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May 19, 2020, Online
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Dinosaurs roar the new breed of super job boards
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About speakers

Clayton Kearns
President at MinnesotaJobs.com
Steve Flook
President & CEO at iHire
Faith Rothberg
CEO at College Recruiter job search site
John Mellor
President & CEO at WorkInSports.com
Peter Weddle
CEO at TAtech

The majority of our awake life is spent working. Why not enjoy it more?At iHire, we’re on a mission to connect millions of candidates to meaningful and better employment, and do it all at scale. The fusion of advanced technology, trusted data, and an incredibly talented and engaged team is the formula for our success. My passion for technology and innovation guides my greater purpose at work: to enhance the lives of my staff and the millions of job seekers who are members of the iHire community.

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For three decades, Faith has been involved in strategic development and technology, from managing business units with large corporations, to consulting with large and small businesses and finally running her own business with her partner and husband, Steven Rothberg, at College Recruiter.Faith is known for her ability to envision long-term, strategic solutions as well as her skill in managing technology in the fast-paced world of the Internet and her strong relationship skills allowing her to manage people well.Faith has always strived for balance in her life. She left the large corporate world as her family grew. She first joined her husband as the Vice President of their business. In that role, she was involved in all of the strategic decisions but not the day-to-day operations. Later, as their children grew older, she started working full-time as Chief Executive Officer. In that role, she shares responsibilities in strategic, financial and human resource decisions. In addition she heads up the technology side of the company.For three decades, Faith has been involved in strategic development and technology, from managing business units with large corporations, to consulting with large and small businesses and finally running her own business with her partner and husband, Steven Rothberg, at College Recruiter.

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Founded in 2000, WorkInSports.com has become the #1 job board and employment resource in the sports industry featuring hard-to-find sports jobs and internships nationwide. Resources include resume posting, career tips, job and internship postings, career spotlights from sports industry executives and video interviews.

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My career has been shaped by the two most important waves of change in the world’s workplace over the past fifty years: the War for the Best Talent and the changing definition and dynamics of work itself.Driving both of these waves has been the relentless introduction of new and ever more capable technology. As I detail in my new book - Circa 2118: What Humans Will Do When Machines Take Over - that technology and the byte-collar workforce it will create are now about to make the War for the Best Talent irrelevant and turn the world of work upside down.Unlike Hollywood's view of super-capable machines, however, I don't see this development as a threat, but instead as a liberation - an extraordinary opportunity to reset what we do with our lives and how we do it. It is the opening of a new era: the Neonaissance or the Birth of Self-Ennoblement.

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About the talk

Long derided as a dying species, job boards have come roaring back with new products and services and a more expansive view of their role in the acquisition of top talent. From programmatic ad buying to recruitment marketing, from chatbots for CRM to new job seeker services, these aren’t the sites of yesteryear. A panel of job board CEOs will talk about how they’re repositioning and repurposing their sites to better serve employers.

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I very great pleasure to moderate our next panel called Dinosaurs Roar the new breed of super job boards. If you if you been in this industry more than 15 minutes, you have heard somebody opine that job boards are either dead or dying. They are dinosaurs. They are technology rooted in the past and therefore not not very effective than yet virtually every survey Talent acquisition professionals indicates that they remain among the most popular most effective ways of going to market for talent. So I want to talk a little bit today or opportunity our

colleagues in the industry to talk a little bit today about, excuse me about how job boards have evolved over time. I think it would be fair for you to ask. Where do I get off talking about a history of job boards way back in the early 1990s? I sold a company called Job Bank USA and very good fortune had the opportunity to write a biweekly column for the Wall Street Journal about this new thing called the internet and in particular the computer. So when I saw there is some debate about what was the first job board on the

web, but I think it is correct to say that the first employment site was a bulletin board produced by a company called ice in Des Moines, Iowa operated in the 1980s. I'll put a 19 by the mid-1990s. However, this industry was roaring and there was a significant competition at the top of the food chain for who was going to come out number one in 1995 or so, Jeff Taylor launched a company called the monster board in a set of offices above a Chinese restaurant in Framingham, Massachusetts

in 1999. He bought the Online Career Center, which had been founded by Bill Warren in Indianapolis and renamed the company just old monster and that company was subsequently acquired by TMP. how much was on the global brand for job boards and launched a Super Bowl ad 1999 just about anybody who was in the employment base it heard the brand but they were facing stiff competition from another company that was started in 1995 by Rob McDermott in Chicago was called net start it generated or attracted

over 9 million dollars in investment funds renamed itself Careerbuilder in 1998 and was subsequently purchased by Knight Ridder and Tribune company newspaper companies and then later I was going to join the fam and they started to acquire companies are required at Hunter. Net a couple years later at the top of the Chain was a company that was a derivative of a staffing firm in New York City called hot jobs and it was purchased by Yahoo. So those were

the big three in benisim there were lots and lots of nice job boards that focused on a particular industry trade. They were pure plays pure businesses in some cases somewhere launched by newspaper's somewhere launched by fraternities and sororities college career departments. Sometimes launch the job board College alumni associations lunch job boards Association Career Centers a head job boards. So it was a very large and vibrant population. And in 1999 it occurred to me that just as restaurants had the cats as a guy do restaurants back.

Then we needed a guide to this ever-growing highly Dynamic population of Are you published a book called battles Guide online payment sites, we published it for the first time in 1999 who filed 105 job boards, and I made the I made the claim that in my view. There were at that point 99 over a hundred thousand job boards operating worldwide. We continue to Publix at guide until 2013. You said you can still find it on Amazon all of the data in the book are completely out of date, but it makes a great door stop. But but in any case by

2092 steps cues Me by 2013 the guy featured a hundred of what we consider to be the best job boards and a directory of over 9,000 and by my count there were a hundred and fifty thousand plus Job boards operating in North America alone. So this is a very big and Vibrant Community and they all shared one African virtually from the first day as I mentioned just a second ago people have been predicting the demise of this species. In fact, there have been to sort of Shepherd meteor strikes threatened or allegedly threatened this group the first of course, we're just papers themselves.

No back in the 1990's they were powerful and widespread recruitment advertising platforms. So they were the game if you will and I can remember talking to a number of major newspaper Publishers around the country virtually everyone on which said at his job boards there just a fad they'll be gone in in the space of the year to and of course, we know how that turned out. Newspapers are a pale shadow of what they once were and job boards continue to flourish

lights the ability to network with Talent on board or online. I was it was great opportunity and folks thought that that too would lead to the demise of recruitment recruitment advertising on the web is that this Dynamic group. I'm having evolved. It had to evolve to meet the customer's needs to customers expectations, whether those customers with job Seekers or they were employers and recruit in the beginning. They were basically classified advertising on the web.

They were duration based ads with a little resume search turning around the around the edges. But today they are very very different and we are very fortunate to have for a job boards with us to talk about how they have evolved how they are different from the job Boards of the past and how they have tried to tailor their products and services to meet the needs of today's and tomorrow's and spoilers and jobseekers is going to be Clayton currencies for president at Minnesota. Jobs.com going to ask him to

turn on his mic and join us for a brief description of his sight. Not sure if you can see me, but can you hear me? Yes, we can hear you. Not sure that you will try that. They don't have permission to turn my camera on. So anyway. We can see you now Clayton. Go ahead great. Perfect. Stop playing current. I'm the CEO of the liberal media. We operate a national network of geographic skills Pacific and diversity job boards as Mr. Jaat.com in 1995 before we were a

online job for beer actually a hotline call in and I'm sure job listings. We've really evolved Beyond even 32 job postings since our Inception company over in 2016, and we be formatted and Rich Golden God is really there. Agency. So we really look at job postings and I was really kind of the start of the relationship science in so much more goes into it now A B C with automatic. We call a custom digital campaigns and also a lot of Brandy just know Granny. We do Billboards TV commercials radio spots. Ott or Street personals are the ads actually play on

Amazon Chromecast think like that. If you tell a story in a little job posting a lot of our clients are small and medium-sized companies. They don't have a charger. They don't have Recruiters in a lot lot lot of instances. So they're actually looking for us to become an extension of our HR departments. So we've also launched Staffing Services direct hire temporary staffing as well because that we have is with our compliance products or 60p compliance report as well as tax credits County tax credits,

and I know he's checking out of gastric medicine ball from player. So Oh, yeah, absolutely. Tell us a little bit more about ofccp compliance. What what exactly is involved in that? Yeah, so we really going to try to simplify it. It's it's really getting jobs that give me the den State Job Banks and in keeping reports of that activity for a. Of three years. That's really the Crux of it is something human for employers to post positions to do the state job bank. And so we've automated a lot of that in some instances. And so we've taken that burden off

your plate right now with tax credits. You may be familiar with work on any of our sites take a survey see what kind of credit do I qualify for? And then you bring that credit to the employer when they're tired and then put her that was before credit once they're brought. I'm also right now there's these retention tax credits that are very popular so far out there and food as I retain employees during this time, they're eligible for a $5,000 tax credit and obviously been very busy with those as well. Great.

Thank you very much. So that was Clayton Kearns at Minnesota. Jobs.com now, I'd like to introduce Steve's Luke. He is the president and CEO of I hire Steve. Thank you Peter. Hang on one second on the video Co by higher tires dedicated to efficiently connecting industry Focus Talent with employers and eat. We've been doing it since since 1999 with a lot of her first sight certain destruction community in fast forward to today over 20 years later. We have over 50 industry-specific sites all operating under the same

technology platform and the same dedicated staff of my quick dinosaur story is when I joined I hire 12 years ago, one of my first task on the texting was to decommission an entire rack of back servers because back in the day, especially in the small business. I think they didn't have reliable Corporate email couldn't take the attachments for applications, but they did have a reliable fax machine. So literally thousands of of applications and resumes being faxed everyday. And of course, that's an irrelevant communication medium at this point. We've moved on to email text messaging push

notifications as a communication meeting supposed to stay good good example as to what worked yesterday may not may not have on Jeopardy year from now. So I'm thinking of on Jeopardy and I think it's I think it's easy to look at a company has been around for a long time like our panelists and receive them as stale are slow-moving but there's a really hyper competitive space where we're moving very quickly and I'm proud of my team we have about 7. Place here in the US this the market that we serve at work pumping out 2 to 3 feet releases to to customers both employers and

cannons Ever every single week. Dutch and Big Data ingesting and synthesizing over 10 million events every single day. I'm so we can really have a good blend of of quantitative analysis forms of all the products that are customers purchasing Delair in with the service in a qualitative feedback. They're getting from customers through that then volume of data were able to perform a number of babies to just noticed on our website sometimes upwards of six to ten spearmint that are going on at any one point in time to make sure that you're posting flow is is contently

optimized or run the can decide to make sure the job application experiences Barry optimism, both mobile and desktop. Make sure to seems experience for those candidates. I say seamless but we don't make it too easy and I hair to be honest. We take a real quality over quantity approach. We don't have the X experience remove one click apply with a candidate's I'm very can eccentric model week. Dziedzic about who they're flying to making sure that they have an optimized resume invested 3 years in Rich set of tools to help them enhance their career and

it pays dividends because I keep coming back as they looked at answer career the next time and then ultimately find that the employers will follow so appreciate the opportunity to join the family here today Peter. Thank you. Steve. Tell us a little bit more about your drivers your personalized service and support what what is what is involved in all that? And so will Weed really take pride in our services that we offer to both Candice employers as a phone number on each side of the site and its have the phone number they can call we have

industry certified professional resume writers. Some of them award-winning that can help a can enhance their personal and marketing a personal stuff. We have certified career coaches that Cannon's can call upon to help them navigate job search on the employer side. I'm dedicated client relationship managers that can assist them and really understand the employer has goals and it's not just about the recent posting that was that was quite some time ago. So we offer a variety of different performing job ad units that we can later in this play as we can later and custom targeted

email campaigns and really put together a package that can help them achieve their recruiting goals. Great. Thank you very much. Appreciate that. Next up is Faith rothberg. She's the CEO of college recruiter. Hi Peter. So I thank you very much and the dating myself as a dinosaur myself. We actually launched our job board in 1996. But as Steve just said things moved very quickly in our industry and currently wear on a 6 the version of our site built from the ground up with new technology. And we use the best search in the industry will use Google Cloud solution and the search

is really great for a candidates as it also provides a commute search. So candidates can actually search by how far job it is from their site thing. I should say for people that don't know college recruiter. We are a job board that Is directly for students and recent grads were in the college Niche and we believe that every student Grande deserves a great career. And so we are very customer-focused to the candidate but we are also very customer-focused to our employers

who are mostly Fortune 1000 employers and federal government agencies and other organizations that hire at scale we've been talking about today a lot about hiring at scale because of the industry and so it's very that's how we're positioned because in college recruiting typically people hire for one position like an internship and they'll hire you know, that hire like 60 or $100 200 people into their internships. There's also very large employers that hire College grads and

mass they might hire 8000 new College grads into their Leadership program in so we've where we've transformed is into a product recall jobs at scale and what it is is the ability to pay for performance. It's the CPC programmatic job posting and one of the things that's been really great for a customer's is for a while. We've had these targeted emails and targeted Banner advertising where we can highly highly Target by school by major languages grade point whether they're citizens, we can do all that through a targeted emails and Banners but our job postings

until we change to programmatic and pay-for-performance word duration based like everybody else and we were able to use them for sort of Evergreen jobs wear and they were kind of a way to introduce people to college recruiter. now what jobs with scale were absolutely able to hire help someone higher one position a higher thousands of people and so that has been a big transformation for us and then we also We also have had to be Innovative in order to really reach our customers

needs with this being able to hire in mask and so we really moved to this model and that's really the biggest thing that's differentiated Us in Arnot where it really appears that employers. This fall are going to have to hire at scale off campus which were set up to help with so that they can move to online and Peter like you were talking about with the The sophistication that's going to be needed those Talent acquisition folks are looking more and more at performance numbers and being more strategic about the quality. They're

getting and not just the quantity and that's something else we've been able to really do is keep our quality up while we're while we were also able to provide. Thank you very much face. We're going to be covering programmatic in some detail in later in the conference. But just real quick for those who may not be able to attend that later session. What programmatic advertising is. sir Okay. Yeah, so programmatic advertising is the ability to put in rules so that You're able to

control the quality and quantity of the eclipse that you're getting so you look at one second. I'm starting my video back up. So with programmatic we are able to handle our costs because in the network of So when our candidates we will allow our candidate we have Publishers in our Network other partners that will send us and when they send us applicants we pay them on a on a cost-per-click basis and so we can control and manage that I'm through programmatic where we can say

we'd like to where we can control budgets. We can control number of number of clicks caps on things like that. So that's really helpful in driving quality and also managing our Call structured to provide something at a profitable level. Thank you very much on Miller. He is the president and CEO of working sports.com working in a segment of the economy that has been massively hit by the pandemic. So take it away. Thanks. Morning working Sports. We started to 20 years ago actually celebrating our twentieth year in business. I will always had a backwards business model.

Where are job Seekers subscription monthly subscription to access the jobs. We've always had to do this historically sports teams. Just we're not willing to pay the band was too high. They get enough resumes that they were not going to pay to post job so that the traditional business model wouldn't work fast forward. There is no. Demand for it. We've actually just created a new product for employers that sell in beta right now will be launched in July 1st. We're excited about that that you blow time. He probably could be worse over the

years. We've had to diversify our Revenue stream from just a job Seeker model about seven or eight years ago. We launched degrees and sports.com. It's an online portal for all the different sports management programs in the country. And this has been a great source for the given. There's a way to connect with the professors and the sports management programs and a screening of Revenue stream for us because he's programs you Zara platform for advertising and will send out emails for them to promote their their school. So that's very competitive degree is about 505

and fifty states recently in July. We actually also because of all that the relationship with these professors me. System Evac Richland wa license to the the program sports management program that allows of them. It's a 4 module system that helps the kids treadmill cost of the year. I'm just getting the word out. Just helping them. Then we love is no charge for that the video sessions me do and that all came about content and then Gates learning about 7 years ago, and he helped create the

educational platform and his job released to go grass roots and the schools and the podcast now. Reach out to the students. Thank you. So so John all of you guys are our Niche sites in one way or another talk a little bit more about how you compete with larger General boards or aggregators like indeed. How do you differentiate yourself from those indirect competitors? If you will be using we have to do is create a community we have to be able to see if you went to and then you could probably find maybe 80% of the jobs that are on our side

but you could find them. So there's the community the Facebook group The Lincoln group that we have the ER for support specialist people can call and talk to them about where they want to go job. They're looking for Zoe. And again, it's every we just talked about the education getting in building relationships with this the schools and you're developing some Someone comes in high school to be looking for where they want to go to college. Come to us from there. They use our program. No one said they found a program that

use our curriculum for sports management program to learn how to find a job or internship to find their internship while working Sports than they'll find their their entry level job one day. They'll be a hiring manager come back to us as an employer hiring and the circle of life. We start high school week. We can see it all all the way through to the end where they know hiring people using our service. Hey where we just had a question come in on that very topic. It's for you John. It's who was paying the customer for who is the Paint customer for these new education-related initiatives

the school's the students who sang One schools currently last year. I'm currently I said make a quarter of them have its built-in. It's like a textbook Steve. So we charge the school and then they'll bring in every every incoming freshmen to their program working Sports membership and then access to the curriculum for a for a really weird voices school and every semester we are bored at a new set of students at the school pays other they make your requirements class requirements

and we give them the code and the student comes to us with the code and they they pay for it. But it's it's it's Store Amazon where to buy the textbook to have to come to us and then spend the money with us. Dutch Welch, please join me in spanking the entire panel. I hope that gave you a view into how job boards have evolved from there very early Ren Incarnation as simply duration based classified advertising on the web to today Community Builders education providers high-touch kinds of of product and service

providers programmatic ad-buying platforms and and More store. So it really is a new breed and much more powerful breed of recruiting resources for employers.

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