The recruiter’s guide to the internet: Job-board breakdown

by 21 Feb 2014

The domination of the online job-board market by three major players appears to be splintering, with the appearance of new, niche players offering specialist services. So where should HR pros be putting their recruitment resources?

“There have been huge changes in the last 12-to-24 months,” Lewis Romano, managing director and cofounder of Spotjobs, told HC. “There were three career sites: SEEK, MyCareer and CareerOne.”

Romano explained that MyCareer’s move away from the job board model and towards that of an aggregator (joining Indeed who have established a presence here), gathering job listings on other sites and linking back to them.

 has offered the business two models to consider, with the career/job sites space much more populated.

“It is an interesting time with a lot of movement happening and we’re really excited to have momentum going into this exciting time of change,” he added.

Romano explained that for newer job sites, the road is a lot easier with the online world much more robust and dynamic than ten years ago.

“We are in a fortunate position joining a few years on where we can take the best parts of the technology and put it in a simple to use and highly engaging interface that gives people the tools that they expect as part of their daily online journey.”

SpotJobs isn’t the only new player in town. HC has broken down some of the most popular of the new breed and what they could mean for your organisation:

A shift towards a flexible and temporary workforce has been mused about in technical and creative fields for some time, but it is also seeping into retail and hospitality. Workible attempts to allow for ‘rapid hiring’ by going for an instant, mobile-based approach. Employers can use Workible to find ad-hoc staff for peak periods, short-notice leave and more, then engage them quickly.

SpotJobs itself is focused on entry level positions and jobs that don’t require degrees. The interface offers a great deal of integration with social networks and Google Maps, as well as providing a matching and profile system designed specifically for the online space.

While OneShift is open to employers looking for full-time workers, it focuses more on temporary work like Workible. The namesake indicates its mission to connect workers for any kind of position as micro as, simply, one shift.

The Loop
The Loop focuses on creative positions and attempts to bridge the gap between networking and hiring. Candidates can set up profiles and portfolios easily and find projects to work on. Essentially, it fulfils the need for a less-corporate job seeking environment, and is useful for companies looking to engage with creative professionals for full-time or contract/project work.

Indeed is not a job board in and of itself, but part of the aggregator model – a relatively new model in Australia. Indeed acts as a one-stop shop for job seekers who can use it to find jobs posted on a multitude of different sites, including internal job boards.

Do you use any of these servies? Or perhaps another that we've missed?

Related stories

Online recruitment a challenge indeed
New workforce trends - the end of fulltime?


  • by Leah Gibbs 21/02/2014 1:27:37 PM

    I would like to add Lifestyle Careers to this article.

    Est in 2009, Lifestyle Careers is an online recruitment jobs board with a focus on lifestyle jobs and the flexible workforce.

    As a recruiter you can access over 20K+ job seekers who are looking to work flexibly and in less traditional ways. I welcome you to connect with me for a complimentary trial. We are integrated with JobAdder, AdLogic and SmartRecruiters.

    To date, we have received an excellent response from job seekers, employers and recruitment agencies across a range of industry sectors that can all see the enormous benefits of having a jobs board providing the link to the flexible workforce of the future.

    Cheers Leah (Business Owner)

  • by Kevin Howard 24/02/2014 4:06:32 PM

    I’ve always believed that when you are recruiting you should strive to attract the very best person possible at that time, because hiring great people can make a huge difference to your organisation. If you have a less stringent approach to recruitment then you don’t need to read on.

    The article above is correct, the recruitment advertising market is splintered – I use the term ‘fragmented’. There are now countless recruitment advertising products in the Australian market and employers have more choice than ever when advertising their jobs.

    However, it’s important to note that this can be a double edged sword, because there are also many ways job seekers can look for jobs - some employers seem oblivious to this.

    My company operates a number of niche job boards and we continually market our products to people whom we see advertising positions elsewhere, particularly on a large job board beginning with ‘S’.

    We don’t suggest our job board is better than S, we simply let the advertiser know that our product will complement their existing job advert by enabling them to reach a different audience – a different segment of the market.

    Nevertheless, the response is often “we’ll just see how we go with our advert on S and come back to you if we need to”.

    That’s a bit like saying “we know there are a 1000 people who might be interested in our job ad, but we only want 300 of them to see it”

    Now that would fine if you were conducting a poll or a survey, but when it comes to recruitment, every person is different and it’s quite likely that the best person available is among the people who don’t see your ad!

    To illustrate how hard it can be to reach a large proportion of the potential market for a position, we conducted a survey to look at the behaviour of HR job seekers in particular. We looked at things like how much time different people spend looking at job ads depending on their circumstances, how likely they are to respond depending on different elements of the job ad and how they prefer to respond or apply.

    Although we only surveyed HR job seekers we believe the findings would be similar for most professional disciplines, because we’re largely dealing with human nature.

    You can find an executive summary of our findings at

    It’s about a 10 minute read and is likely to be of interest to anyone involved in recruitment who wants to attract the best possible people at any given time.

    For those who don’t read it , here are a few salient facts to remember:

    - People look for jobs in different ways.
    - No single job board or aggregator will ever reach the whole market,
    - and even a great job board can’t make up for a poor job ad.

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