Unique collaboration addresses the growing demand for modern recruitment technology from professional accredited bodies.

 

Redefining recruitment solutions for the UK’s 8,000 membership organisations and associations, Jobiqo, a global leader in job board technology and Think Publishing, the UK’s market-leading content membership engagement services announce a new strategic partnership. This new venture, Think Recruitment Solutions powered by Jobiqo, combines award-winning AI-enabled job board technology with leading content membership engagement services.

For many UK membership organisations, limitations in size and access to leading technology have been significant barriers to engaging memberships effectively. This partnership directly addresses these challenges by offering tailored recruitment solutions that enhance the candidate experience fostering more meaningful interactions between accredited members and prospective employers powered by state-of-the-art technology.

“Job boards can be a core service that adds immense value to the professional members while driving significant revenue – when done right and not simply treated as an afterthought. The first crucial step must be a quality platform. Jobiqo’s leading job board software made this a natural fit, enhancing the experience, and offering more personalised content to professional members.” Martin Lenz – CEO at Jobiqo

“This is a perfect union for recruitment technology in the UK. Combining Jobiqo’s excellent job board platform and Think Publishing’s proven track record of turning communications challenges into commercial solutions, will only enhance candidate engagement whilst continuing to grow its revenue.” John Innes – Executive Director at Think Publishing

Jobiqo and Think Publishing are united in their mission to unlock the full potential of recruitment technology. The two companies aim to ensure that the accelerating demand for modern recruitment technology amongst membership organisations is met.

 

About Jobiqo

Launched in 2011, Jobiqo enables media brands and publishers worldwide to build next-generation job boards and career marketplaces to engage talent. Now serves 300+ job boards globally and is responsible for 20 million applications. Jobiqo’s complementary programmatic job advertising platform allows job boards and career marketplaces to engage with their audience through various channels.

About Think Publishing

As the UK’s leading membership content agency, Think drives membership organisations to deliver content programmes that start conversations and build engaged, invested communities. As part of this, Think Recruitment Solutions empowers organisations to develop their recruitment solutions matching membership organisations’ goals and audiences. Think ensures job boards offer maximum value to members, meaningful engagement for employers, and optimal revenue.

It’s easy to get swept up in the excitement of new tools and innovations. The rise of AI, particularly large language models (LLMs) like ChatGPT, has been meteoric. Within just two months of its launch, ChatGPT has reached 100 million users—a milestone that took the iPhone years to achieve. It is important to remain grounded, we see that early adoption and excitement don’t necessarily equate to long-term success.

Ben Evans’ recent article, “The AI Summer,” offers a critical perspective on the current state of AI, which is extremely important in the recruitment industry. Technologies like ChatGPT may look like finished products, but they’re far from it. They’re great tools but in need of refinement, iteration, and, most importantly, a clear path to product-market fit.

At Jobiqo, we believe this insight is important for anyone involved in job boards, programmatic job advertising, and talent acquisition technology. Let’s explore the lessons from ChatGPT’s rapid rise and its subsequent challenges that can inform our approach to developing and deploying recruitment technologies.

The Hype vs. The Reality

ChatGPT was hailed as a game-changer, much like how new recruitment technologies are often greeted with enthusiasm. But as Evans points out, while millions of people tried ChatGPT, many didn’t return after their initial curiosity was satisfied. Despite its impressive novel capabilities, many users couldn’t find a compelling reason to integrate it into their daily routines.

This pattern is not unique to AI. In the recruitment industry, we’ve seen similar trends, like HR Tech and AI expert Alexander Chukvoski already pointed out earlier this year. A flashy new feature or tool might generate initial interest, but the real question is whether it can deliver consistent value over time to a market and the wider audience it was designed to serve.

The Importance of Finding Product-Market Fit

One of the most critical lessons from this observation is the importance of product-market fit. Evans argues that LLMs like ChatGPT aren’t finished products—they are powerful technologies that need to be integrated into tools and workflows that genuinely solve problems working tirelessly in the background in a seamless and unobtrusive way.  This is a process that takes time, testing, and a deep understanding of the market.

In RecTec, we need to be cautious about adopting new tools just because they are seen as innovative and or AI-driven. Instead, we should focus on how these tools fit into the broader recruitment process.

We must first answer these decisive questions:

Do they address validated pain points of recruiters and job seekers? Can it be seamlessly integrated into existing workflows? Can they adapt to the unique demands of different industries and job markets?

Enterprise Adoption: A Cautious Approach

Enterprises are taking a cautious approach to AI adoption. While there’s no shortage of interest, full-scale deployment remains rare. This is partly because integrating AI into business processes is complex and requires careful consideration of factors like accuracy, reliability, and user trust. McKinsey reinforces this by discussing the significant opportunities generative AI presents while also warning of the associated risks.

In recruitment, this translates to a need for careful evaluation before rolling out new technologies across the board. Not just because of the recently published EU AI Act which puts HR-related AI applications into the “high risk” category, including, but not limited to risks like bias in AI recruitment systems.

Jobiqo’s Approach to Generative AI: Experimentation and Iteration

At Jobiqo, we’re fully aware of the challenges that come with integrating new technologies like Generative AI into our products. Drawing on the lessons highlighted by Ben Evans, we’ve taken a deliberate approach to identify and test various AI-driven use cases within the recruitment technology space. Rather than rushing to deploy AI solutions at scale, we’re focusing on running experiments and initiatives that allow us to quickly gauge their effectiveness and relevance. Last year, we already shared our view on exceptional opportunities like skill based matching which show some of the evolving use cases of Generative Artificial Intelligence (Generative AI) in HR and recruiting.

One more recent initiative is a job description generator, which initially sparked significant interest among our clients. However, as we’ve seen with tools like ChatGPT, initial curiosity doesn’t always translate into sustained use. While the job description generator looks promising, its usage has been lower than expected. This insight has been invaluable, reinforcing the importance of aligning new tools with the specific needs and workflows of our users. This has also been recently discussed by Peter Weddle of TATech.

On the other hand, less visible but highly impactful features like social media automation, powered by Jobiqo AIR, have proven to be game-changers. By automating social media job advertising, we’ve helped clients achieve substantial cost savings and performance optimizations. This success story illustrates that not all breakthroughs are immediately apparent—sometimes, the most valuable innovations are those that seamlessly integrate into existing processes and deliver consistent, measurable benefits. With these AI automation, suddenly our clients can boost more than 1,000 jobs in a month within their dedicated Facebook groups and other social media channels.

Our approach at Jobiqo is to continuously refine our AI-driven offerings based on real-world feedback. We understand that finding the right product-market fit is a journey, not a destination. By listening closely to our clients and iterating on our technology, we’re confident that we will uncover the AI applications that provide the most value to the recruitment industry.

At Jobiqo, we’re committed to not only embracing innovation but also ensuring that our tools truly meet the needs of our clients. By focusing on product-market fit, running targeted experiments, and listening to user feedback, we aim to build technologies that don’t just impress at first glance but deliver lasting value.

As we continue to explore the potential of AI in recruitment, we remain grounded in the principle that success comes from continuous learning and adaptation. We invite you to join us on this journey as we work to redefine the future of job boards, programmatic job advertising, and talent acquisition technology.

Further Readings / References:

• https://www.ben-evans.com/benedictevans/2024/7/9/the-ai-summer
• https://www.alexanderchukovski.com/rapid-generative-ai-adoption-in-enterprises-is-questionable/
• https://tatech.org/product/chatgpt-alexander-chukovski/
• https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/embrace-gen-ai-with-eyes-wide-open
• https://www.alexanderchukovski.com/the-four-ai-waves-from-a/
• https://fs.blog/gates-law/
• https://www.tuwien.at/ace/news/news/the-dual-edge-of-ai-ein-alumni-tuesday-mit-ki-expertise-von-martin-lenz-ceo-von-jobiqo
• https://www.jobiqo.com/job-board-trends-2024-programmatic-job-advertising-ai-and-ux
• https://www.jobiqo.com/future-job-matching-skill-based-matching-artificial-intelligence
• https://tatech.org/shaping-the-future-of-ai-in-talent-acquisition-a-dialogue-with-jobiqos-martin-lenz-on-ethics-innovation-and-bias-mitigation/
• https://digital-strategy.ec.europa.eu/en/policies/regulatory-framework-ai

The year 2024 is flying by so quickly and our Jobiqo team has attended many conferences which we will recommend in the first half of 2025. But for now here are our top picks for the rest of 2024. You can find our event highlights from the events so far in 2024 on our Linkedin company page.

A highlight for the whole Jobiqo team: we are honoured to have been awarded “Best Supplier to the Job Board Industry” at the DJAx awards.

In H2 2024, the conference calendar remains packed with must-attend conferences for existing or aspiring job board owners. The HR and job market industry is buzzing with opportunities to learn, network, and grow. Every year, there’s an ever-increasing number of conferences, making it tough to decide which ones are of most value. That is why we have screened them for you!

Here are our Top Picks for the second half of 2024

To make it easier to find the right conference to attend we also added a short description:

1. BDZV Der Kongress (September 12th, Berlin)

Focus: Newspaper Publishing, Digital Media  

Germany’s leading event for newspaper publishers, focusing on digital transformation and innovative media strategies. This congress is recommended particularly for those looking to understand the evolving media landscape and its impact on publisher or newspaper job boards.

2. Zukunft Personal Europe (September 10-12, Cologne)

Focus: HR Innovation, Talent Management  

Europe’s leading expo for the world of work, focusing on HR solutions, recruitment, and employee development. A must-attend for HR professionals and job board owners aiming to enhance their recruitment strategies and meet potential clients.

3. TATech Europe (September 17-19, Paris)

Focus: Talent Acquisition Technology  

Gather with leaders in talent acquisition and HR technology. This conference provides insights into the latest recruitment technologies and strategies, offering numerous networking opportunities with industry experts.

4. Media Innovation Week INMA (September 23-27, Helsinki)

Focus: Media Innovation, Digital Strategies  

A dynamic event bringing together media executives to discuss innovation and digital strategy in the news industry. Perfect for job board owners interested in leveraging media trends to boost their platforms.

5. Job Boards Connect Annual Conference (October 3rd, London)

Get a 15% discount on your tickets with our code Jobiqo15

Focus: Job Boards, Recruitment  

The October conference is with keynote speakers, panels and discussions on stage from Job Board leaders and experts.

The organisers behind the Job Boards Connect Conference, Louise Grant and Louise Triance, are highly respected figures in the online recruitment industry, advocating for the growth and development of job boards and the online recruitment space with extensive careers in the field.

An exclusive gathering of job board professionals, focusing on the recruitment industry’s latest trends, technology, and strategies which offers unique networking opportunities and insights from leading experts.

6. Job Board Connect Live with Jobiqo Head of Product Aurelian Cotuna (October 29th, online, free) – link follows on Linkedin (follow us to be notified)

Focus: Global, recruiting marketplaces and job boards

Join our Head of Product Aurelian Cotuna who will chat with Louise about AI-powered job boards and how AI can be applied to the job board world successfully.

7. Digital Marketplaces Association Conference (November 6-8, Berlin)

Focus: Digital Marketplaces, E-commerce  

The Digital Marketplaces Association (DMA) conference provides an intimate and collaborative environment for international leaders in digital marketplaces fostering knowledge exchange, best practice sharing, and networking opportunities among major industry players, startups, and disruptors. It is a great opportunity for job board owners aiming to learn how to improve their online presence, marketing and sales tactics.

Time to save the dates, meet our Jobiqo team at these conferences and chat with our experts!

Follow us on LinkedIn for our highlights from the upcoming conferences and which must-attend events you should mark your calendar with next year in 2025 (coming soon)! 

The technological landscape and the demand for qualified specialists is developing rapidly, particularly in the field of artificial intelligence (AI). To illustrate the challenges and opportunities in this dynamic environment, Jobiqo CEO, Martin Lenz, asked the co-founder of mytalents.ai, Florian Hasibar, for an interview. The focus is on the question of how companies can address the growing skills shortage among employees and applicants and what role online job boards play in this context.

It becomes clear how important “upskilling” has become for the world of work – and why there is less the much-cited shortage of skilled labour but more a shortage of skills. Against this backdrop, online job boards have the central task of not only making the labour market more efficient through upskilling, but also making educational opportunities more visible. Upskilling is establishing itself as a decisive factor for the future of work.

Martin Lenz: Florian, tell us a bit about mytalents.ai and your approach to helping companies upskill their employees.

Florian Hasibar: Mytalents.ai supports companies in getting fit for the future and staying fit for the future. We help these companies to develop and expand their employees’ skills in new technologies such as generative artificial intelligence. Mytalents.ai creates individual learning paths for each employee that are tailored to their specific needs. This is completely independent of whether they come from the marketing, sales, HR, finance or IT.

Martin Lenz: It seems that there is a considerable demand for such services. The more than 300 job boards that Jobiqo has developed worldwide for its international customers also show that there is not necessarily a shortage of skilled labour, but rather a shortage of required skills. How do you see it?

Florian Hasibar: Absolutely. The landscape of required skills is constantly changing. A good example is the field of generative AI: the number of job advertisements in which companies demand the associated skills increased by more than 450 per cent in 2023, as Computer World recently reported. This shows that companies are actively looking for these skills – and are also prepared to pay for them.

Martin Lenz: What advantages do employees who undergo further training in these areas have for a company?

Florian Hasibar: Skilled workers who are competent in dealing with new technologies such as generative artificial intelligence not only prove to be more productive but also more innovative. A survey by the leading learning platform edX also shows that 82 per cent of managers are willing to pay such employees more, and 74 per cent believe that these people should be promoted sooner. However, there is also growing dissatisfaction among employees, particularly among the younger generations. Around 39 per cent are considering leaving their company if they do not see the opportunity to develop further. This figure is even higher among Generation Z and millennials.

Martin Lenz: The Fifteen Seconds Career Compass recently showed that further training will be very popular in 2024. The younger generations in particular are actively looking for opportunities for professional development. How can mytalents.ai capitalise on this trend and support companies in meeting these training needs?

Florian Hasibar: That’s an important observation. At mytalents.ai, we see ourselves as a bridge between employees’ current skills and the requirements of the future. Our learning platform not only offers training and video courses, but also the direct application of generative AI and productivity tools in everyday working life with our product “mytalentsGPT“. This means that users learn how to expand their own skills and can then implement this immediately on the platform. We thus enable individual learning paths with specialised courses for the respective department. It doesn’t matter whether they are people coming straight from university or people who have been with the company for decades. At MyTalents.ai, it is important to us to provide the resources so that companies can not only retain their teams, but also motivate and promote them.

Martin Lenz: How can online job boards help to capitalise on this trend and promote upskilling?

Florian Hasibar: Online job boards are in a unique position – not only to provide jobs but also to make educational resources and upskilling programmes, including micro credentials, directly accessible. These platforms could recommend the right “micro credential” courses or certifications that align with advertised positions, benefiting both employers and employees by actively addressing the skills shortage. Furthermore, employers can highlight these micro credential opportunities prominently on their company profiles and in job adverts, significantly boosting interest among potential applicants

Martin Lenz: At Jobiqo, we see many potential data points throughout the entire recruitment process – from generating reach and creating visibility for the job through to the search (or matching) and application flows – that could also be used to incorporate the topic of skills, skills matching and upskilling. Do you see it the same way?

Florian Hasibar: I see it the same way. In addition, by integrating real-time data on in-demand skills, upskilling platforms like mytalents.ai could not only help to better place candidates but also help companies to future-proof their teams.

 

About mytalents.ai: As the leading platform for AI upskilling, mytalents.ai offers comprehensive 24/7 training that makes employees and entire teams fit for the challenges of the modern working world. mytalents.ai not only aims to act as a service provider, but also to make AI knowledge accessible at a low threshold. In a world in which AI skills are becoming less and less dispensable, mytalents.ai is committed to disseminating these essential skills and making them available to everyone.

About Jobiqo: Jobiqo provides a white-label job board platform that enables media houses, professional associations, universities and other organisations to run their own specialised job portals. Jobiqo uses advanced AI technologies for matching job adverts through to skill-based matching of candidates. In addition, our Programmatic Job Advertising Services (Jobiqo AIR) help to place job adverts in an effective and targeted way to reach high-quality candidates. 

Recent innovations in algorithmic large language models such as the launch of Chat-GPT and Gemini to name a few, have helped to widen general awareness, by making these concepts more accessible to the general public, about bias in both data and output of Generative Artificial Intelligence. Although these models are still under development, they have the potential to revolutionise the mechanics of our interactions with technology. They can be used to create more natural and engaging user experiences, automate tasks that are currently done by humans, and generate new insights from data.

By generating human-like texts in any language, generative AI also has a large impact on Recruiting and Talent Acquisition. As in other professional domains, it can improve efficiency and streamline processes. However, especially within Human Resources, we must be aware of the risks of using artificial intelligence, ensuring that diversity, equity and inclusion are honoured and maintained instead of counteracting well-established practices in organisations.

On job boards, we must be aware of the bias in recommender systems as well as of bias in large language models in case they are used for enriching or creating content.

Where does bias come from?

All humans are biassed. Unconscious (or implicit) bias affects everyone and results from human brains being trained for thousands of years to make quick assumptions, assessments, judgments and decisions. It has a significant impact on how we react towards other human beings, which can be good, bad or neutral for an individual. So, why do we consider it a problem when Chatbots or AI are biased?

Cognitive bias is multifaceted however, it can be counteracted, e.g. by awareness training, collecting more data or making decisions in diverse groups to name a few strategies, and yet we still have a long way to go and to improve as a society. With machines and generative AI it’s not trivial to implement the same measures and many machine learning models lack explainability, meaning it’s impossible to explain why a certain input of data yielded to a certain output. Especially with AI we have seen that the quality of the data used for training the model has a high impact on the output. Data can be skewed in many directions, and a bias in training data may lead to algorithmic bias. Eventually, even cognitive bias from humans may end up in the algorithms: who trains an AI model and how it is trained has an impact, there are strong indications that more diverse teams lead to less discriminatory products.

How can we counteract discrimination on job boards?

Firstly, by establishing guidelines and rules on how to phrase content and job descriptions – no matter if they were written by humans or Artificial Intelligence. However, texts and content are not the only place where bias comes into play – it may also be in the recommender systems and/or the search engine, which should be analyzed critically as well as built and configured carefully. Among the technical solutions to reduce bias, especially in recommender systems you will find suggestions for processing data (e.g. changing the training data), fairness through unawareness (weighting solely based on the user’s actions) and post-processing (e.g. influencing a ranking to discriminate a dominant element).

In collaboration with Markus Schedl at the Institute for Computational Perception at Johanes-Kepler-University in Linz, Austria, Jobiqo is researching on possibilities to mitigate Gender Bias in Job Recommender Systems. By identifying discriminatory wordings in job descriptions (and other texts), fairness in machine learning tasks is improved and implemented in consent-debiased and fair recommender systems.

We will continue to dive deeper into this, but also into bias within large language models and introduce AI features with the necessary care to not only fulfill legal requirements but also to build a more equal and fairer future.

Jobiqo enables media brands and publishers worldwide to build next-generation job boards and career marketplaces to engage talent. By combining the benefits of a scalable SaaS platform and the power of our AI-enabled Smart Matching technology, Jobiqo customers can quickly react to changing market demands and stay competitive in an ever-challenging market. 

 

Footnotes and References

Imperial College: EDI – What is unconscious bias?

Mitigating Gender Bias in Job Recommender Systems: A Machine Learning Law-Synergy

 

Writing Credits: Barbara Steinkellner, Chief Operations Officer at Jobiqo

Title Photo: Unsplash; Photo by Alesia Kaz

Every year there are so many conferences to attend, especially in the HR and job market industry there are so many that it is always difficult to decide which ones are the best for you to attend!

In the past year 2023, Jobiqo attended over 20 different conferences globally and we have checked the formats for you.

Here are our top picks for existing and aspiring job board owners for the first half of 2024

To make it easier to find the right conference for you to attend we also added a short description:

1. Job Board Connect Live with Jobiqo CEO Martin Lenz (February 5th, online, free) → watch the replay if you have missed it!

Focus: Global, recruiting marketplaces and job boards

Louise Triance and Martin Lenz speak about the Top Trends Shaping the Job Board Industry in 2024

2. Job Board Con (March 5th, online, tickets for 59$) hosted by Chris Russell and sponsored by Jobiqo

Focus: North America and global, new job boards

Job board owners are invited to join and enhance their knowledge of the latest operations and marketing tactics in the industry. The agenda includes sessions on a Job Board Makeover Case Study, Content Strategies for Niche Boards, an interview with the founder of SEOjobs.com (Nick LeRoy) and more.

3. RecBuzz (April 16 – 17th in Barcelona) – get a 200 EUR discount with our code JOBIQO200

Focus: Global, recruiting marketplaces and job boards

RecBuzz Conference is a key gathering in recruitment, addressing industry changes and strategies for staying ahead and organised by the AIM Group. The event offers valuable networking opportunities with potential partners, investors, and industry experts. Attendees engage in discussions on topics and opportunities in recruitment platforms. The format of this conference aims to connect the players in the market and provide valuable insights into navigating the evolving recruitment landscape. The conference is held annually in different cities in Europe and this year it will be in Barcelona.

4. Job Boards Connect

Held twice a year in London, one on May 16th and the second one on October 3rd) – get a 15% discount on your tickets with our code Jobiqo15

Focus: UK and global, recruiting marketplaces and job boards

The Spring event is without doubt held in the most interesting format: No PowerPoint or formal presentations, just conversation and learning with industry, technology, sales and marketing experts. Job Boards Connect is organising the DJAx Digital Job Advertising Excellence Awards as a side event this year on May 16th in the evening which is an additional way for job boards and vendors to get extra accreditation for their impact on the job market.

The October conference is with keynote speakers, panels and discussions on stage from Job Board leaders and experts.

The organizers behind the Job Boards Connect Conference, Louise Grant and Louise Triance, are highly respected figures in the online recruitment industry, advocating for the growth and development of job boards and the online recruitment space with extensive careers in the field.

5. TAtech North America & the World Job Board Forum (June 4th – 6th in Washington DC)

Get a 10% discount on your tickets with the code tatech10

Focus: North America and global, recruiting marketplaces and job boards, recruiting tech and HR tech

The TAtech North America & The World Job Board Forum is a unique conference dedicated to job boards, talent marketplaces, and various talent technology solutions. In its 17th year, it stands out as the only event solely focused on the challenges and opportunities for talent technology providers, covering ATS, CRM, conversational AI, recruitment advertising, marketing, and assessment products. Unlike typical HR events, the conference boasts real-world experienced business leaders as speakers, ensuring a relevant and practical conversation.

6. Digital Marketplaces Association (June 5th – 7th in Vienna)

Get a 15% discount on your tickets with our code JOBIQO@DMA

Focus: Global, recruiting marketplaces and job boards, and classifieds

The Digital Marketplaces Association (DMA) conference provides an intimate and collaborative environment for international leaders in digital marketplaces fostering knowledge exchange, best practice sharing, and networking opportunities among major industry players, startups, and disruptors.

7. European Publishing Congress (June 19th – 20th in Vienna)

Focus: Germany, Austria and Switzerland, recruiting marketplaces and publishers (German-speaking event)

The European Publishing Congress features the best media professionals in Europe presenting their strategies and discussing the industry’s future.

 

So, meet our Jobiqo team at these conferences and chat with our experts! We are looking forward to an exciting first half of 2024!

Stay tuned for more and follow us on Linkedin to get notified of our top picks for the second half of the year.

The labour market has undergone profound changes, and this dynamic brings new challenges and opportunities for job boards. In this blog article, we highlight some of our anticipated trends for 2024 and how we expect to continue building the best job board software globally.

Change in the Labour Market and Its Significance for Job Boards

The shift towards an employee’s market has direct implications for job boards. It’s more important than ever that job boards not only act as platforms for job postings but also as active partners for recruiting solutions, ranging from employer branding to the implementation of smart candidate acquisition strategies. Job boards must adapt to the needs and values of applicants while simultaneously supporting companies in filling positions efficiently and effectively.

Generating reach and performance has taken a central role in 2023. We launched Jobiqo AIR with a massive investment and have created an automated, transparent and cost-efficient solution (One-Stop-Shop) for job boards. It is bundling all channels from job aggregators to social media and display networks in an AI-supported programmatic solution.

Many Jobiqo customers have already started using this tool to effectively improve performance for jobs. We will continue to invest in this area – among many others – to keep customers competitive.

Trend 1: Adaptation to Demographic Change and Skills Shortage

Despite the recession, which leads to a general reduction in job volume, we see a rising skills shortage and a shift to an employee market. We will continue to support our customers in improving employer branding strategies and developing effective talent acquisition methods to help our client’s employer customers position as attractive employers in this dynamic economic environment and boost revenue growth with new products.

Trend 2: Marketing Trends and Diversified Monetisation

Given changing market requirements, Jobiqo supports clients in developing and implementing improved monetisation strategies. The trend is moving from pure job posting sales to holistic concept sales, which includes strategic customer support from branding products to optimised social media campaigns for attracting passive candidates along so-called “candidate funnels”.

Trend 3: Artificial Intelligence (AI) as a Driver of Innovation

2023 turned the market upside down with ChatGPT. Suddenly, all market participants had a much more powerful AI tool at their disposal than even large corporations with massive investments had before. Jobiqo has been working on AI applications since 2017 and continues to build many more effective use cases on the roadmap for 2024. Jobiqo helps job boards effectively use AI technologies while simultaneously complying with regulatory requirements such as the GDPR or the new AI Act.

Trend 4: Programmatic Advertising and PMAX Google Job Ads (JA)

The launch of Jobiqo AIR has already led to a massive improvement in click and application performance on job platforms for those customers who use this new service. Getting more transparency and a broader mix of channels to use, including the ability to leverage social media channels to tap into a broader audience of passive candidates, while automating the whole traffic acquisition process, will be a key differentiator of leading programmatic job advertising solutions like Jobiqo AIR.

Update 2 February: We expected Google to set additional impulses in performance marketing with PMAX in 2024 via its new Google Job Ad (JA) product which was in alpha tests for almost 12 months in North America  (Jobiqo AIR planned to integrate this option). However, Google informed its partners in the alpha test phase in early February that the Google Job Ads (JA) would be discontinued after the test phase end of March due to the lack of satisfaction of its partners. We will share more thoughts on the potential reasons and the (missing) effect on the online recruitment market in a separate post. 

Trend 5: Optimisation of User Experience

We have started to evaluate more data along the user journey and work with suggestions for improving the candidate journey on the job platform. Options like a Quick-Apply functionality and WhatsApp applications will bring additional increases in engagement and conversion numbers in 2024. Jobiqo has built on a mobile-first and candidate-centric UX strategy for a very long time already and as the vast majority of job seekers use mobile, this will continue to be a focus topic to create the best job board performance.

Customer-Oriented Collaboration

How do we plan to achieve all this? Last year, we had many conversations, received valuable feedback, and were able to create more interactions through the higher frequency of touchpoints and newsletters. We strive to work in a customer-oriented way and product-leg growth to build outstanding job board solutions for our customers, gaining maximum reach, performance and monetisation in an ever-challenging market environment.

Find more downloads and resources on our website and our blog.