Presentation by Kai Deininger at the recent European Job Board ConferenceKey Findings from -

1. Targeting the Elusive Candidate
Key Findings from Germany‘s comprehensive
Jobboard Survey 2008-2012
Crosswater Job Guide + ICR + Profilo
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2. Germany‘s Jobboards Overview
• More than 1800 jobboards are • Media / Publishing companies
operating in Germany, own most of generalist
numbers are increasing careerboards (except Monster,
• Generalist careerboards are Arbeitsagentur)
competing against niche / • Business / social networks
specialist jobboards and (XING, LinkedIn, Experteer,
jobaggregators Facebook) are the darlings of
• Top-10 jobboards publish HR-Bloggers, but have not yet
193.000 jobads per month . made a significant impact
• Top-10 jobboards achieve • HR-agencies are not playing a
monthly gross sales of major role as compared to the
101 Mio. Euros U.K.
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3. The Survey
• Indepent survey initiated by Crosswater Job
Guide + ICR + Profilo
• Objective: provide greater transparancy
• Ongoing to analyse trends over time
• Targeted at jobseekers
• +20‘000 responses to date
• Generalist job boards, niche boards and job
aggregators covered
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4. Content of the Survey
• Demoscopic data
• Education and training
• Career related data
• Usage of jobboards (frequency, functions)
• What is good, needs improvement, is missing?
• Cross usage of jobboards
• Search quality
• Overall satisfaction
• 40+ questions, 3-5 minutes time required
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5. Usage mix: How many jobboards are used by
jobseekers simultaneously?
92% of jobseekers use up to 6 jobboards
• None of the jobboards have reached a USP
• Candidate target groups overlap
• Competition between jobboards, niche boards
and job aggregators
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6. Jobseekers use multiple job boards -
Multi-Posting may reach same target
candidates
50% of
Stepstone
users search
also on
Stepstone
Monster
38% of
Monster users
search also on
Monster Stepstone
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7. Recruiter‘s dilemma?
Which candidates use which
jobboards?
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8. The online tool „Jobportal Profiler“
• Helps employer to • Best and worst jobportals
identify jobboards used are shown by
by their targeted – Average satisfaction score
candidates of candidates
• Candidate can be – Relevancy (number of
identified by a range of survey respondents)
career attributes – Specific to the candidate‘s
peer group
• Data analysis is based on • Dynamic iterations in
jobseekers survey real-time
(20.000+ participants)
• Supports recruiter‘s
media planning decision
for job ads placement
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9. Jobportal Profiler: 2-step approach
• 1. Set indiviual level of
minimum number of
evaluations (relevancy)
• 2. Define the candidate‘s
career profile
• => Result chart shows the best
and the worst jobportals
based on the selected
candidate‘s evaluations
(=peer-group) as well as the
statistical relevancy (number
of evaluations)
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10. Overview of Candidate Profile
Selection Criteria
• Age, Gender • Preferred line of
• Education industry
• University study • Salary range
• Job status • Mobility / Relocation
• Job title
• Occupation group
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11. Mobility / Relocation
• Candidates willing to
relocate nationwide for
a good job offer are
using the following
jobportals: (chart)
– Stepstone rankes best
– Arbeitsagentur rankes
worst
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12. Science & Research
• Candidates looking for a
career in Science &
Research prefer
Jobvector
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13. Advertise where you meet your candidates.
Smart jobboard selection helps employers to
reach the right candidates and ensures better
recruiting results
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14. Big Data builds Transpareny - Transparancy creates competitive advantage
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