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March 23, 2020 Recruitment Isn't Going Away: Making the Most of Your Job Board Sergio Garcia - Marketing Manager

Recruitment Isn't Going Away: Making the Most of Your Job Board

For many businesses, the COVID-19 outbreak has ushered us into uncertain times. Many industries are practically in limbo, halted by an almost global standstill as we try to #flattenthecurve. 

One industry that has been significantly impacted is recruitment. If your company owns a job board, chances are you might be worrying about the impact of the Coronavirus on the recruitment industry.

It cannot be ignored that many industries have instated a hiring freeze in the midst of the outbreak. However, as always, when consumer behavior changes, it creates shifts in various industries. 

Whether it's corporate giants like Amazon and Walmart hiring hundreds of thousands of workers, or small local businesses hiring and adapting to remote hiring processes, recruitment isn't going anywhere, and has an important role in getting the economy back on track. 

Recent research has found a significant increase in job postings for workers with skills in health care, community response, crisis management and cleaning. 

Even more so, a quick Google search for jobs in your area should show that there are a significant number of job ads, in a variety of industries, posted within the last week alone. 

That means career centers are incredibly important right now as there is an urgency in hiring for a number of industries. The reality is, what matters now more than ever, is providing a seamless experience on your career center for job seekers and employers alike. 

At the heart of understanding how to provide value for your professional community during this shift is data. 

Unique Data in Your Career Center

Right now, it's about more than just having a job board with “job postings”. 

It’s about being your community’s go-to resource for online recruitment by providing a comprehensive career center with helpful resources for job seekers, a seamless job posting experience for employers, and relevant content. 

Within recent years there has been considerable talk and focus on Artificial Intelligence and the ways it can revolutionize the online recruitment industry. 

Job board owners have been evaluating how to adopt AI and Machine Learning capabilities in order to improve their user engagement, streamline their operations, and drive success. 

Now more than ever, AI can significantly impact the industry as the world is spending more time online.

As I mentioned earlier, at the heart of the matter is data. It’s the fundamental piece of the AI puzzle. However, many recruiters, employers, and association execs alike tend to rely on traditional recruitment metrics to measure performance:

  • Speed-based recruitment metrics like time to hire, time to acceptance, time to start, time to approve, and time per stage.
  • Quality-based recruitment metrics like submission to acceptance rate, source of hire, applications per job, candidates per hire and retention rates.
  • Cost-based recruitment metrics like cost per hire, applications per channel, talent pool growth and advertisement performance.

These metrics are valuable in measuring the efficiency and effectiveness of your hiring process. 

However, If you want to improve the overall quality of candidates and increase conversion, you'll need to take a deep dive into job seeker data to better understand what they're looking for and what drives applications from top candidates. Your career center should provide extremely valuable, actionable data.

Just think about how much information a person gives when applying for a job. This data is immeasurable for creating even more value for your professional audience.  

The type of data your career center provides creates a unique opportunity in the competitive landscape as it exists today. Google, at least for now — even with Google for Jobs, does not have this data:

These various data points provide a robust understanding of your applicants and their unique profiles - creating unique opportunities to provide real value for your professional audience. 

Transactional Data 

This data is based on their activity on your career center; what types of jobs they’ve viewed, what they’ve applied for, what job alerts they’ve signed-up for, whether they’ve hard or soft registered, whether they’ve created an account.


These are a set of indicators of the depth of interaction they’re having with your career center, what type of jobs are relevant to them, their seniority level, and more.

It can also provide you with a view on what’s happening in your industry, particular areas of expertise, and job satisfaction.

Insight into Job Search Queries 

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Another example is what they’ve specifically been searching for.

Not only data on searches that start from Search Engines, but searches that happen right in your site. This tells you exactly what visitors are looking for, and also provides a reference point that can be used to communicate back to Employers.

For example, you can highlight the expertise of your niche audience if applicable to establish your career center as the best resource for employers and recruiters to find highly qualified, relevant candidates. 

Behavioral Data 

This is data based on their behavior when engaging with your career center. How often they come to your careers site, where they come from, what they looked at, how they navigated around, were they logged in, where they dropped out, etc.  

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This data and research will help you understand job seeker behavior and inform when to deliver the right content at the right time - which will be crucial as people are spending more time online and on devices now. This will increase engagement as the user will be more ready to interact when it is right for them. 

An example of this is job alert delivery times — our data analysis shows job seekers are more likely to apply for job opportunities on mobile during the early morning period, but on desktop in the middle of the day.  

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Not only are you able to look at this type of behavioral data for your site, but we’re analyzing and evaluating it across the board for you. 

Personal Data 

This helps deeply understand who the job seeker really is. There are no fake email addresses or contact details (like Elvis Presley rising from the dead to download your latest white paper).

When sharing details on your career center while applying for a job or signing up for job alerts, professionals within your community share where they live, where they’ve worked, what skills they have (and don’t have), what qualifications they have (and don’t have). 


This data is gold. As mentioned before, the large data hungry companies, like Google, often don’t have this. It can help you extend beyond your career center into professional development — sharing highly relevant resources that are of value to individual job seekers. 

You can share relevant careers advice, industry news and so much more to keep job seekers up to date on the latest developments within their industry. 

Profile Data 

This is what they’re looking for in a position, where they’re looking to work, and more. These are true, explicitly shared data sets that can give you real information about your professional audience — and not only from a career perspective.

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This data set informs what content they've downloaded, do they already have an account, do they have a particular credential, etc. This data will help you provide relevant, targeted content to individuals - further establishing your career center as a consistent resource. 

Supply & Demand Data 

This is macro-analytical data (such as user behavior) and combining it with micro-analytical data from your unique career center set-up (such as an “apply” user action), after all not all career center needs are the same.


Supply & Demand shows the locations and types of jobs users are looking for. It spotlights where there are too many or too few candidates, or where there are too many or too few jobs.

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These data sets identify specific actions — for example, where you see red is a sales opportunity and where there is green is a marketing opportunity. If there are many job seekers looking for Pediatric Oncology positions, yet there aren't many jobs, it’s a sales opportunity to call on employers to deliver qualified candidates to them.

Channel Data

This data shows you what sources are working for you to drive more applications. Your analytics can give you some high-level information to see how well diversified your recruitment channels are. 


Just like with Supply & Demand data, Channel Data can be matched against the micro-analytics of the career center, to better identify where your Return on Investment (ROI) is and where there are higher engagement rates on your specific KPI’s.

These extremely valuable data points enable you to vastly improve the job seeker experience, provide highly relevant content and careers resources, and boost engagement in the process.


Recruitment, like many industries, has been significantly impacted by the COVID-19 outbreak. However, recruitment is an important element of keeping businesses operating during these times. 

Your career center should be providing the data I've outlined. These unique data points can help you provide significant value for your professional audience and help connect high-quality candidates with the right employers.

Subscribe to the Madgex blog as in the coming weeks we'll be sharing our own data analysis on what sectors have seen significantly more demand since the outbreak.