Take this Cheezehead Blog as an example. Cheezhead has an audience of mostly-employed recruiter-types. For us, a recruiting job blog isn’t our first priority. There will be a small percentage of us who are looking (passively at first), but how do you get the jobs in front of us?

I’m still struggling with this, too, but if your traffic is anything like mine (percentage-wise, obviously, not number-wise), more than half of your visitors / hits are going directly to the blog (probably with a reader) and usually don’t get to the rest of the site.

So, either you have to constantly plug the jobs section in the main blog or you have to actually put the listings themselves in the main blog. That way, the folks who are potentially interested in a new job get regular updates and those of us who aren’t skip that blog posting.

Of course, then the problem (more for a high-readership blog like yours than an X-Lister like myself) becomes that you can’t have a ton of listings.

It’s a fine line and we’re still working out how to make it happen. I think it’s a little early to call it DOA.

Dan

I don’t go to Monster and look for healthcare jobs because I’m not interested in healthcare employment… my readers aren’t likely to be interested in much beyond the restaurant industry. Those are just the facts. You can read more of my opinion at: http://www.recruiting-usa.com/2007/03/30/blogs-with-jobs-an-idea-destined-to-fail/ although, the title of the artcile jsut might give it away.

http://www.marketingfacts.nl/jobs/

We had this very thought in mind when we developed the Indeed Jobroll – a continually updating feed of sponsored job links that you can put on any blog or website and get paid. *No need to sell job postings, no need to deal with clients.*

You get paid every time your users click on the jobs in your Jobroll. You can customize your Jobroll so it only displays jobs suited to your audience. The jobs are even geo-targeted to your users according to their IP address.

It’s easy – give it a try? You can set up a publisher account here to get started:
https://ads.indeed.com/jobroll/

Paul
CEO, Indeed

My advice would be to sell only a “featured” job every 30 days and put that job on the homepage. You could guarantee the employer 30 days of exclusivity while maximizing the exposure for that job. You could sell it for hundreds $$$. 1 job a month at a higher price would bring in more revenue that several at $5 apiece.

Whether you charge $40 for a job posting or $5, it is still a lot cheaper that what the traditional job boards charge. If people want to continue to overpay for a job posting, then go right ahead. This is why hr professionals can’t get a seat at the strategic planning table. It is their inability to change. To see value when they see it.

The ‘jobs for blogs’ business model doesn’t appear to pass the ROI threshold expected by employers … you may only be charging $5, and the quality of your readers is beyond question, but the cost to the employer also includes the staff time to make the post.

Let’s say that the employer assumes that it will take 15 minutes to post the ad (it may only takes 2 minutes, but perception is king), and the fully loaded cost of person posting the ad is $40 per hour … so we add another $10 to the cost.

Still seems ridiculously cheap, but then there is the opportunity cost … how might that 15 minutes be used more productively? And how many 15-minute blocks of time are ‘free’ during the average work day? Perhaps a post on SHRM’s HR Jobs site, a Weddle’s 2007 user’s choice winner, would cost a little more but deliver a lower cost per qualified lead?

Hard to say … but surely Monster proves the point that purchase price is not the primary criteria in employment advertising.