In what we see as a competitive response by newspapers to the growing influence of job aggregators like Indeed.com and JobCentral, Adicio, the power behind such sites as The Wall Street Journal and The Seattle Times, has launched CareerCast.com. The site will bring together content from the 500-plus partners currently in the Adicio network, encompassing newspaper, broadcast, trade publishing and niche sites.
“CareerCast.com expedites the job search by providing unique content, tools and job listings all in one central location,” says Tony Lee, Chief Alliance Officer of Adicio and publisher of CareerCast.com. “By directing job seekers to our clients’ websites to read articles, view jobs and apply for positions, our client’s sites will benefit from increased traffic.
“And by creating a centralized location for employers to post their positions to more than 500 niche sites, including the market-leading sites in more than a dozen industries such as health care, retailing, engineering and energy, CareerCast.com provides a service to recruiters while helping our clients generate new online revenues.”
The catalyst behind the move was to help drive more job seeker traffic and employers to the variety of partners Adicio serves. However, it’s less about the established players than the smaller ones.
“We power a site called SchoolNurse.com,” said Lee. “They have no budget to drive traffic from people who are in nursing, so this site could be a real help to them.” There are about 100 sites that fall into this category.
The new site has a four-pronged approach to driving traffic. At the top of the list is search engine optimization. Next is what Lee described as “quite a few domains in the recruitment space” that are driving upwards of 250,000 uniques every month, currently to Adicio.com. These will now go to CareerCast.com.
Third, the company has job ratings data that serves as exclusive content. Researchers are commissioned through the system to rate the nation’s best and worst jobs. This currently covers 200 opportunities, including titles like mathematician and biologist. A strong PR effort will accompany regular reporting on the ratings.
Bookending the marketing effort will be search engine marketing, or pay-per-click advertising. “We have invested money in some search engine marketing with some key sites that we’ve struck deals with to drive very targeted traffic, especially on the HR side,” said Lee.
Additionally, the site will create original content, as well as aggregate content from around the Web, including blogs. Each day will feature three new articles on the homepage that job seekers can regularly consume.
Revenue is created by employers coming to the site and choosing which partner site(s) to post to. CareerCast manages the process from site selection to payouts. Lee believes a significant strength is the consumers’ ability to access 500 “niche sites” in one place. Banner advertising will also generate revenue, including our own network.
The site will also serve as an incubator to new ideas and technologies that may not immediately fit into a partner site’s comfort zone. Once something is proven at CareerCast, it’s more likely to transfer to a newspaper site, for example. So keep your eye on CareerCast if you want to get a glimpse into what a your local newspaper or TV station site might add next.
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January 6th, 2009 at 3:39 pm
wait a second, I thought careercast has existed for a long time or did exist at some point.
January 6th, 2009 at 5:59 pm
Hi Jason. Adicio’s old name was CareerCast, but the website is brand new as of today. It’s the first time we’ve ever created a consumer site, and based on all of the positive press today and heavy traffic to our client cites, we’re very pleased.
January 6th, 2009 at 6:37 pm
$600 to post a legal job? In this economy? You can post jobs free on Findlaw.com…the largest legal site on the web.
January 6th, 2009 at 8:14 pm
Adicio changed their name from CareerCast in 2005…
http://www.adicio.com/Classifieds-Ads/display.php?txtContentId=41
January 7th, 2009 at 7:09 am
From the employers point of view, this is still a bunch of closed off pay-to-post sites so I dont get it? If an employer posts on one of these powered by sites, their job is still only displayed on the one site they paid for so how is this a network?
January 7th, 2009 at 11:41 am
Thanks for the clarification
January 7th, 2009 at 1:53 pm
Rafael: The $600 Job Posting is to post on LawJobs.com from Incisive Media that is a Global player with over 2K employees – their LawJobs site is very likely the largest legal Job site and certainly the most successful. They have never had any problem in getting the $600, since they deliver results. Your point is well taken however. We power Law Jobs and their postings appear on LawJobs, as well as on CareerCast now.
January 7th, 2009 at 2:01 pm
Actually when an employer posts, they can choose to have their job posted on all 500 sites if they want to, they would just need to pay for them all. 500 sites times $300 (average posting fee) is $150,000. So yes, they can post to all sites.
January 7th, 2009 at 3:11 pm
Rick – lawjobs is the job channel of law.com which quantcast reports at 260,000 users. Findlaw is reported at 1.9 million users so lawjobs.com and law.com is most assuredly not the largest by a factor of nearly 8/1. I think you are going to have some trouble in 09 finding someone to pay $600 when you offer no guarantee of results or any specific deliverable whatsoever.
January 7th, 2009 at 4:03 pm
Rafael: I guess you don’t seem to be understanding my comment. LawJobs sells themselves. They are simply our client – and we power their site.
I’m not here to argue the competitive issues around legal job postings.
I realize that your employer – realmatch – powers some portion of findlaw’s careers area with an aggregator powering the main job site. I can understand you wanting to compete here and now on that playing field. However, this blog article is instead focused on CareerCast’s launch and overall mission – and the 500+ markets and niche related sites it encompasses. Your views and time might be better spent on a blog related to your clients site or your employers.
January 7th, 2009 at 5:06 pm
Rick – I knew you werent here to argue the competitive issues around job postings, thats as plain as day.
January 7th, 2009 at 8:40 pm
Rafael: Clever indeed. You certainly are passionate over these issues. In an effort to keep the communication flying – we don’t control the pricing of any of our clients sites. Each has control over their pricing models entirely. With your $150K comment above, you must have some axe to grind for some reason. If an employer posts a job on The Wall Street Journal’s (WSJ) CareerJournal they will pay WSJ’s rates, then the listing will also appear on CareerCast at no additional charge.
January 8th, 2009 at 2:39 pm
Rick – I wasnt trying to be clevor or mean spirited. There is myth out there that there is value in posting a job when in fact there is none. Value is only created when a qualified person is identified. Let me ask you, how many qualified resumes does the employer get to see when they post their job on the WSJ? My guess is that there is no guarantee and this is the flaw. Paying to post upfront with no deliverable puts the risk on the employer and you will see employers abandoning this pricing model in 09 in favor of pay for performance models where the risk has been shifted from the employer to the provider.
January 8th, 2009 at 6:15 pm
Rafael: Yes, performance models have now been out for many years now, with little to show in terms of any real success – measured by models that really work, jobs being listed or found or matched to any candidate. They have also to date failed in most cases to generate any real revenue for the sites providing them so that they can afford to drive traffic and stay in business. Yet, you are preaching to the choir. We have pushed a few matching models and technologies (pushing candidate resumes to employers rather that candidates searching for jobs) to our , clients for a few years, with limited success. The fact is that most advertisers have tried these on many sites – and have failed over and over. Usually because the sites pushing these models have not developed the niche traffic or enough traffic for the model to hit a critical mass. Jobster hit a wall with this model. Jobthread hit the same wall and some others. We hold out hope though – and are now quietly deploying a few new performance based matching related models for evaluation with a select number of clients.
Also, we all know that recruiters searching Resume Database’s has been a long operational “performance based” model for longer than the web has been around and have grown stagnent with so many corporate recuiters just not having the time nor to grind through resumes fit, but have not self-nominated themselves for the job.
January 8th, 2009 at 9:17 pm
Indeed and SimplyHired are doing just fine with the pay for performance model.
Rafael > Rick
January 9th, 2009 at 1:38 am
As a job seeker who wants to review opportunities in a range of industries for several functional areas without spending hours on this task, I am definitely going to test out the utility of the careercast site. It sounds like it would be a very direct tool for recruiting and HR professionals as well.
January 9th, 2009 at 1:48 am
J-Go: Yes, I would think that Indeed and Simplyhired are doing ok. They have both done a great job of grabbing jobs from leading job boards.
These are really primarily ad models – and based simply on traffic numbers. The discussion was more about sites that have actual employers actively posting jobs or using the resume databases and using other site tools for a fee – and positioning performance based recruiting tools like matching models in the offering. Indeed and Simplyhired don’t as of yet really offer this. They grab their jobs from competing job boards and turn some of them into customers.
CareerCast exclusively lists jobs only from sites it powers – and does allow employers to post job directly but only on behalf of it’s clients sites, as can be reviewed in the employer/ecommerce section. CareerCast/Adicio is also providing virtual job fairs, candidate matching, candidate skills screening tools and all their other ad enhancement tools that are integrated with job postings to their job board client sites. CareerCast fully and seemlesly integrates these many technologies into it’s job board so that employers and candidates don’t lose the experience they were using on the member sites.
January 9th, 2009 at 11:01 am
There are now many types of pricing models for employers to choose from, here’s the 3 we just talked about –
Pay to post – The guarantee by the provide is that the job will be entered into their sites job database, featured on a page and made available in search result pages. There is no other guarantee as to viewership, clicks, number of resumes, quality etc. you could get 500 resumes or none. If your goal is to make sure that your job exists inside the database of a website, I would recommend this model.
Pay per click – The guarantee by the provider is that a human being will click the link to your job and you can buy as many clicks as you like. If your goal is to make sure lots of humans click your job, I would recommend this model.
Pay per resume – The guarantee by the provider is that if you find the profile of a candidate that meets your definition of qualified you can choose to open their resume for a fee. If your goal is to remove the risk and ensure that you only pay when you see something that interests you, I would recommend this model.
I realize that sounds a little sarcastic and I don’t mean it to be but when you start thinking about what an employer’s goals are and how they can be aligned to ensure the provider delivers results, this is what it bolis down to. Job boards are like cloths stores, there is a lot of them and most of them don’t have what you like or what fits you. The difference in job boards and cloths stores is that cloths stores can only sell what they have on the shelf. But I like what job boards have done with pricing…If I ran a cloths store I would just love to charge at the front door before the customer could actually see how bare my shelves really are.