Setting a better standard for job advertising
blog.honest.work
blog.honest.work
A few years ago I launched a job board called Hacker Jobs[1] and HN was wonderfully useful in providing input and feedback.
That particular site didn't work out so great but I learned an awful lot and after a lot more work as a Hiring Consultant for tech companies in London, I'm back with something completely new and hopefully a lot better.
Happy to answer any questions!
Few questions: 1. With your pricing model (pay per month), how do you plan to convince companies to pay? Companies pay commision for placing a candidate which saves time in filtering CVs and phone calls done by recruitment companies while in your model they pay for just placing the adv with no guarantee of getting a value in return.
2. How long did it take to get the ads you have on the website? I assume you contacted these companies directly.
3. What was the main challenge to comply with GDPR?
Disclaimer I am working on a similar idea for a niche market.
1. This is an eternal challenge all job boards face! Very few job boards (in fact a tiny minority) actually go beyond advertising and assist with the actual placement. As we grow we intend to role out multiple features to assist with this but for now, the justification for paying for a job is the fact that we are doing a significant amount of marketing on your behalf to drive applicants to the site.
2. Fortunately that only took a few days. We had a holding page in place for a few months whilst it was being built where people could enter their email to be notified when we launched. We offered 20 free jobs to companies (selected at random) who entered their details in that holding page and the rest came from my own network here in the UK.
3. Great question. The main challenge was actually trying to wrap our heads around how GDPR actually applies to a site like ours. There was/is an enormous amount of conflicting information out there so we spoke to an employment and contractual law expert who gave us some basic guidelines to abide by. Again, as we grow we will continue to invest more time into ensuring we remain as compliant as possible.
It stops companies shifting these things during the process to favour some applicants over others.