aggregator Simply Hired is shutting down on June 26th. A letter was sent to their customers and publishing partners, informing them of the shutdown.
The Simply Hired shutdown will impact those whose job sites are hosted by Simply Hired, and anyone using Simply Hired’s job widgets, API, and data feeds. Simply Hired staff also “face an uncertain future”, and many assume they will be laid off. It has since been reported through “a trusted source” that Recruit (Indeed’s parent company) has acquired Simply Hired.
Simply Hired Shutdown Timeline and News Round-Up
Continue reading “The Simply Hired Shutdown: News and Next Steps”
Careerleaf was originally founded from a belief that there was a better way to connect talent with employers through technology. Even with the progress we’ve made through the years, our journey is far from over; in fact, it will never end. Philosophically, we believe that our products (as well as our team) can always be improved upon.
So in the spirit of continuously bettering the recruitment process, Wayne Fleming, recruitment and HR consultant from Flexi Personnel, is making a guest contribution to our blog this week on how to strengthen one’s candidate recruitment.
Continue reading “5 Ways to Strengthen your Candidate Recruitment – Guest Post”
I can still recall, quite vividly, the days when my whole household had one cellphone, and it was carried by the family member who could justify the greatest need for it.
In 2007, I reluctantly purchased my first cellphone that I didn’t share with a family member. I was 22 at the time and being a late adopter was a point of pride – I wanted to see how long I could hold out before being swallowed by the mobile revolution. Tell that to my parents, and they’d laugh thinking about the technology they had when they were 22. Tell that to one of my cousins in high school, and well, they’d probably laugh as well – who waits till they’re 22 until getting their very own phone?
Fast forward to today, and I’m more likely to leave my house without my wallet than my cellphone – a sentiment that I believe is quite significant in terms of how the Internet and proliferation of mobile devices has truly changed our society.
Continue reading “Enhancing Recruitment Marketing with SEO”
We’ve broken down the basic components of a job post on this blog before, but there is always room for improvement. Here are five ways you can write better job posts, or help your customers do the same.
This slideshare featured on Recruiting.com recommends avoiding overly creative job titles. iMediaConnection has collected a list of hilariously (and unnecessarily) creative job titles here, that will give you an idea of what they mean. “Wizard of Light Bulb Moments” and “Chief Visionary Officer” might sound fun and quirky, but you’ll drastically reduce the discoverability of a job advertisement with that title. If you’re looking for an Inbound Marketing Strategist, don’t advertise for a “Growth Guru” if you’re hoping to cast a wide net. Candidates are unlikely to search using your fun and quirky terminology, and they won’t be using them in any email/job search alerts.
Continue reading “5 Ways to Write Better Job Posts”
The most important thing about a job board is that it introduces candidates to employers, and vice versa. If that function is not working, then you do not have a job board.
The basics of how this process works usually goes something like this:
- Employer posts job opening
- Candidates discover the position
- Candidates apply for the position
- Employer reviews applications
- Employer contacts the candidates they’re interested in, followed by interviewing, hiring, etc.
Continue reading “Job Matching is Not a Magic Bullet”
“Recruitment Marketing” is another one of those phrases you’re probably hearing about more often lately. It’s the concept that in order to recruit and to hire, you need to market to candidates.
It’s the kind of idea that seems obvious in retrospect. I’ve already written about how job boards can help their customers create great candidate experiences by thinking about job seekers as customers, and recruitment marketing fits right in with that.
If the candidate is the customer, then the employer (or the job they are hiring for) is the product you’re selling to them. In order to sell it to them, you have to market to them. Marketing a job or an employer encompasses a variety of components, including:
Continue reading “How to Make Recruitment Marketing Work for Your Job Board”
You’re hiring! That means finding and attracting candidates who you then need to evaluate for the position. But it’s not that simple, is it?
Let’s define what it is you or your company wants when you’re looking to hire. Bottom line? You need somebody who can do the work you need done.
But typically, most employers also want that someone to:
- Do the work really well
- Have the traits and interpersonal skills that enable them to work with others in the workplace as necessary
- Help strengthen their organization through their efforts
We’ve seen a shift in how we talk about recruiting and hiring, and the idea has emerged that employers need to market themselves to candidates as great places to work/people to work for, similarly to how a company markets to customers. Over the past two decades, we’ve seen the Internet multiply and diversify–no matter what it is you’re looking for, you will find it in abundance, and easily. A little too easily, sometimes.
Continue reading “Honesty in Employer Branding and Attracting Candidates”