Jobboards, Aggregators or Metamotors: where to publish job offers?

Where to post job offers on the internet ? Not long ago, the expression “online recruitment” was easy to understand: we were talking about Job boards, the portals on which employers publish job offers directly. Recruiting has since evolved. Competition in attracting talent and technological advances have allowed job offer aggregators (or metamotors) to appear. Recently, we've been talking about HR programmatic (programmatic recruitment) as the latest innovation for recruitment.

In this article, we explain what job aggregators are, how they differ from job boards and job boards, and we share best practices for optimizing your ad for an aggregator. As a bonus, after the aggregators, the latest recruitment innovation explained!

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What is a job offer aggregator?

Just as Google allows you to search for websites, aggregators are search engines that allow you to find job offers on the web.

Thanks to the”Scraping“, a technique for automatically extracting content (information) from a website, aggregators are able to locate job offers, process them in a consistent format and display them in search results on their own platform.

As a result, many job offers that appear on the aggregators were not directly published on it by the recruiters. They were published on the company's own career page or on another traditional job site, i.e. a jobboard before being “sucked in” by the meta engine.

Among the main aggregators of job offers in France are: Indeed, Talent.com, Jooble, etc.

Why use a job aggregator?

• More comprehensive : Unlike job boards, which are often sector-specific, the function of a job aggregator is to find relevant positions all over the web. On the one hand, this means that the amount of information available on aggregators is greater there. On the other hand, it offers job seekers a more comprehensive job search.
  
• Time saver : As aggregators combine job offers on a single website, job seekers can centralize their search.
  
• Hidden pearls : Because aggregators search beyond job boards, they make it possible to find available positions that job seekers would not have found by doing a standard job board search. One of these hidden positions could be a candidate's dream job!
  
• Easily diagnose the job market : Aggregators offer a quick and effective way for anyone interested, whether looking for a job or not, to gather a quick assessment of the job market in a particular field. A simple search on an aggregator makes it easy to obtain information on the number of job offers available, the companies that are recruiting, etc.
  
  

How to optimize your ad for a job aggregator

How do you ensure that job aggregators find ads in all relevant searches?

Here are 5 tips for optimizing your ad for aggregators:

1. Use the right keywords

The use of good keywords in a job aggregator can be useful when looking for different open positions, as it allows users to search by job title, company, and even references. This can allow people to find positions they are qualified for and help narrow their search.

So make sure that the keywords chosen in your ad are the most likely to be searched by the potential candidates you are targeting.

Google's keyword planning tool helps determine the most relevant keywords and the average monthly search volume for your job ad.

2. Maximize keyword density

Once you've selected the right keywords, you need to make sure you're using them throughout your ad. The higher the word density in your ad, the more likely you are to see your offer at the top of searches on job aggregators.

So make sure that your keywords are included in the job title as well as in the job description. They must represent at least 2% of the words in the ad.

Also to read: How to write a job offer that converts

3. Choosing the right location for the job

Job aggregators allow candidates to search for positions by geographic area. Therefore, you should always indicate the location of your job offer in the nearest metropolitan area.

For example, let's say your business is located just outside the boundaries of a big city. Job seekers in your area are unlikely to look for positions in your city. Instead, they will use the nearest city to refine their search. By doing so, job aggregators risk excluding your position from relevant searches. Therefore, by using the nearest metropolis as a search location, you ensure that your job posting will be included in as many relevant aggregator searches as possible.

4. Use the mass distribution function of other job boards

Many job boards allow you to publish and distribute your job offers on other job boards. (multicast), including job aggregators, thus expanding the reach of your job offer.

However, with mass distribution, you don't have much control over what content will appear on an aggregator. So make sure that your ad is written with an appropriate keyword density.

5. Allow aggregators to pull job offers from your career site

By allowing aggregators to pull job offers from your career site, you ensure that your open positions are included in aggregators' searches.

However, as with the mass distribution feature, by allowing aggregators to extract your job offers, you are giving up some control over what information appears in the aggregators' searches.

The evolution towards HR Programmatics

After (re) discovering what job aggregators were, you're probably wondering if they're right for you. And the answer is yes!

However, the management of sponsored campaigns on the various aggregators can be quite complex, there are solutions to automate this task as much as possible. We are talking about solutions of HR programmatic (also called programmatic recruitment) and it is the latest innovation in recruitment. Get 5x more qualified candidates on average by adding programmatic acquisition to your bow.

Programmatic recruitment on aggregators can be a key element of your more global HR marketing strategy, allowing you to reach 100% of job candidates through the simultaneous and automated distribution of your job offers on social networks, websites and mobile applications on which your target candidate browses every day.

HR Programmatics makes it possible to target the right candidates according to socio-demographic criteria (location, interests, position held, etc.), in order to display good HR communication to them in the form of advertisements (job offers, employer brand, events, training, etc.) in the right place and at the right time on the entire web.

Seeqle's AI-powered HR Programmatic Solution uses the technology of the native advertising in order to create visual ads that integrate naturally into their display environment and thus reach passive candidates - qualified candidates in position and listening to opportunities - in order to make them discover your ads in an attractive way and therefore to convert them into active candidates interested in your company on search engines or aggregators.

By adding programmatic acquisition to your arc, you benefit from numerous advantages:

• 5x more qualified candidates.
• Achievement of active and passive candidates, i.e. 100% of the job market.
• Valorization of the employer brand and the candidate experience.
• Cost reduction per candidate.

Discover our guide to recruiting on social networks or try our free analysis tool which will give you the size of your audience detected on the entire web as well as the number of candidates you will receive.

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