In 2007, the job-listing site Monster.com found that 43% of jobseekers made an online job application in order to fulfil their job search. In 2012, they reported that 34% of job seekers would not apply for a job without having researched the company beforehand. Perhaps in response to these findings, Monster’s competitors have also entered the job-applications business, and have figured out how to make money on their job-applications listings.
In 2011, Indeed.com joined Monster and other job-listing sites in providing detailed job listings, aimed at job-seekers and employers alike. In 2012, Indeed even produced their own job-search app, so their job-listing site users could do their job-searching offline.
So how does Indeed make money? Its job-listing service uses a new, more efficient advertising technology. Based on their ad-clicks-per-job-listing, Indeed calculates how many clicks each job-post has received, how many clicks each job-post costs to create and publish, and how much money each of their job listings costs to generate. Now, Indeed does this all anonymously, without divulging the names or salary information of job-posters to the public. However, the job-posters can request this information, or any other data needed, from Indeed through a privacy agreement.
So how does Indeed make money from job-listings? They make money from advertiser clicks on the job-listings.
Employers Are Waking Up
Today, employers face the daunting task of acquiring quality, qualified employees. As a result, employers are waking up to how their job-recruitment activities can be enhanced by more effective job-search tools. Companies like Glassdoor and Monster, which help employers discover and rate their current and future employees, are also waking up to the benefits of such tools.
However, there is another wake-up call for employers—one where they are feeling the threat of potential lawsuits from disgruntled employees.
Title VII of the Civil Rights Act is the law that protects employees from discrimination on the basis of their race, colour, religion, sex, or national origin. However, that law is more and more threatened by a law titled the Family and Medical Leave Act, or FMLA, that gives employees the right to take up to 12 weeks of unpaid leave to care for family members and themselves, and to recover from injuries sustained on the job.
One year ago, the U.S. Department of Labour announced a new rule that will give employees of private-sector employers up to 12 weeks of unpaid family and medical leave for qualifying events. This is something employers have been hoping to give employees in the past, but the Family and Medical Leave Act, or FMLA, prevented them from doing so.
So what is the Family and Medical Leave Act? The FMLA is a law that gives employees the right to take up to 12 weeks of unpaid leave to care for family members and themselves, and to recover from injuries sustained on the job.
All you need to know about how job-listing sites actually make money is that they anticipate what the market wants, like how someone typing beste online casino might be looking for a casino job in a specific country where “best” is spelled as “beste,” which would imply a specific language like Dutch, etc.
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