Inside Job Boards and Recruitment Marketplaces Evergreen Podcasts

We've really enjoyed publishing this audio-only podcast in partnership with the good folks at Evergreen, but all good things must come to an end. Or, in this case, not really come to an end but change and move. Kind of like when teenagers (finally!) move out of the house. But we digress.

We're moving to a video, live-stream format even though the people who know us best repeatedly tell us that we have faces for radio.

We're happy to notify you when we're up-and-running in April 2023. For our High Volume Hiring Podcast, go to https://www2.collegerecruiter.com/highvolumehiringlivestream and click the Follow button. For our Inside Job Boards and Recruitment Marketplaces Podcast, go to https://www2.collegerecruiter.com/insidejobboardslivestream and click the Follow button. Better yet, go to both and click Follow for each because, well, the more the merrier.New boost
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Jim Durbin is the Director of Recruitment Marketing for PSG Global Solutions, an RPO that supports staffing and recruiting companies. Jim has been in the industry for over 20 years, and he is sometimes referred to as the Indeed Whisperer.
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Russia invaded Ukraine on February 20, 2014, capturing strategic sites across Crimia. Within weeks, Russian forces and militia allied with Russia controlled not just Crimia, but also substantial portions of eastern Ukraine.

Six years later on February 24, 2022, Russia again invaded Ukraine but this time its goal was to conquer the entire country. Ukraine, with substantial aid from other nations, fought back but at a terrible price with tens and perhaps hundreds of thousands killed and wounded on both sides and likely hundreds of billions of dollars in property losses. Yet, despite the war, there have been heartwarming stories. Some of those involve the adaptation by Ukrainian businesses and ordinary citizens in how they lead their lives and help their friends, family, and neighbors. Relocate.me, a Ukrainian job board for those seeking to work in other countries, is a prime example, as is its founder, Andrew Stetsenko. The business continues to operate under the leadership of Andrew even while he spends a substantial amount of his time procuring humanitarian supplies at border crossings and then delivering it to Ukrainian citizens, many of whom would have suffered greatly and perhaps even died without Andrew's volunteer efforts.

In this special episode, co-hosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter talk with Andrew about what business and life was like before and since the invasions and what those of us outside of Ukraine can do to help.
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Indeed is the world's biggest job board and has long charged its employer customers on a cost-per-click (CPC) basis. In Q4 2022, Indeed announced at its annual conference, by email, and on-site that within months it would phase out CPC in favor of cost-per-application (CPA). Yet, when the calendar turned from 2022 to 2023, many of Indeed's small and medium sized business (SMBs) customers were shocked to discover that they were being charged per application and, in some cases, their monthly costs skyrocketed. Some customers reported paying $15 application instead of $1.00 per click and $1,000 a month instead of $100.

In today's episode, we attempt to get to the bottom of the situation including presenting Indeed’s statement to the AIM Group about the new pricing model. The statement does not shy away from admitting that the roll-out wasn’t smooth:

Indeed’s mission is to help people get jobs, and one of our values in support of our mission is pay for performance. As part of this, we are continuing our transition to a model of pay for results, which includes pay per application and pay per started application. Employers have given feedback that they would prefer to be charged when they see greater value, which is getting them closer to the hire with an actual application instead of a click.

We remain committed to helping employers with this change and have taken comprehensive steps to communicate with employers throughout the rollout, including via email and within the product as they use it on Indeed. We encourage employers with questions to contact Indeed Support.

When posting new job ads, employers are prompted to customize how they want to receive applications. This is designed to help ensure they stay within a budget that works for their needs.

- Determine a price: Before an employer spends on their job ad, they review and approve a price per application. The price is based on historical hiring data from jobs similar to the employer’s and the estimated number of applications the employer will likely need to help make a hire.

- Set application limit: For each job post, an employer has the option to set an application limit. Once the limit is reached, the job post will automatically pause. Employers can also manually pause or close the job at any time.

- Automatically reject unqualified candidates: Indeed offers the option to automatically reject an application if the applicant doesn’t meet predetermined requirements marked as ‘deal breakers.’

- Reject and replace applications: The employer will have 72 hours to reject a candidate’s application and not be charged by Indeed.

For a small handful of employers, there have been some instances where they did not have the option to set their budget limit or application limit with the new pricing model. We have since updated the product to ensure all employers now have these options. For affected employers, we are working with each of them on an individual basis.

We’re confident that Indeed’s pay for results model will bring the industry forward by both reducing the time it takes to hire and the quantity of applications to review by employers. We’re already starting to see signals that our pay for results model is providing greater value to employers. According to Indeed U.S. data, employers have 23% fewer applications to review per job for pay per application jobs than pay per click jobs. Employers also have 35% fewer applications to review per hire reported for pay per application jobs than pay per click jobs.

We expect that this won't be the end of the conversation. Instead, we're likely just at the beginning. More stories will come out from employers and Indeed will likely make changes to the program, hopefully with plenty of advance notice and clear communication. Employers and representatives of Indeed who wish to be a part of future episodes where we continue the discussion are encouraged to reach out to us at podcast@collegerecruiter.

Joelle Pang of FastCo, the creator of FastJobs Malaysia and its new sister site, FastGig Malaysia.

FastJobs aims to create equal access to jobs opportunities for everyone by focusing on the recruitment of customer-facing, entry-level and operational roles via a mobile-first job platform.

FastJobs launched in Malaysia in 2017. It now has:
- 1,500,000 registered jobseekers and growing
- 250,000+ active jobseekers searching and applying for jobs monthly
- Over 15,000 job applications daily
- More than 15,000 Malaysian brands and companies providing job opportunities
- Received the Best New Recruitment Solution Provider Award in 2018

Joelle has over 12 years of experience in technology start-ups in the e-commerce, recruitment, mobile and on-demand space, which includes founding two startups, one of which she exited after leading it to become Singapore's leading fashion e-commerce platform. Through FastCo Malaysia, she's currently playing her part in connecting low-wage jobseekers to meaningful employment opportunities in both full-time employment and the gig economy through hiring innovation and leveraging opportunities in the endemic times. She was named the 2019 Entrepreneur of the Year at the inaugural Women in IT Asia Awards.
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Kelly Cherwin is the Director of Editorial Strategy at HigherEdJobs, the leading job board and resource site in academia. She also teaches project management and strategic management courses at two universities in the Chicago area. She’s also the co-host of the HigherEdJobs Podcast, which offers great career advice to staff and faculty of colleges and universities.

One of the key differentiators between HigherEdJobs and other niche and general job board and recruitment marketplaces is their non-job content including blogs, webcasts, and the relatively new podcast. Another key differentiator is that HigherEdJobs has figured out how to look at that content as more of a profit center than an overhead item as it measures and therefore is able to manage the return on investment that it generates by adding new content.
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