E S S n e t B i g D a t a

S p e c i fi c G r a n t A g r e e m e n t N o 1 ( S G A - 1 )h tt p s w e b g a t e e c e u r o p a e u f p fi s m w i k i s e s s n e t b i g d a t a

h tt p w w w c r o s - p o r t a l e u

Framework Partnership Agreement Number 111042015006-2015720

Specific Grant Agreement Number 111042015007-2016085

W o r k P a c k a g e 1

W e b s c r a p i n g J o b v a c a n c i e s

D e l i v e r a b l e 1 1

I n v e n t o r y a n d q u a l i t a ti v e a s s e s s m e n t o f j o b p o r t a l s

Version 2016-07-06

ESSnet co-ordinator

Peter Struijs (CBS Netherlands)pstruijscbsnltelephone +31 45 570 7441mobile phone +31 6 5248 7775

Prepared by Thomas Koumlrner Martina Rengers (DESTATIS Germany)

Nigel Swier Liz Metcalfe (ONS United Kingdom)Donato Summa (ISTAT Italy)

Ingegerd Jansson Dan Wu (SCB Sweden)Boro Nikic (SURS Slovenia)

Christina Pierrakou (ELSTAT Greece)

Table of contents

1 Introduction3

2 Classification of job portals4

21 Job boards4

22 Job search engines5

23 Hybrid portals5

3 Criteria for the assessment of job portals6

31 Size6

32 Popularity7

33 General vs specific7

34 Variables available7

35 Technical structure8

4 Case studies regarding the job portal infrastructure in the participating countries10

41 Germany10

42 Greece16

43 Slovenia18

44 Sweden18

45 United Kingdom19

5 Conclusions24

6 References26

Annex27

Germany28

Greece49

Slovenia49

Sweden50

United Kingdom51

1

List of figures

Figure 1 Example for a typical list of search results8Figure 2 Additional information specified on a standardised second level of the list of search

results9Figure 3 Compilation of ranking lists11Figure 4 Greece Ranking details Alexa Traffic Metrics Comparison of 4 greek Job sites (karieragr

skywalkergr asepgr oaedgr)16Figure 5 Greece ndash Web scraping job vacancies using importio17Figure 6 UK ndash Distribution of locations and salaries for job adverts from Adzuna on the 20 June

201621Figure 7 UK ndash Distribution of job advertisements across Cedefop data collection for the UK22

List of tables

Table 1 Germany ndash 56 general job portals job search engines and specialized online job portals sorted in alphabetical order12

Table 2 Germany ndash 25 job search engines ranked by number of job vacancies13Table 3 Germany ndash 16 specific job portals ranked by number of job vacancies13Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further

differentiated between job boards and hybrid portals15Table 5 Sweden ndash List of twelve largest job portals by June 12 2016 (number of advertisements)

18Table 6 Amount of data collected by Cedefop non-null records and matched records23Table 7 Germany ndash List of currently active job portals (500 and more vacancies posted)28Table 8 Greece ndash List of major job portals49Table 9 UK ndash Top job portals ranked by number of vacancies51Table 10 UK ndash Top job search engines ranked by number of vacancies51Table 11 UK ndash Top job specialised websites ranked by number of vacancies52

2

Work package 1 Webscraping Job Vacancies

Deliverable 11 Inventory and qualitative assessment of job portals

1 IntroductionThe aim of the work package 1 pilot study is ldquoto demonstrate by concrete estimates which approaches (techniques methodology etc) are most suitable to produce statistical estimates in the domain of job vacancies and under which conditions these approaches can be used in the ESSrdquo Despite the title of the work package the pilot study is not restricted to web scraping as a data collection approach For example data could be provided directly by the portal owners As explained further in the grant application the pilot focuses on feasibility (not the creation of a full production system) and will consider a mix of sources including job portals job adverts on enterprise websites and job vacancy data from third party sources For SGA-1 this work packagefocuses on job portals (as well as third party sources) but not job advertisements from enterprise websites The latter approach is covered by WP 2 and this may be further explored further as part of SGA-2

The selection of portals to investigate is a first crucial step for obtaining data to test the feasibility of using data from online job portals for use in official statistics A good knowledge of the job portal environment in a given country will enable the statistical office to determine which portals provide a basis for drawing conclusions on the level structure and or trend of job vacancies in the country Due to the large variety and differentiation of job portals in most countries it is only feasible to collect data from a small selection of job portals The selection criteria will include the accessibility of the portals and the job portal environment in a given country To analyse the potential of using web scraped data tomeasure job vacancies on the basis of statistical estimates a sample of job portals can be used to producing figures that can be meaningfully compared with official job vacancy estimates

Thus the preparation of an inventory of relevant job portals in each participating country is a logical first step in the pilot study To this end a method to compile and maintain a list of job portals was investigated by the countries contributing to WP1 This work included the development of a conceptual framework of different types of job portals ways to inquire the URLs of the (major) job portals in the countries and the development of a template for the assessment of job portals This template specifies the criteria that can be used to make systematic decisions on the inclusion or exclusion of individual job portals This is also the basis for a qualitative assessment of the information available (eg the kind of information provided regarding job title occupation economic activity location etc) of job portals

A further aspect concerns the dynamics of the job portal environment How quickly do job portals evolve and how frequently do they change the services they provide It is difficult to provide a detailed account of these changesIn large countiessuch as the UK and Germany the number of job portals is too vast and dynamic to undertakea comprehensive overview However it is important to have an understanding about the speed of changes as such changes may require changes in the selection of the job portals or adaptations in the approaches chosen for web scraping and data processing In line with the approach chosen in WP1 the focus of the inventory is on the structured

3

(or semi-structured) information that can be found in job portals rather than on job advertisements presented as unstructured (or at least not systematically structured) text

2 Classification of job portalsThe term job portal is a rather fuzzy one and actually covers quite diverse types of web sites that provide information on vacant posts via the internet Since the first job openings were published via the internet in the early 1990s such platforms have become much more differentiated An indicator of the differentiation might be that some specialised firms now charge forservices to guide enterprises and job seekers through the large number of existing offers (see eg httpcrosswater-job-guidecom and httponline-recruitingnet for the case of Germany) A basic distinction needs to be made between job boards (publishing ldquooriginalrdquo job offers on the demand of employers) and different types of job search engines (searching the web for job offers that were originally published elsewhere) Inbetween these categories there is a third category of ldquohybridrdquo job portals that combine some original job offers with a number of offers that were originally published earlier

21 Job boardsA job board is a website with two purposes The first is to host job advertisements for enterprises either in addition to or as an alternative to the enterprise website These job advertisments which may cover a range of different enterprises can usually be accessed for free by prospective job seekers The second purpose is to host job seekers CVs which can usually be uploaded for free These can be accessed by enterprises who can then select potential candidates and contact them directly Access to this database of CVs is usually offered for a fee

Job boards exist in different degrees of specialisation ranging from generalist sites to job boards that specialise for job categories in different economic activities but also for specific segements of jobs (like seasonal jobs management jobs or side jobs) Some job boards are highly specialised For example the web site wwwberlinreportcom is mainly used by Korean enterprises to recruite Korean speaking staff in Germany and other European countries (see Weitzel et al 2015 132)

Job boards often cooperate with other web sites including newspapers and job search engines on which the the job offers will appear extending the internet coverage range For example the German branch of Monster Worldwide informs enterprises who insert a job offer that the ad will equally appear on more than 100 partner web sites of which 45 are identified as ldquometa job search enginesrdquo

Posting a job ad on a major job board is not free of charge for the employer In Germany generalised job boards may charge employers between EUR 750 and EUR 1200 for the publication of a job offer (see wwwonline-recruitingnet) which may have implications on the kind of job openings posted there It should be noted that the payment regimes are changing dynamically eg by offering extra services like active sourcing (using CVs available at the job portal or social networks that might cooperate with the job portal) Also payment models that work on a cost-per-click basis seem to be increasing in importance which may have important repercussions on the environment of job portals

A specific case of job boards are the services offered by public employment agencies These may differ in scope and sizedepending on national circumstances they but they may offer a good representation of the job offers via the internet (see the case studies in chapter 4) In contrast to

4

other job boards job boards provided by the public employment agencies typically offer their services free of charge to both the employers and job seekers

22 Job search enginesThe term job search engine refers to a job portal that has no ldquooriginalrdquo job offers posted on its web site but instead searches and indexes job offers from other portals and web sites Sometimes job aggregators (or crawlers) are identified as a specific sub-category of job search engine In this case we define job aggregators as ldquojob search engines that collect job postings from other sites across the web (including employer career sites and paid job boards) and store them in a very large database where they are searchable by job seekersrdquo Job search engines typically include a larger number of offers than job boards in particular if they include the job board of the public employment agency

Many job boards share jobs with various job search engines to increase their range and to generate additional traffic Job search engines are typically based on a cost-per-click model ie if a job seeker clicks on a job offer the owner of the web site (job board or enterprise web site) to which they are referred to to is charged a certain amount

While job search engines already aggregate data from many job boards as well as enterprise web sites there are a number of challenges for using them for statistical purposes First job search engines often perform some data processing of the different formats found on different web sites to produce consistent data Thus processing may not be very transparent and the harmonisation of different formats may lead to a loss of information Still one may argue that this harmonisation task would have to be done anyway to consolidate data across different job boards The question is rather whether the data harmonisation would be better guided by the objectives of statistics production if it is implemented by the statistical offices instead of relying on the work done by job search engine Secondly duplication is a particular problem As job search engines combine the information from many different web sites they often apply de-duplication procedures which again are not transparent and not necessarily guided by the objectives of statistics production While many job search engine providers claim that they successfully de-duplicate the job offers made available on their site the sheer number of job offers suggest that many duplicates remain For example some German job search engines promote themselves with indicating that they have ldquomore than 25 millionrdquo job offers available while according to the job vacancy survey there are currently less then 1 million job vacancies in Germany For this reason the sheer number of job offers on a job search engine does not necessarily indicate a good quality site (see wwwonline-recruitingnet)However duplicate job offers may also be an issue for job boards An employer may use several boards to post the same vacancy at the same time Also the same job might be posted by both the employer and a private employment agency However the issue of duplication iscertainly much great for job search engines

23 Hybrid portalsHybrid portals are a relatively new category of job portals that further complicate the selection of the job portals for web scraping They combine a job search engine with a job board as they publish jobs offered by other job boards and at the same time provide employers with the possibility to publish their own job ad on the site Some hybrid job portals also offer enterprises the possibility to have a standard interface that makes the job openings posted on the enterprise web site available at the hybrid portal and the range of business models is rather wide

5

List of figures

Figure 1 Example for a typical list of search results8Figure 2 Additional information specified on a standardised second level of the list of search

results9Figure 3 Compilation of ranking lists11Figure 4 Greece Ranking details Alexa Traffic Metrics Comparison of 4 greek Job sites (karieragr

skywalkergr asepgr oaedgr)16Figure 5 Greece ndash Web scraping job vacancies using importio17Figure 6 UK ndash Distribution of locations and salaries for job adverts from Adzuna on the 20 June

201621Figure 7 UK ndash Distribution of job advertisements across Cedefop data collection for the UK22

List of tables

Table 1 Germany ndash 56 general job portals job search engines and specialized online job portals sorted in alphabetical order12

Table 2 Germany ndash 25 job search engines ranked by number of job vacancies13Table 3 Germany ndash 16 specific job portals ranked by number of job vacancies13Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further

differentiated between job boards and hybrid portals15Table 5 Sweden ndash List of twelve largest job portals by June 12 2016 (number of advertisements)

18Table 6 Amount of data collected by Cedefop non-null records and matched records23Table 7 Germany ndash List of currently active job portals (500 and more vacancies posted)28Table 8 Greece ndash List of major job portals49Table 9 UK ndash Top job portals ranked by number of vacancies51Table 10 UK ndash Top job search engines ranked by number of vacancies51Table 11 UK ndash Top job specialised websites ranked by number of vacancies52

2

Work package 1 Webscraping Job Vacancies

Deliverable 11 Inventory and qualitative assessment of job portals

1 IntroductionThe aim of the work package 1 pilot study is ldquoto demonstrate by concrete estimates which approaches (techniques methodology etc) are most suitable to produce statistical estimates in the domain of job vacancies and under which conditions these approaches can be used in the ESSrdquo Despite the title of the work package the pilot study is not restricted to web scraping as a data collection approach For example data could be provided directly by the portal owners As explained further in the grant application the pilot focuses on feasibility (not the creation of a full production system) and will consider a mix of sources including job portals job adverts on enterprise websites and job vacancy data from third party sources For SGA-1 this work packagefocuses on job portals (as well as third party sources) but not job advertisements from enterprise websites The latter approach is covered by WP 2 and this may be further explored further as part of SGA-2

The selection of portals to investigate is a first crucial step for obtaining data to test the feasibility of using data from online job portals for use in official statistics A good knowledge of the job portal environment in a given country will enable the statistical office to determine which portals provide a basis for drawing conclusions on the level structure and or trend of job vacancies in the country Due to the large variety and differentiation of job portals in most countries it is only feasible to collect data from a small selection of job portals The selection criteria will include the accessibility of the portals and the job portal environment in a given country To analyse the potential of using web scraped data tomeasure job vacancies on the basis of statistical estimates a sample of job portals can be used to producing figures that can be meaningfully compared with official job vacancy estimates

Thus the preparation of an inventory of relevant job portals in each participating country is a logical first step in the pilot study To this end a method to compile and maintain a list of job portals was investigated by the countries contributing to WP1 This work included the development of a conceptual framework of different types of job portals ways to inquire the URLs of the (major) job portals in the countries and the development of a template for the assessment of job portals This template specifies the criteria that can be used to make systematic decisions on the inclusion or exclusion of individual job portals This is also the basis for a qualitative assessment of the information available (eg the kind of information provided regarding job title occupation economic activity location etc) of job portals

A further aspect concerns the dynamics of the job portal environment How quickly do job portals evolve and how frequently do they change the services they provide It is difficult to provide a detailed account of these changesIn large countiessuch as the UK and Germany the number of job portals is too vast and dynamic to undertakea comprehensive overview However it is important to have an understanding about the speed of changes as such changes may require changes in the selection of the job portals or adaptations in the approaches chosen for web scraping and data processing In line with the approach chosen in WP1 the focus of the inventory is on the structured

3

(or semi-structured) information that can be found in job portals rather than on job advertisements presented as unstructured (or at least not systematically structured) text

2 Classification of job portalsThe term job portal is a rather fuzzy one and actually covers quite diverse types of web sites that provide information on vacant posts via the internet Since the first job openings were published via the internet in the early 1990s such platforms have become much more differentiated An indicator of the differentiation might be that some specialised firms now charge forservices to guide enterprises and job seekers through the large number of existing offers (see eg httpcrosswater-job-guidecom and httponline-recruitingnet for the case of Germany) A basic distinction needs to be made between job boards (publishing ldquooriginalrdquo job offers on the demand of employers) and different types of job search engines (searching the web for job offers that were originally published elsewhere) Inbetween these categories there is a third category of ldquohybridrdquo job portals that combine some original job offers with a number of offers that were originally published earlier

21 Job boardsA job board is a website with two purposes The first is to host job advertisements for enterprises either in addition to or as an alternative to the enterprise website These job advertisments which may cover a range of different enterprises can usually be accessed for free by prospective job seekers The second purpose is to host job seekers CVs which can usually be uploaded for free These can be accessed by enterprises who can then select potential candidates and contact them directly Access to this database of CVs is usually offered for a fee

Job boards exist in different degrees of specialisation ranging from generalist sites to job boards that specialise for job categories in different economic activities but also for specific segements of jobs (like seasonal jobs management jobs or side jobs) Some job boards are highly specialised For example the web site wwwberlinreportcom is mainly used by Korean enterprises to recruite Korean speaking staff in Germany and other European countries (see Weitzel et al 2015 132)

Job boards often cooperate with other web sites including newspapers and job search engines on which the the job offers will appear extending the internet coverage range For example the German branch of Monster Worldwide informs enterprises who insert a job offer that the ad will equally appear on more than 100 partner web sites of which 45 are identified as ldquometa job search enginesrdquo

Posting a job ad on a major job board is not free of charge for the employer In Germany generalised job boards may charge employers between EUR 750 and EUR 1200 for the publication of a job offer (see wwwonline-recruitingnet) which may have implications on the kind of job openings posted there It should be noted that the payment regimes are changing dynamically eg by offering extra services like active sourcing (using CVs available at the job portal or social networks that might cooperate with the job portal) Also payment models that work on a cost-per-click basis seem to be increasing in importance which may have important repercussions on the environment of job portals

A specific case of job boards are the services offered by public employment agencies These may differ in scope and sizedepending on national circumstances they but they may offer a good representation of the job offers via the internet (see the case studies in chapter 4) In contrast to

4

other job boards job boards provided by the public employment agencies typically offer their services free of charge to both the employers and job seekers

22 Job search enginesThe term job search engine refers to a job portal that has no ldquooriginalrdquo job offers posted on its web site but instead searches and indexes job offers from other portals and web sites Sometimes job aggregators (or crawlers) are identified as a specific sub-category of job search engine In this case we define job aggregators as ldquojob search engines that collect job postings from other sites across the web (including employer career sites and paid job boards) and store them in a very large database where they are searchable by job seekersrdquo Job search engines typically include a larger number of offers than job boards in particular if they include the job board of the public employment agency

Many job boards share jobs with various job search engines to increase their range and to generate additional traffic Job search engines are typically based on a cost-per-click model ie if a job seeker clicks on a job offer the owner of the web site (job board or enterprise web site) to which they are referred to to is charged a certain amount

While job search engines already aggregate data from many job boards as well as enterprise web sites there are a number of challenges for using them for statistical purposes First job search engines often perform some data processing of the different formats found on different web sites to produce consistent data Thus processing may not be very transparent and the harmonisation of different formats may lead to a loss of information Still one may argue that this harmonisation task would have to be done anyway to consolidate data across different job boards The question is rather whether the data harmonisation would be better guided by the objectives of statistics production if it is implemented by the statistical offices instead of relying on the work done by job search engine Secondly duplication is a particular problem As job search engines combine the information from many different web sites they often apply de-duplication procedures which again are not transparent and not necessarily guided by the objectives of statistics production While many job search engine providers claim that they successfully de-duplicate the job offers made available on their site the sheer number of job offers suggest that many duplicates remain For example some German job search engines promote themselves with indicating that they have ldquomore than 25 millionrdquo job offers available while according to the job vacancy survey there are currently less then 1 million job vacancies in Germany For this reason the sheer number of job offers on a job search engine does not necessarily indicate a good quality site (see wwwonline-recruitingnet)However duplicate job offers may also be an issue for job boards An employer may use several boards to post the same vacancy at the same time Also the same job might be posted by both the employer and a private employment agency However the issue of duplication iscertainly much great for job search engines

23 Hybrid portalsHybrid portals are a relatively new category of job portals that further complicate the selection of the job portals for web scraping They combine a job search engine with a job board as they publish jobs offered by other job boards and at the same time provide employers with the possibility to publish their own job ad on the site Some hybrid job portals also offer enterprises the possibility to have a standard interface that makes the job openings posted on the enterprise web site available at the hybrid portal and the range of business models is rather wide

5

Work package 1 Webscraping Job Vacancies

Deliverable 11 Inventory and qualitative assessment of job portals

1 IntroductionThe aim of the work package 1 pilot study is ldquoto demonstrate by concrete estimates which approaches (techniques methodology etc) are most suitable to produce statistical estimates in the domain of job vacancies and under which conditions these approaches can be used in the ESSrdquo Despite the title of the work package the pilot study is not restricted to web scraping as a data collection approach For example data could be provided directly by the portal owners As explained further in the grant application the pilot focuses on feasibility (not the creation of a full production system) and will consider a mix of sources including job portals job adverts on enterprise websites and job vacancy data from third party sources For SGA-1 this work packagefocuses on job portals (as well as third party sources) but not job advertisements from enterprise websites The latter approach is covered by WP 2 and this may be further explored further as part of SGA-2

The selection of portals to investigate is a first crucial step for obtaining data to test the feasibility of using data from online job portals for use in official statistics A good knowledge of the job portal environment in a given country will enable the statistical office to determine which portals provide a basis for drawing conclusions on the level structure and or trend of job vacancies in the country Due to the large variety and differentiation of job portals in most countries it is only feasible to collect data from a small selection of job portals The selection criteria will include the accessibility of the portals and the job portal environment in a given country To analyse the potential of using web scraped data tomeasure job vacancies on the basis of statistical estimates a sample of job portals can be used to producing figures that can be meaningfully compared with official job vacancy estimates

Thus the preparation of an inventory of relevant job portals in each participating country is a logical first step in the pilot study To this end a method to compile and maintain a list of job portals was investigated by the countries contributing to WP1 This work included the development of a conceptual framework of different types of job portals ways to inquire the URLs of the (major) job portals in the countries and the development of a template for the assessment of job portals This template specifies the criteria that can be used to make systematic decisions on the inclusion or exclusion of individual job portals This is also the basis for a qualitative assessment of the information available (eg the kind of information provided regarding job title occupation economic activity location etc) of job portals

A further aspect concerns the dynamics of the job portal environment How quickly do job portals evolve and how frequently do they change the services they provide It is difficult to provide a detailed account of these changesIn large countiessuch as the UK and Germany the number of job portals is too vast and dynamic to undertakea comprehensive overview However it is important to have an understanding about the speed of changes as such changes may require changes in the selection of the job portals or adaptations in the approaches chosen for web scraping and data processing In line with the approach chosen in WP1 the focus of the inventory is on the structured

3

(or semi-structured) information that can be found in job portals rather than on job advertisements presented as unstructured (or at least not systematically structured) text

2 Classification of job portalsThe term job portal is a rather fuzzy one and actually covers quite diverse types of web sites that provide information on vacant posts via the internet Since the first job openings were published via the internet in the early 1990s such platforms have become much more differentiated An indicator of the differentiation might be that some specialised firms now charge forservices to guide enterprises and job seekers through the large number of existing offers (see eg httpcrosswater-job-guidecom and httponline-recruitingnet for the case of Germany) A basic distinction needs to be made between job boards (publishing ldquooriginalrdquo job offers on the demand of employers) and different types of job search engines (searching the web for job offers that were originally published elsewhere) Inbetween these categories there is a third category of ldquohybridrdquo job portals that combine some original job offers with a number of offers that were originally published earlier

21 Job boardsA job board is a website with two purposes The first is to host job advertisements for enterprises either in addition to or as an alternative to the enterprise website These job advertisments which may cover a range of different enterprises can usually be accessed for free by prospective job seekers The second purpose is to host job seekers CVs which can usually be uploaded for free These can be accessed by enterprises who can then select potential candidates and contact them directly Access to this database of CVs is usually offered for a fee

Job boards exist in different degrees of specialisation ranging from generalist sites to job boards that specialise for job categories in different economic activities but also for specific segements of jobs (like seasonal jobs management jobs or side jobs) Some job boards are highly specialised For example the web site wwwberlinreportcom is mainly used by Korean enterprises to recruite Korean speaking staff in Germany and other European countries (see Weitzel et al 2015 132)

Job boards often cooperate with other web sites including newspapers and job search engines on which the the job offers will appear extending the internet coverage range For example the German branch of Monster Worldwide informs enterprises who insert a job offer that the ad will equally appear on more than 100 partner web sites of which 45 are identified as ldquometa job search enginesrdquo

Posting a job ad on a major job board is not free of charge for the employer In Germany generalised job boards may charge employers between EUR 750 and EUR 1200 for the publication of a job offer (see wwwonline-recruitingnet) which may have implications on the kind of job openings posted there It should be noted that the payment regimes are changing dynamically eg by offering extra services like active sourcing (using CVs available at the job portal or social networks that might cooperate with the job portal) Also payment models that work on a cost-per-click basis seem to be increasing in importance which may have important repercussions on the environment of job portals

A specific case of job boards are the services offered by public employment agencies These may differ in scope and sizedepending on national circumstances they but they may offer a good representation of the job offers via the internet (see the case studies in chapter 4) In contrast to

4

other job boards job boards provided by the public employment agencies typically offer their services free of charge to both the employers and job seekers

22 Job search enginesThe term job search engine refers to a job portal that has no ldquooriginalrdquo job offers posted on its web site but instead searches and indexes job offers from other portals and web sites Sometimes job aggregators (or crawlers) are identified as a specific sub-category of job search engine In this case we define job aggregators as ldquojob search engines that collect job postings from other sites across the web (including employer career sites and paid job boards) and store them in a very large database where they are searchable by job seekersrdquo Job search engines typically include a larger number of offers than job boards in particular if they include the job board of the public employment agency

Many job boards share jobs with various job search engines to increase their range and to generate additional traffic Job search engines are typically based on a cost-per-click model ie if a job seeker clicks on a job offer the owner of the web site (job board or enterprise web site) to which they are referred to to is charged a certain amount

While job search engines already aggregate data from many job boards as well as enterprise web sites there are a number of challenges for using them for statistical purposes First job search engines often perform some data processing of the different formats found on different web sites to produce consistent data Thus processing may not be very transparent and the harmonisation of different formats may lead to a loss of information Still one may argue that this harmonisation task would have to be done anyway to consolidate data across different job boards The question is rather whether the data harmonisation would be better guided by the objectives of statistics production if it is implemented by the statistical offices instead of relying on the work done by job search engine Secondly duplication is a particular problem As job search engines combine the information from many different web sites they often apply de-duplication procedures which again are not transparent and not necessarily guided by the objectives of statistics production While many job search engine providers claim that they successfully de-duplicate the job offers made available on their site the sheer number of job offers suggest that many duplicates remain For example some German job search engines promote themselves with indicating that they have ldquomore than 25 millionrdquo job offers available while according to the job vacancy survey there are currently less then 1 million job vacancies in Germany For this reason the sheer number of job offers on a job search engine does not necessarily indicate a good quality site (see wwwonline-recruitingnet)However duplicate job offers may also be an issue for job boards An employer may use several boards to post the same vacancy at the same time Also the same job might be posted by both the employer and a private employment agency However the issue of duplication iscertainly much great for job search engines

23 Hybrid portalsHybrid portals are a relatively new category of job portals that further complicate the selection of the job portals for web scraping They combine a job search engine with a job board as they publish jobs offered by other job boards and at the same time provide employers with the possibility to publish their own job ad on the site Some hybrid job portals also offer enterprises the possibility to have a standard interface that makes the job openings posted on the enterprise web site available at the hybrid portal and the range of business models is rather wide

5

(or semi-structured) information that can be found in job portals rather than on job advertisements presented as unstructured (or at least not systematically structured) text

2 Classification of job portalsThe term job portal is a rather fuzzy one and actually covers quite diverse types of web sites that provide information on vacant posts via the internet Since the first job openings were published via the internet in the early 1990s such platforms have become much more differentiated An indicator of the differentiation might be that some specialised firms now charge forservices to guide enterprises and job seekers through the large number of existing offers (see eg httpcrosswater-job-guidecom and httponline-recruitingnet for the case of Germany) A basic distinction needs to be made between job boards (publishing ldquooriginalrdquo job offers on the demand of employers) and different types of job search engines (searching the web for job offers that were originally published elsewhere) Inbetween these categories there is a third category of ldquohybridrdquo job portals that combine some original job offers with a number of offers that were originally published earlier

21 Job boardsA job board is a website with two purposes The first is to host job advertisements for enterprises either in addition to or as an alternative to the enterprise website These job advertisments which may cover a range of different enterprises can usually be accessed for free by prospective job seekers The second purpose is to host job seekers CVs which can usually be uploaded for free These can be accessed by enterprises who can then select potential candidates and contact them directly Access to this database of CVs is usually offered for a fee

Job boards exist in different degrees of specialisation ranging from generalist sites to job boards that specialise for job categories in different economic activities but also for specific segements of jobs (like seasonal jobs management jobs or side jobs) Some job boards are highly specialised For example the web site wwwberlinreportcom is mainly used by Korean enterprises to recruite Korean speaking staff in Germany and other European countries (see Weitzel et al 2015 132)

Job boards often cooperate with other web sites including newspapers and job search engines on which the the job offers will appear extending the internet coverage range For example the German branch of Monster Worldwide informs enterprises who insert a job offer that the ad will equally appear on more than 100 partner web sites of which 45 are identified as ldquometa job search enginesrdquo

Posting a job ad on a major job board is not free of charge for the employer In Germany generalised job boards may charge employers between EUR 750 and EUR 1200 for the publication of a job offer (see wwwonline-recruitingnet) which may have implications on the kind of job openings posted there It should be noted that the payment regimes are changing dynamically eg by offering extra services like active sourcing (using CVs available at the job portal or social networks that might cooperate with the job portal) Also payment models that work on a cost-per-click basis seem to be increasing in importance which may have important repercussions on the environment of job portals

A specific case of job boards are the services offered by public employment agencies These may differ in scope and sizedepending on national circumstances they but they may offer a good representation of the job offers via the internet (see the case studies in chapter 4) In contrast to

4

other job boards job boards provided by the public employment agencies typically offer their services free of charge to both the employers and job seekers

22 Job search enginesThe term job search engine refers to a job portal that has no ldquooriginalrdquo job offers posted on its web site but instead searches and indexes job offers from other portals and web sites Sometimes job aggregators (or crawlers) are identified as a specific sub-category of job search engine In this case we define job aggregators as ldquojob search engines that collect job postings from other sites across the web (including employer career sites and paid job boards) and store them in a very large database where they are searchable by job seekersrdquo Job search engines typically include a larger number of offers than job boards in particular if they include the job board of the public employment agency

Many job boards share jobs with various job search engines to increase their range and to generate additional traffic Job search engines are typically based on a cost-per-click model ie if a job seeker clicks on a job offer the owner of the web site (job board or enterprise web site) to which they are referred to to is charged a certain amount

While job search engines already aggregate data from many job boards as well as enterprise web sites there are a number of challenges for using them for statistical purposes First job search engines often perform some data processing of the different formats found on different web sites to produce consistent data Thus processing may not be very transparent and the harmonisation of different formats may lead to a loss of information Still one may argue that this harmonisation task would have to be done anyway to consolidate data across different job boards The question is rather whether the data harmonisation would be better guided by the objectives of statistics production if it is implemented by the statistical offices instead of relying on the work done by job search engine Secondly duplication is a particular problem As job search engines combine the information from many different web sites they often apply de-duplication procedures which again are not transparent and not necessarily guided by the objectives of statistics production While many job search engine providers claim that they successfully de-duplicate the job offers made available on their site the sheer number of job offers suggest that many duplicates remain For example some German job search engines promote themselves with indicating that they have ldquomore than 25 millionrdquo job offers available while according to the job vacancy survey there are currently less then 1 million job vacancies in Germany For this reason the sheer number of job offers on a job search engine does not necessarily indicate a good quality site (see wwwonline-recruitingnet)However duplicate job offers may also be an issue for job boards An employer may use several boards to post the same vacancy at the same time Also the same job might be posted by both the employer and a private employment agency However the issue of duplication iscertainly much great for job search engines

23 Hybrid portalsHybrid portals are a relatively new category of job portals that further complicate the selection of the job portals for web scraping They combine a job search engine with a job board as they publish jobs offered by other job boards and at the same time provide employers with the possibility to publish their own job ad on the site Some hybrid job portals also offer enterprises the possibility to have a standard interface that makes the job openings posted on the enterprise web site available at the hybrid portal and the range of business models is rather wide

5

other job boards job boards provided by the public employment agencies typically offer their services free of charge to both the employers and job seekers

22 Job search enginesThe term job search engine refers to a job portal that has no ldquooriginalrdquo job offers posted on its web site but instead searches and indexes job offers from other portals and web sites Sometimes job aggregators (or crawlers) are identified as a specific sub-category of job search engine In this case we define job aggregators as ldquojob search engines that collect job postings from other sites across the web (including employer career sites and paid job boards) and store them in a very large database where they are searchable by job seekersrdquo Job search engines typically include a larger number of offers than job boards in particular if they include the job board of the public employment agency

Many job boards share jobs with various job search engines to increase their range and to generate additional traffic Job search engines are typically based on a cost-per-click model ie if a job seeker clicks on a job offer the owner of the web site (job board or enterprise web site) to which they are referred to to is charged a certain amount

While job search engines already aggregate data from many job boards as well as enterprise web sites there are a number of challenges for using them for statistical purposes First job search engines often perform some data processing of the different formats found on different web sites to produce consistent data Thus processing may not be very transparent and the harmonisation of different formats may lead to a loss of information Still one may argue that this harmonisation task would have to be done anyway to consolidate data across different job boards The question is rather whether the data harmonisation would be better guided by the objectives of statistics production if it is implemented by the statistical offices instead of relying on the work done by job search engine Secondly duplication is a particular problem As job search engines combine the information from many different web sites they often apply de-duplication procedures which again are not transparent and not necessarily guided by the objectives of statistics production While many job search engine providers claim that they successfully de-duplicate the job offers made available on their site the sheer number of job offers suggest that many duplicates remain For example some German job search engines promote themselves with indicating that they have ldquomore than 25 millionrdquo job offers available while according to the job vacancy survey there are currently less then 1 million job vacancies in Germany For this reason the sheer number of job offers on a job search engine does not necessarily indicate a good quality site (see wwwonline-recruitingnet)However duplicate job offers may also be an issue for job boards An employer may use several boards to post the same vacancy at the same time Also the same job might be posted by both the employer and a private employment agency However the issue of duplication iscertainly much great for job search engines

23 Hybrid portalsHybrid portals are a relatively new category of job portals that further complicate the selection of the job portals for web scraping They combine a job search engine with a job board as they publish jobs offered by other job boards and at the same time provide employers with the possibility to publish their own job ad on the site Some hybrid job portals also offer enterprises the possibility to have a standard interface that makes the job openings posted on the enterprise web site available at the hybrid portal and the range of business models is rather wide

5

Depending on the country hybrid portals may represent the large majority of job portals available on the internet In order to make an informed decision on which portals to select for web scraping it is therefore crucial to know how large the number of ldquooriginalrdquo job openings posted actually is (and how many job advertisements are just carried over from other web sites) Furthermore the listof partner sites of hybrid portals with which a cooperation has been established should be investigated Unfortunately this type of information is not always easily available

3 Criteria for the assessment of job portalsThe first step is to develop a list of job portalsOne approach is to identify job portals by using web search engines such as Google or Bing1 This is a simple approach which can be helpful for the assessment and is useful for collecting website URLs Search engines can be used to provide both direct information about job portals but also other web sites which maybe have some kind of list of job portals Relevant keywords and phrases could include lsquoonline job portalsrsquo lsquoranking of online job portalsrsquo lsquoassessment of online job portalsrsquo and respectively lsquoCompetitive Recruitingrsquo lsquoJobcoachrsquo lsquoJobmarketingrsquo lsquoHR Reportingrsquo lsquoHR recruitmentrsquo lsquotrade fair for human resources managementrsquo

The selection of job portals for web scraping should be based on a range of different criteria in order to make sure that a reliable measurement of job vacancies can be achieved Apart from this size of the job portals further criteria need to be applied Depending on national circumstance the relevance and relative importance of the criteria may vary between different countries For this reason in contrast to than other studies (eg CEDEFOP 2016) no standardised scoring scheme was applied It was decided to provide some flexibility in considering the specific recruiting practices in each country

31 SizeSize or the total number of current job offers available on a job portals is an obvious selection criterion However the true number of current unique jobs is often difficult to determine Some measure of the total number of job offers is normally provided by the website but this may or may not be accurate and is difficult to verify Websites comparing job portals often rely on this information and so their assessments may not be accurate Some portal owners do not state the number of job offers at all and do not allow a search of the database without specification of job title or region (eg monstercom just indicates ldquo1000+ jobsrdquo in case of unspecified search requests)

In addition it is not straightforward to distinguish job offers that have been directly published on the site from those that have been forwarded from partner sites Some job boards only publish original job offers but the category of hybrid job portals that combine traditional job boards with job search engines seems to be increasing One might think that a large number of job offers found in a job portal is an advantage per se However portals combining job offers from diverse sites may use some de-duplication procedure which may be imperfect and lacking transparency Including large job portals that combine information from many sites will increase the complexity of removing duplicates and thereby the risk of overestimating the number of job openings and bias regarding the structure of the job vacancies Against this background the project team has agreed to focus mainly on job boards that publish original job offers only Third there is a large variation of the timeliness of the job offers that can be found on different job portals Comparisons of the size need to take this into account eg by referring to job offers that are not older than 30 days1General information about the site search market can be found in Eurostat 2014 p 36 ff of Annex D2

6

32 PopularityAnother indicator that can provide further information on the actual use of a job portal are measures of popularity When making the selection of a job portal for statistics preference should be given to job portals that have a high level of web traffic The Alexa rankingis a well known metric based on the web traffic data collected by the California-based company Alexa Internet Inc a subsidiary wholly owned by Amazoncom However this ranking refers to the main URL of which the job portal might only be a part (eg Linkedincom) Comparisons of job portals sometimes also provide indications regarding the number of monthly visits that might also provide useful information but independently measured data are usually not available for all job portals

33 General vs specificThere are various types of job portals that need to be distinguished in the selection process The main distinction usually is between general job portals posting job ads in all areas of economic activity and specific job portals that specialise in specific economic activities (eg the IT sector) or specific occupations (eg cooks) Job portals defined as general or specific according to this definition can be further differentiated according the main purpose of the website Web sites specialised in recruitment services job offers that appear on newspaper websites as well as job portals that are part of web sites that generally publish small advertisements of various kinds including job offers A further distinction is between public and private providers Generally for the use in statistics preference should be given to web sites that specialise in recruiting services The inclusion of public or private job portals will very much depend on the national situation in a given country

A further frequent differentiation is between portals operation at the national level and those specialising on regional job openings The importance of regional job portals varies strongly between countries so that the selection will have to consider the national circumstances as well

34 Variables availableThe information provided regarding the characteristics of the jobs offered differs largely from one site to another More variables provide an opportunity to produce richer statistics and so sites that give access to more variables should be preferred As a first step the pilot focuses on the structured (or semi-structured) information available on the job portals The job advertisement may provide further information but this would need to be extracted from the unstructured text by the use of text mining procedures

Job characteristics that can frequently be found on job portals include the following

Whato Title of the position as specified by the employer(eg ldquoMulti-Lingual Service Desk -

GermanFrenchrdquo ldquoSales Rep ndash Riverford Organic Farmers (4 Month FTC)rdquo or ldquoTrainee Recruitment Consultant + pound50K OTErdquo)

o Occupation (usually using a list of occupation titles provided by the job portal)o Required education of the candidate (according to a list provided by portal or as

stated by the employer)o Contract type (eg permanent- temporary employment full time-part time job)

Wheno Date of the advertised job vacancy

7

o Date of application deadlineo Date to fill a vacancy

Whereo Location of the job

Whoo Direct employer or recruitment agencyo Economic activity of the employer (NACE groups)

Further items sometimes include supervisory functions or the salary the latter however depends a lot on national circumstance Many job offers on UK portals provide salary but this is very rare in Germany and Sweden

35 Technical structureEven if the variables detailed in section 34 are available on a given job portal their usefulness for statistical production depends on the way the information is provided on the web site A crucial aspect is which variables are available in a structured format on the website Most job portals return a summary list of search results which only shows a limited range of variables A list of search results usually include the job title the employer (or a logo of the employer) the location and the date of the advertisement (see Figure 1)

Figure 1 Example for a typical list of search results

Source httpwwwmonstercoukjobs

Further information might be obtained using filter or advanced search functions offered by the job portals that provide the opportunity to select for example only full-time posts or only specific occupations The algorithms behind these filters are however not transparent and it is not clear whether the filtered results exhaustively represent all job openings posted on the job portal The analysis of how much filter or advanced search functions can be used for web scraping is one of the major issues to be analysed in the next stage of the pilot

The entries on the list of job openings found are linked to job advertisements that provide more detailed information Depending on the job portal there is however a large variation of practices

8

which may have strong implications on how much effort needs to be taken to use a job portal for statistics production

Some job portals (for instance job boards) have links from the job offers to a second level of standardised information which often consists of the full-text of the job advertisement plus further (semi-)structured information This is the easiest case for web scraping since the variables of interest can be defined without major issues (see figure 2 that in addition to the list of search results indicates the contract type and the full-time status)

Figure 2 Additional information specified on a standardised second level of the list of search results

Source httpwwwstepstonedejobs

Other job portals do not show any standardised information when following the link in the list of search results but just show the full text of the job advertisement either in a format specified by the job portal or in the format provided by the employer The readiness of employers to use a format provided by a job portal seems to vary between countries For example as explained by (httpwwwonline-recruitingnetwas-ist-eine-online-jobboerseaccessed 25 May 2016) German employers seem to be particularly interested in publishing the whole job advertisement in the format of their corporate designThese job advertisements may also contain structured information but this structure will differ according to the employer

Most job search engines redirect links from the list of search results directly to original job board from which the advertisement was forwarded In this case the information in addition to the one provided in the list of search results is only standardised to a very limited degree

9

32 PopularityAnother indicator that can provide further information on the actual use of a job portal are measures of popularity When making the selection of a job portal for statistics preference should be given to job portals that have a high level of web traffic The Alexa rankingis a well known metric based on the web traffic data collected by the California-based company Alexa Internet Inc a subsidiary wholly owned by Amazoncom However this ranking refers to the main URL of which the job portal might only be a part (eg Linkedincom) Comparisons of job portals sometimes also provide indications regarding the number of monthly visits that might also provide useful information but independently measured data are usually not available for all job portals

33 General vs specificThere are various types of job portals that need to be distinguished in the selection process The main distinction usually is between general job portals posting job ads in all areas of economic activity and specific job portals that specialise in specific economic activities (eg the IT sector) or specific occupations (eg cooks) Job portals defined as general or specific according to this definition can be further differentiated according the main purpose of the website Web sites specialised in recruitment services job offers that appear on newspaper websites as well as job portals that are part of web sites that generally publish small advertisements of various kinds including job offers A further distinction is between public and private providers Generally for the use in statistics preference should be given to web sites that specialise in recruiting services The inclusion of public or private job portals will very much depend on the national situation in a given country

A further frequent differentiation is between portals operation at the national level and those specialising on regional job openings The importance of regional job portals varies strongly between countries so that the selection will have to consider the national circumstances as well

34 Variables availableThe information provided regarding the characteristics of the jobs offered differs largely from one site to another More variables provide an opportunity to produce richer statistics and so sites that give access to more variables should be preferred As a first step the pilot focuses on the structured (or semi-structured) information available on the job portals The job advertisement may provide further information but this would need to be extracted from the unstructured text by the use of text mining procedures

Job characteristics that can frequently be found on job portals include the following

Whato Title of the position as specified by the employer(eg ldquoMulti-Lingual Service Desk -

GermanFrenchrdquo ldquoSales Rep ndash Riverford Organic Farmers (4 Month FTC)rdquo or ldquoTrainee Recruitment Consultant + pound50K OTErdquo)

o Occupation (usually using a list of occupation titles provided by the job portal)o Required education of the candidate (according to a list provided by portal or as

stated by the employer)o Contract type (eg permanent- temporary employment full time-part time job)

Wheno Date of the advertised job vacancy

7

o Date of application deadlineo Date to fill a vacancy

Whereo Location of the job

Whoo Direct employer or recruitment agencyo Economic activity of the employer (NACE groups)

Further items sometimes include supervisory functions or the salary the latter however depends a lot on national circumstance Many job offers on UK portals provide salary but this is very rare in Germany and Sweden

35 Technical structureEven if the variables detailed in section 34 are available on a given job portal their usefulness for statistical production depends on the way the information is provided on the web site A crucial aspect is which variables are available in a structured format on the website Most job portals return a summary list of search results which only shows a limited range of variables A list of search results usually include the job title the employer (or a logo of the employer) the location and the date of the advertisement (see Figure 1)

Figure 1 Example for a typical list of search results

Source httpwwwmonstercoukjobs

Further information might be obtained using filter or advanced search functions offered by the job portals that provide the opportunity to select for example only full-time posts or only specific occupations The algorithms behind these filters are however not transparent and it is not clear whether the filtered results exhaustively represent all job openings posted on the job portal The analysis of how much filter or advanced search functions can be used for web scraping is one of the major issues to be analysed in the next stage of the pilot

The entries on the list of job openings found are linked to job advertisements that provide more detailed information Depending on the job portal there is however a large variation of practices

8

which may have strong implications on how much effort needs to be taken to use a job portal for statistics production

Some job portals (for instance job boards) have links from the job offers to a second level of standardised information which often consists of the full-text of the job advertisement plus further (semi-)structured information This is the easiest case for web scraping since the variables of interest can be defined without major issues (see figure 2 that in addition to the list of search results indicates the contract type and the full-time status)

Figure 2 Additional information specified on a standardised second level of the list of search results

Source httpwwwstepstonedejobs

Other job portals do not show any standardised information when following the link in the list of search results but just show the full text of the job advertisement either in a format specified by the job portal or in the format provided by the employer The readiness of employers to use a format provided by a job portal seems to vary between countries For example as explained by (httpwwwonline-recruitingnetwas-ist-eine-online-jobboerseaccessed 25 May 2016) German employers seem to be particularly interested in publishing the whole job advertisement in the format of their corporate designThese job advertisements may also contain structured information but this structure will differ according to the employer

Most job search engines redirect links from the list of search results directly to original job board from which the advertisement was forwarded In this case the information in addition to the one provided in the list of search results is only standardised to a very limited degree

9

o Date of application deadlineo Date to fill a vacancy

Whereo Location of the job

Whoo Direct employer or recruitment agencyo Economic activity of the employer (NACE groups)

Further items sometimes include supervisory functions or the salary the latter however depends a lot on national circumstance Many job offers on UK portals provide salary but this is very rare in Germany and Sweden

35 Technical structureEven if the variables detailed in section 34 are available on a given job portal their usefulness for statistical production depends on the way the information is provided on the web site A crucial aspect is which variables are available in a structured format on the website Most job portals return a summary list of search results which only shows a limited range of variables A list of search results usually include the job title the employer (or a logo of the employer) the location and the date of the advertisement (see Figure 1)

Figure 1 Example for a typical list of search results

Source httpwwwmonstercoukjobs

Further information might be obtained using filter or advanced search functions offered by the job portals that provide the opportunity to select for example only full-time posts or only specific occupations The algorithms behind these filters are however not transparent and it is not clear whether the filtered results exhaustively represent all job openings posted on the job portal The analysis of how much filter or advanced search functions can be used for web scraping is one of the major issues to be analysed in the next stage of the pilot

The entries on the list of job openings found are linked to job advertisements that provide more detailed information Depending on the job portal there is however a large variation of practices

8

which may have strong implications on how much effort needs to be taken to use a job portal for statistics production

Some job portals (for instance job boards) have links from the job offers to a second level of standardised information which often consists of the full-text of the job advertisement plus further (semi-)structured information This is the easiest case for web scraping since the variables of interest can be defined without major issues (see figure 2 that in addition to the list of search results indicates the contract type and the full-time status)

Figure 2 Additional information specified on a standardised second level of the list of search results

Source httpwwwstepstonedejobs

Other job portals do not show any standardised information when following the link in the list of search results but just show the full text of the job advertisement either in a format specified by the job portal or in the format provided by the employer The readiness of employers to use a format provided by a job portal seems to vary between countries For example as explained by (httpwwwonline-recruitingnetwas-ist-eine-online-jobboerseaccessed 25 May 2016) German employers seem to be particularly interested in publishing the whole job advertisement in the format of their corporate designThese job advertisements may also contain structured information but this structure will differ according to the employer

Most job search engines redirect links from the list of search results directly to original job board from which the advertisement was forwarded In this case the information in addition to the one provided in the list of search results is only standardised to a very limited degree

9

which may have strong implications on how much effort needs to be taken to use a job portal for statistics production

Some job portals (for instance job boards) have links from the job offers to a second level of standardised information which often consists of the full-text of the job advertisement plus further (semi-)structured information This is the easiest case for web scraping since the variables of interest can be defined without major issues (see figure 2 that in addition to the list of search results indicates the contract type and the full-time status)

Figure 2 Additional information specified on a standardised second level of the list of search results

Source httpwwwstepstonedejobs

Other job portals do not show any standardised information when following the link in the list of search results but just show the full text of the job advertisement either in a format specified by the job portal or in the format provided by the employer The readiness of employers to use a format provided by a job portal seems to vary between countries For example as explained by (httpwwwonline-recruitingnetwas-ist-eine-online-jobboerseaccessed 25 May 2016) German employers seem to be particularly interested in publishing the whole job advertisement in the format of their corporate designThese job advertisements may also contain structured information but this structure will differ according to the employer

Most job search engines redirect links from the list of search results directly to original job board from which the advertisement was forwarded In this case the information in addition to the one provided in the list of search results is only standardised to a very limited degree

9

4 Case studies regarding the job portal infrastructure in the participating countries

41 GermanyAs a result of a first general analysis of the job market by using web search engines ndash the first action mentioned above ndash (state January 2016) there were found some important URLs of other websites which have rankings or assessment analysis of job portals For example in Germany worth mentioning are (i) deutschlandsbestejobportalede (ii) crosswater-job-guidecom (iii) online-recruitingnet and (iv) jobboersen-im-testde

(i) deutschlandsbestejobportalede

This web site contains ranking lists of job portals or job search machines from 2010-2015 The initiators of the test called ldquoDeutschlandsBesteJobportale (best job portals of Germany) are ICR Institute fuumlr Competitive Recruiting (competitiverecruitingde) and the joint project CrossPro Research (crosspro-researchcom) The latter project is a corporation project of Cross Water Systems and PROFILO Rating GmbH

(ii) crosswater-job-guidecom

The web sites crosswater-job-guidecom and crosswater-systemscom belong to the company Crosswater Systems According to the companys own information it is dedicated to assist job searcher by providing web guides on a selected range of topics including annotated links and web resources to allow the surfer a pre-selection of his next destination They provide among others things an own assessment of online job portals on the sub web site jobboumlrsen-kompassde

(iii) online-recruitingnet

This web site contains many freely available research results eg description of job portals and job portal rankings It also names job portal URLs of the following 27 countries Australia Austria Belgium Bosnia Herzegovina Bulgaria Croatia Cyprus Czech Republic Estonia France Germany Great Britain Greece Hungary India Italy Japan Jordan Netherlands Norway Poland Portugal Romania Russia South Africa Spain and Switzerland

(iv) jobboersen-im-testde

This web sites is run by a private individual interested in the topics of online job-placements and -recruiting

According to the information from deutschlandsbestejobportalede in 2015 there were more than 1600 job portals for the German labour market Crosswater-job-guidecom lists no less than 1794 job portals of various kinds of which 1088 are earmarked as being currently active Jobboersen-im-testde (bdquoJobboumlrsen A-Zldquo) lists altogether 781 job portals (only classified by bdquotarget group profession or sectorldquo but not by bdquokind of job portalldquo) Of these 781 job portals 34 are ranked among the best job portals Online-recruitingnet lists 99 job portals some of them are not included in the above mentioned 781-list Similarly also the 1088-list of Crosswater-job-guidecom does not include all the job portals shown in the other lists

10

Figure 3 Compilation of ranking lists

This ranking is according to the Internet statistics provider Alexa (wwwalexacom) a subsidiary of AmazonSource personalmagazin 06 11

At the end of this action neither the precise number of job portals nor their importance for the job market was really clear Figure 3 shows that depending on the ranking criteria andor the reference date quite diverging rankings can result Besides the number of job vacancies there are four other ranking criteria namely the Alexa popularity ranking the employer satisfaction according to Profilo ranking the user satisfaction according to Crosspro-Research and the quality of search according to Crosspro-Research

These ambiguous situation leads to the requirement of a second action with the URLs identified in the first action On the basis on the number of job vacancies as indicated in the results of the first action 56 job portals were selected and examined in more detail Table 1 shows these portals alphabetically sorted and classified by type of job portal specifying the job portals according to the categories introduced in chapter 2 and 3 with the three categories (1) job search machines (2) general job portals or (3) specialized online job portals Categories two and three include both job boards and hybrid portals More details for the job search machines are shown in Table 2 beside the name and the URL the owner of the portal that is company name and registered office address were displayed Moreover all 25 job search engines were ranked by the given number of job vacancies in Germany (if this number was provided by the portal owner) This was also done for the 16 specific job portals The results are shown in Table 3 In addition an additional column in table 3 specifies for the area in which the specific job portal is specialised in

11

Table 1 Germany ndash 56 general job portals job search engines and specialized online job portals sorted in alphabetical order

NoName URL Type of job portal1 Absolventa Jobnet httpswwwabsolventade specific job portal2 Adzuna httpswwwadzunade Job search engine3 arbeitende httpwwwarbeitende Job search engine4 backinjob httpwwwbackinjobde Job search engine5 Betriebs-Berater-Jobs httpwwwbetriebs-berater-jobsde specific job portal6 Careerjet httpwwwcareerjetde Job search engine7 Cesar httpwwwcesarde Job search engine8 Connecticum httpwwwconnecticumde specific job portal9 Experteer httpwwwexperteerde specific job portal

10 fazjobnet httpfazjobnet specific job portal11 Gigajob httpdegigajobcomindexhtml general job portal12 goodmonday httpwwwgoodmondayde Job search engine13 hotelcareer httpwwwhotelcareerde specific job portal14 Indeed httpdeindeedcom Job search engine15 Jobanzeigende httpswwwjobanzeigende Job search engine16 Jobboumlrse Bundesagentur fuumlr Arbeit httpjobboersearbeitsagenturde general job portal17 Jobboumlrsecom httpswwwjobboumlrsecom Job search engine18 Jobboumlrsede httpswwwjobboumlrsede Job search engine19 Jobcluster httpswwwjobclusterde general job portal20 Jobkralle httpwwwjobkrallede Job search engine21 Jobkurier httpwwwjobkurierde specific job portal22 Jobleads httpswwwjobleadsde specific job portal23 Jobmonitor httpdejobmonitorcom general job portal24 Jobrapido httpdejobrapidocom Job search engine25 JobRobot httpwwwjobrobotde Job search engine26 JobScout24 Jobsde httpwwwjobsde wwwjobscout24degeneral job portal27 JobStairs httpswwwjobstairsde general job portal28 Jobsterne httpwwwjobsternede specific job portal29 Jobsuma httpwwwjobsumade Job search engine30 Jobturbo httpjobturbode Job search engine31 Jobvector httpwwwjobvectorde specific job portal32 Jobware httpwwwjobwarede specific job portal33 Jobworld httpwwwjobworldde Job search engine34 Jooble httpdejoobleorg Job search engine35 Kalaydo httpwwwkalaydodejobboerse general job portal36 Kimeta httpwwwkimetade Job search engine37 LinkedIn httpsdelinkedincomjob general job portal38 Meine Stadtde httpjobsmeinestadtdedeutschland general job portal39 Monster httpwwwmonsterde general job portal40 njobs httpswwwnjobsde Job search engine41 Online-Jobsde httpwwwonline-jobsde specific job portal42 Opportuno httpwwwopportunode Job search engine43 Placement24 httpwwwplacement24comde specific job portal44 Rekruter httpwwwrekruterde general job portal45 Renego httpswwwrenegode Job search engine46 Staufenbiel httpswwwstaufenbieldestartseitehtmlspecific job portal47 Stellenanzeigende httpwwwstellenanzeigende general job portal48 stellenanzeigennet httpwwwstellenanzeigennet Job search engine49 StepStone httpswwwstepstonede general job portal50 Suumlddeutsche Zeitung httpstellenmarktsueddeutschede general job portal51 Trovit Jobs httpdetrovitcomjobs Job search engine52 Unicum Karrierezentrum httpkarriereunicumde specific job portal53 XING httpswwwxingcomjobs general job portal54 xljobde httpwwwxljobde Job search engine55 Yourfirmde httpwwwyourfirmde specific job portal56 yovadis httpwwwyovadisde Job search engine

12

Table 2 Germany ndash 25 job search engines ranked by number of job vacanciesJob search engines

Company registered offi ce1 Jobboumlrsecom httpswwwjobboumlrsecom XING AG Hamburg (DE) 25000002 Kimeta httpwwwkimetade kimeta GmbH Darmstadt (DE) 21269773 Cesar httpwwwcesarde cesar Internetdienste GmbH Hamburg (DE) 18000004 Jobrapido httpdejobrapidocom Jobrapido Srl Milan (IT) 1714177

5 Jobboumlrsede httpswwwjobboumlrsedeCareerNetwork JOBBOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 1677214

6 Careerjet httpwwwcareerjetde Careerjet Ltd London (UK) 13255117 Jobkralle httpwwwjobkrallede Webintegration IT Service GmbH Wien (AT) 10440698 Renego httpswwwrenegode Renego - Nikolay Nikolov Koumlln (DE) 10000009 JobRobot httpwwwjobrobotde JobRobot eK Hamburg (DE) 918754

10 Trovit Jobs httpdetrovitcomjobs Trovit Search SL Barcelona (ES) 76165111 Adzuna httpswwwadzunade Adhunter ltd London (UK) 49295112 Jooble httpdejoobleorg Ladoburn Europe LTD Limassol (CY) 41881013 Jobworld httpwwwjobworldde Internext GmbH Karlsruhe (DE) 400000

14 Indeed httpdeindeedcomIndeed Ireland Operations Limited

US Amsterdam (NL) Dublin (IE) Duumlsseldorf (DE) Hyderabad (IN) London (UK) Paris (FR) Sydney (AU) Tokio (JP) Toronto (CA)

389211

15 Jobanzeigende httpswwwjobanzeigende classmarkets gmbH Berlin (DE) 33453916 Opportuno httpwwwopportunode Opportuno GmbH Erlangen (DE) 31237717 Jobsuma httpwwwjobsumade JOBSUMA GmbH Koumlln (DE) 28611918 Jobturbo httpjobturbode karrierede lookas GmbH Koumlln (DE) 26789719 stellenanzeigennethttpwwwstellenanzeigennetJobValue GmbH Muumlnchen (DE) 20463720 yovadis httpwwwyovadisde Diekmeyer Medienagentur Roumldental (DE) 12375321 xljobde httpwwwxljobde HR4YOU Solutions GmbH amp Co KG GroszligefehnTimmel (DE) Ebermannstadt (DE)3024922 arbeitende httpwwwarbeitende StepStone Deutschland GmbH Duumlsseldorf (DE) 23 backinjob httpwwwbackinjobde Ideenkraftwerk GmbH Herford (DE) 24 njobs httpswwwnjobsde njobs Ltd London (UK) 25 goodmonday httpwwwgoodmondayde platron Berlin (DE)

URLNameNo

Owner of the portal Number of job vacanies in Germany

Table 3 Germany ndash 16 specific job portals ranked by number of job vacanciesSpecific job portals

Company registered offi ce1 Experteer httpwwwexperteerde Experteer GmbH Muumlnchen (DE) 175046 specialists and managers2 Jobleads httpswwwjobleadsde JobLeads GmbH Hamburg (DE) 83090 specialists and managers3 Placement24 httpwwwplacement24comde Placement24 GmbH Duumlsseldorf (DE) 75395 specialists and managers4 Jobsterne httpwwwjobsternede Matthaes Verlag GmbH Stuttgart (DE) 46392 hotel and catering industry5 Connecticum httpwwwconnecticumde connecticum GmbH Berlin (DE) 34207 students alumni young

professionals (SAYacutes)6 Betriebs-Berater-

Jobshttpwwwbetriebs-berater-jobsde

Deutscher Fachverlag GmbH

Frankfurt a M (DE) 25746 legal tax and financial consulting

7 Jobware httpwwwjobwarede Jobware Online-Service GmbH

Paderborn (DE) 15105 specialists and managers

8 hotelcareer httpwwwhotelcareerde YOURCAREERGROUP GmbH

Duumlsseldorf (DE) 14082 hotel and catering industry

9 Absolventa Jobnet

httpswwwabsolventade Absolventa GmbH Berlin (DE) 7330 students alumni young professionals (SAYacutes)

10 fazjobnet httpfazjobnet Frankfurter Al lgemeine Zei tung GmbH

Frankfurt a M (DE) 6983 specialists and managers

11 Staufenbiel httpswwwstaufenbieldestartseitehtml

Staufenbiel Institut GmbH

Koumlln (DE) Frankfurt a M (DE)

6117 students alumni young professionals (SAYacutes)

12 Jobkurier httpwwwjobkurierde CHECKPOINT HRnetworks GmbH

Bretten (DE) 4891 specialists and managers

13 Online-Jobsde httpwwwonline-jobsde CareerNetwork JOB-BOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 2800 information technology

14 Jobvector httpwwwjobvectorde Capsid GmbH Duumlsseldorf (DE) 1122 natural scientists medical doctors and engineers

15 Yourfirmde httpwwwyourfirmde yourfirm GmbH Muumlnchen (DE) mid-sized sector16 Unicum

Karrierezentrumhttpkarriereunicumde UNICUM GmbH amp Co

KGBochum (DE) students alumni young

professionals (SAYacutes)

Owner of the portal Number of job vacancies AreaNo Name URL

13

Finally the 15 general job portals listed in Table 1 were assessed in more detail As for the job search engines in table 2 the name and URL were supplemented by information on the owner and the number of job vacancies in Germany (see column C and F in Table 4) Moreover in column D a distinction was added whether the general job portals are job boards or hybrid portals (in the case of Xing and LinkedIn a clear classification was not possible) Column E shows (based on information that was publicly available) whether the portal cooperates with partners According to the purpose of the partnerships two different categories can be distinguished range partners for own job advertisement and hit list partners for job search results The aim in the first case is to extend the range and the scope of its own job advertisements by allowing partners to publish them on their web sites as well In the second case the aim is to expand the portalrsquos own hit list for job seeker by reporting additional job advertisements form other portals

To achieve a comparable assessment of the size of the general job portals as a next step it was tried to find out the number of job vacancies that are not older than 30 days (column G in Table 4) This analysis has been conducted by the use of web scraping techniques Unfortunately due to technical reasons in programming styles of the different portals it was not always possible to get this information For the assessment of hybrid job portals an additional web scraping result was needed the number of job vacancies not older than 30 days andnot carried over from other portals or enterprise websites The results are shown in column H of Table 4 A comparison between column F and column H shows that the ranking order is changing when these results are taken into account

The comprehensiveness of the structured information of the job vacancy descriptions was another element of high interest for the assessment of general job portals That is the reason why it was examined how many descriptive job criteria are available as structured information (column I and J) The more there is the better as unstructured information needs complex text mining technologies who often do not achieve the desired results As shown in table 4 the general hit lists of the job portals rarely provide more than four descriptive job criteria (usually including the title of the job the publication date of the job advertisement the location and the name of the employer) Some portals provide up to 9 criteria on a second level (accessed when clicking on the job advertisement in the general hit list) while others just provide the job advertisement in unstructured form without additional criteria (indicated by a ldquo0rdquo in column J of table 4)

The selection of the job portals for the further course of the pilot study under WP 1 was mainly based on the size of the job portal (ie the number of job advertisements) At the same time both job boards and hybrid portals were to be included As one of the hybrid portals the job portal of the German Federal Employment Agency (Jobboumlrse Bundesagentur fuumlr Arbeit) needs to be included as it combines the by far largest job board with job offers from around 100 partners and vacancies detected by a job robot on more than 400000 enterprise web sites This approach is at the same time of large interest regarding the methodology developed in the pilot study Apart from that another large but privately run hybrid portal (gigajob) was selected together with the two largest job boards (Stepstone and Monster)

As a result of the additional assessment analyses shown in Table 4 for the ESSnet pilot study the following portals were selected

1 Jobboumlrse Bundesagentur fuumlr Arbeit (hybrid)2 Gigajob (hybrid)3 StepStone (job board)

14

4 Monster (job board)

15

Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further differentiated between job boards and hybrid portals

General job portalOwner of the

portalType of job portal

Partner

- job board- hybrid

- range partners for own job advertisement

- hit list partners for job search results

altogether not older than 30

days

own job ad AND not older than 30 days

available on general hit list

available by clicking on the ad link

A B C D E F G H I J

1

Jobboumlrse Bundesagentur fuumlr Arbeit (public employment agency)httpjobboersearbeitsagenturde

Bundesagentur fuumlr Arbeit (Federal Employment Agency) hybrid

around 100 range partners and hitlist partners sharing (parts of) the job advertisements (upon the request of the employer)in addition a job robot captures job advertisements on more than 400000 enterprise websites 1083929 NA NA 5 9

2

XINGhttpswwwxingcomjobs XING AG unclear 570797 NA NA 4 6

3

Gigajobhttpdegigajobcomindexhtml

Netzmarkt Internetservice GmbH amp Co KG hybrid

16 hit list partners (most of them job search engines) 531112 417229 212157 4 4

4

LinkedInhttpsdelinkedincomjob LinkedIn Ireland unclear 488098 486791 NA 4 8

5

Meine Stadtdehttpjobsmeinestadtdedeutschlandstellen

meinestadtde GmbH hybrid

job advertisements from established business partners and directly from enterprise websites =gt hit list partners 466680 360086 6287 4 0

6Rekruterhttpwwwrekruterde

FM-Studios GbRwwwfm-studiosde hybrid

interface to the job advertisement database of the Federal Employment Agency (hit list partner) NA NA NA 4 5

7

Jobsde JobScout24httpwwwjobsdewwwjobscout24de

CareerBuilder Germany GmbH hybrid

a lot of advertisements from personnel recruiting persons and temporary work agenies9 range partners 115867 115194 28618 4 0

8

Jobmonitorhttpdejobmonitorcom Harald Stuumlckler hybrid

also hit list results form Monster and youfirm 105905 105905 50130 4 0-4

9

StepStonehttpswwwstepstonede

StepStone Deutschland GmbH job board 61119 60938 60938 4 6

10

Jobclusterhttpswwwjobclusterde

Jobcluster Deutschland GmbH hybrid

cooperation partner of the Federal Employment Agency 43741 NA NA 6 8

11Monsterhttpwwwmonsterde

Monster Worldwide Deutschland GmbH job board

merger between Monster and Jobpilot 167 range partners 39213 NA NA 4 0

12

JobStairshttpswwwjobstairsde

milch amp zucker - Talent Acquisition amp Talent Management Company AG job board

8 target-group-specific partnerships53 enterprisesthis job board operates under Top Company Portal 25900 NA NA 4 0

13

Stellenanzeigendehttpwwwstellenanzeigende

stellenanzeigende GmbH amp Co KG job board

350 range partners including well-known meta search engines 9029 9029 9029 4 0

14

Suumlddeutsche Zeitunghttpstellenmarktsueddeutschede

Suumlddeutscher Verlag job board 8972 8972 8972 4 0

15

Kalaydohttpwwwkalaydodejobboerse

Kalaydo GmbH amp Co KG job board

range partners 51 daily newspapers and 7 more advertising papers 6063 5958 5958 4 0

Number of job vacancies in GermanyNo Name of job portal Number of descriptive job criteria from

structured information

16

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

Figure 3 Compilation of ranking lists

This ranking is according to the Internet statistics provider Alexa (wwwalexacom) a subsidiary of AmazonSource personalmagazin 06 11

At the end of this action neither the precise number of job portals nor their importance for the job market was really clear Figure 3 shows that depending on the ranking criteria andor the reference date quite diverging rankings can result Besides the number of job vacancies there are four other ranking criteria namely the Alexa popularity ranking the employer satisfaction according to Profilo ranking the user satisfaction according to Crosspro-Research and the quality of search according to Crosspro-Research

These ambiguous situation leads to the requirement of a second action with the URLs identified in the first action On the basis on the number of job vacancies as indicated in the results of the first action 56 job portals were selected and examined in more detail Table 1 shows these portals alphabetically sorted and classified by type of job portal specifying the job portals according to the categories introduced in chapter 2 and 3 with the three categories (1) job search machines (2) general job portals or (3) specialized online job portals Categories two and three include both job boards and hybrid portals More details for the job search machines are shown in Table 2 beside the name and the URL the owner of the portal that is company name and registered office address were displayed Moreover all 25 job search engines were ranked by the given number of job vacancies in Germany (if this number was provided by the portal owner) This was also done for the 16 specific job portals The results are shown in Table 3 In addition an additional column in table 3 specifies for the area in which the specific job portal is specialised in

11

Table 1 Germany ndash 56 general job portals job search engines and specialized online job portals sorted in alphabetical order

NoName URL Type of job portal1 Absolventa Jobnet httpswwwabsolventade specific job portal2 Adzuna httpswwwadzunade Job search engine3 arbeitende httpwwwarbeitende Job search engine4 backinjob httpwwwbackinjobde Job search engine5 Betriebs-Berater-Jobs httpwwwbetriebs-berater-jobsde specific job portal6 Careerjet httpwwwcareerjetde Job search engine7 Cesar httpwwwcesarde Job search engine8 Connecticum httpwwwconnecticumde specific job portal9 Experteer httpwwwexperteerde specific job portal

10 fazjobnet httpfazjobnet specific job portal11 Gigajob httpdegigajobcomindexhtml general job portal12 goodmonday httpwwwgoodmondayde Job search engine13 hotelcareer httpwwwhotelcareerde specific job portal14 Indeed httpdeindeedcom Job search engine15 Jobanzeigende httpswwwjobanzeigende Job search engine16 Jobboumlrse Bundesagentur fuumlr Arbeit httpjobboersearbeitsagenturde general job portal17 Jobboumlrsecom httpswwwjobboumlrsecom Job search engine18 Jobboumlrsede httpswwwjobboumlrsede Job search engine19 Jobcluster httpswwwjobclusterde general job portal20 Jobkralle httpwwwjobkrallede Job search engine21 Jobkurier httpwwwjobkurierde specific job portal22 Jobleads httpswwwjobleadsde specific job portal23 Jobmonitor httpdejobmonitorcom general job portal24 Jobrapido httpdejobrapidocom Job search engine25 JobRobot httpwwwjobrobotde Job search engine26 JobScout24 Jobsde httpwwwjobsde wwwjobscout24degeneral job portal27 JobStairs httpswwwjobstairsde general job portal28 Jobsterne httpwwwjobsternede specific job portal29 Jobsuma httpwwwjobsumade Job search engine30 Jobturbo httpjobturbode Job search engine31 Jobvector httpwwwjobvectorde specific job portal32 Jobware httpwwwjobwarede specific job portal33 Jobworld httpwwwjobworldde Job search engine34 Jooble httpdejoobleorg Job search engine35 Kalaydo httpwwwkalaydodejobboerse general job portal36 Kimeta httpwwwkimetade Job search engine37 LinkedIn httpsdelinkedincomjob general job portal38 Meine Stadtde httpjobsmeinestadtdedeutschland general job portal39 Monster httpwwwmonsterde general job portal40 njobs httpswwwnjobsde Job search engine41 Online-Jobsde httpwwwonline-jobsde specific job portal42 Opportuno httpwwwopportunode Job search engine43 Placement24 httpwwwplacement24comde specific job portal44 Rekruter httpwwwrekruterde general job portal45 Renego httpswwwrenegode Job search engine46 Staufenbiel httpswwwstaufenbieldestartseitehtmlspecific job portal47 Stellenanzeigende httpwwwstellenanzeigende general job portal48 stellenanzeigennet httpwwwstellenanzeigennet Job search engine49 StepStone httpswwwstepstonede general job portal50 Suumlddeutsche Zeitung httpstellenmarktsueddeutschede general job portal51 Trovit Jobs httpdetrovitcomjobs Job search engine52 Unicum Karrierezentrum httpkarriereunicumde specific job portal53 XING httpswwwxingcomjobs general job portal54 xljobde httpwwwxljobde Job search engine55 Yourfirmde httpwwwyourfirmde specific job portal56 yovadis httpwwwyovadisde Job search engine

12

Table 2 Germany ndash 25 job search engines ranked by number of job vacanciesJob search engines

Company registered offi ce1 Jobboumlrsecom httpswwwjobboumlrsecom XING AG Hamburg (DE) 25000002 Kimeta httpwwwkimetade kimeta GmbH Darmstadt (DE) 21269773 Cesar httpwwwcesarde cesar Internetdienste GmbH Hamburg (DE) 18000004 Jobrapido httpdejobrapidocom Jobrapido Srl Milan (IT) 1714177

5 Jobboumlrsede httpswwwjobboumlrsedeCareerNetwork JOBBOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 1677214

6 Careerjet httpwwwcareerjetde Careerjet Ltd London (UK) 13255117 Jobkralle httpwwwjobkrallede Webintegration IT Service GmbH Wien (AT) 10440698 Renego httpswwwrenegode Renego - Nikolay Nikolov Koumlln (DE) 10000009 JobRobot httpwwwjobrobotde JobRobot eK Hamburg (DE) 918754

10 Trovit Jobs httpdetrovitcomjobs Trovit Search SL Barcelona (ES) 76165111 Adzuna httpswwwadzunade Adhunter ltd London (UK) 49295112 Jooble httpdejoobleorg Ladoburn Europe LTD Limassol (CY) 41881013 Jobworld httpwwwjobworldde Internext GmbH Karlsruhe (DE) 400000

14 Indeed httpdeindeedcomIndeed Ireland Operations Limited

US Amsterdam (NL) Dublin (IE) Duumlsseldorf (DE) Hyderabad (IN) London (UK) Paris (FR) Sydney (AU) Tokio (JP) Toronto (CA)

389211

15 Jobanzeigende httpswwwjobanzeigende classmarkets gmbH Berlin (DE) 33453916 Opportuno httpwwwopportunode Opportuno GmbH Erlangen (DE) 31237717 Jobsuma httpwwwjobsumade JOBSUMA GmbH Koumlln (DE) 28611918 Jobturbo httpjobturbode karrierede lookas GmbH Koumlln (DE) 26789719 stellenanzeigennethttpwwwstellenanzeigennetJobValue GmbH Muumlnchen (DE) 20463720 yovadis httpwwwyovadisde Diekmeyer Medienagentur Roumldental (DE) 12375321 xljobde httpwwwxljobde HR4YOU Solutions GmbH amp Co KG GroszligefehnTimmel (DE) Ebermannstadt (DE)3024922 arbeitende httpwwwarbeitende StepStone Deutschland GmbH Duumlsseldorf (DE) 23 backinjob httpwwwbackinjobde Ideenkraftwerk GmbH Herford (DE) 24 njobs httpswwwnjobsde njobs Ltd London (UK) 25 goodmonday httpwwwgoodmondayde platron Berlin (DE)

URLNameNo

Owner of the portal Number of job vacanies in Germany

Table 3 Germany ndash 16 specific job portals ranked by number of job vacanciesSpecific job portals

Company registered offi ce1 Experteer httpwwwexperteerde Experteer GmbH Muumlnchen (DE) 175046 specialists and managers2 Jobleads httpswwwjobleadsde JobLeads GmbH Hamburg (DE) 83090 specialists and managers3 Placement24 httpwwwplacement24comde Placement24 GmbH Duumlsseldorf (DE) 75395 specialists and managers4 Jobsterne httpwwwjobsternede Matthaes Verlag GmbH Stuttgart (DE) 46392 hotel and catering industry5 Connecticum httpwwwconnecticumde connecticum GmbH Berlin (DE) 34207 students alumni young

professionals (SAYacutes)6 Betriebs-Berater-

Jobshttpwwwbetriebs-berater-jobsde

Deutscher Fachverlag GmbH

Frankfurt a M (DE) 25746 legal tax and financial consulting

7 Jobware httpwwwjobwarede Jobware Online-Service GmbH

Paderborn (DE) 15105 specialists and managers

8 hotelcareer httpwwwhotelcareerde YOURCAREERGROUP GmbH

Duumlsseldorf (DE) 14082 hotel and catering industry

9 Absolventa Jobnet

httpswwwabsolventade Absolventa GmbH Berlin (DE) 7330 students alumni young professionals (SAYacutes)

10 fazjobnet httpfazjobnet Frankfurter Al lgemeine Zei tung GmbH

Frankfurt a M (DE) 6983 specialists and managers

11 Staufenbiel httpswwwstaufenbieldestartseitehtml

Staufenbiel Institut GmbH

Koumlln (DE) Frankfurt a M (DE)

6117 students alumni young professionals (SAYacutes)

12 Jobkurier httpwwwjobkurierde CHECKPOINT HRnetworks GmbH

Bretten (DE) 4891 specialists and managers

13 Online-Jobsde httpwwwonline-jobsde CareerNetwork JOB-BOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 2800 information technology

14 Jobvector httpwwwjobvectorde Capsid GmbH Duumlsseldorf (DE) 1122 natural scientists medical doctors and engineers

15 Yourfirmde httpwwwyourfirmde yourfirm GmbH Muumlnchen (DE) mid-sized sector16 Unicum

Karrierezentrumhttpkarriereunicumde UNICUM GmbH amp Co

KGBochum (DE) students alumni young

professionals (SAYacutes)

Owner of the portal Number of job vacancies AreaNo Name URL

13

Finally the 15 general job portals listed in Table 1 were assessed in more detail As for the job search engines in table 2 the name and URL were supplemented by information on the owner and the number of job vacancies in Germany (see column C and F in Table 4) Moreover in column D a distinction was added whether the general job portals are job boards or hybrid portals (in the case of Xing and LinkedIn a clear classification was not possible) Column E shows (based on information that was publicly available) whether the portal cooperates with partners According to the purpose of the partnerships two different categories can be distinguished range partners for own job advertisement and hit list partners for job search results The aim in the first case is to extend the range and the scope of its own job advertisements by allowing partners to publish them on their web sites as well In the second case the aim is to expand the portalrsquos own hit list for job seeker by reporting additional job advertisements form other portals

To achieve a comparable assessment of the size of the general job portals as a next step it was tried to find out the number of job vacancies that are not older than 30 days (column G in Table 4) This analysis has been conducted by the use of web scraping techniques Unfortunately due to technical reasons in programming styles of the different portals it was not always possible to get this information For the assessment of hybrid job portals an additional web scraping result was needed the number of job vacancies not older than 30 days andnot carried over from other portals or enterprise websites The results are shown in column H of Table 4 A comparison between column F and column H shows that the ranking order is changing when these results are taken into account

The comprehensiveness of the structured information of the job vacancy descriptions was another element of high interest for the assessment of general job portals That is the reason why it was examined how many descriptive job criteria are available as structured information (column I and J) The more there is the better as unstructured information needs complex text mining technologies who often do not achieve the desired results As shown in table 4 the general hit lists of the job portals rarely provide more than four descriptive job criteria (usually including the title of the job the publication date of the job advertisement the location and the name of the employer) Some portals provide up to 9 criteria on a second level (accessed when clicking on the job advertisement in the general hit list) while others just provide the job advertisement in unstructured form without additional criteria (indicated by a ldquo0rdquo in column J of table 4)

The selection of the job portals for the further course of the pilot study under WP 1 was mainly based on the size of the job portal (ie the number of job advertisements) At the same time both job boards and hybrid portals were to be included As one of the hybrid portals the job portal of the German Federal Employment Agency (Jobboumlrse Bundesagentur fuumlr Arbeit) needs to be included as it combines the by far largest job board with job offers from around 100 partners and vacancies detected by a job robot on more than 400000 enterprise web sites This approach is at the same time of large interest regarding the methodology developed in the pilot study Apart from that another large but privately run hybrid portal (gigajob) was selected together with the two largest job boards (Stepstone and Monster)

As a result of the additional assessment analyses shown in Table 4 for the ESSnet pilot study the following portals were selected

1 Jobboumlrse Bundesagentur fuumlr Arbeit (hybrid)2 Gigajob (hybrid)3 StepStone (job board)

14

4 Monster (job board)

15

Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further differentiated between job boards and hybrid portals

General job portalOwner of the

portalType of job portal

Partner

- job board- hybrid

- range partners for own job advertisement

- hit list partners for job search results

altogether not older than 30

days

own job ad AND not older than 30 days

available on general hit list

available by clicking on the ad link

A B C D E F G H I J

1

Jobboumlrse Bundesagentur fuumlr Arbeit (public employment agency)httpjobboersearbeitsagenturde

Bundesagentur fuumlr Arbeit (Federal Employment Agency) hybrid

around 100 range partners and hitlist partners sharing (parts of) the job advertisements (upon the request of the employer)in addition a job robot captures job advertisements on more than 400000 enterprise websites 1083929 NA NA 5 9

2

XINGhttpswwwxingcomjobs XING AG unclear 570797 NA NA 4 6

3

Gigajobhttpdegigajobcomindexhtml

Netzmarkt Internetservice GmbH amp Co KG hybrid

16 hit list partners (most of them job search engines) 531112 417229 212157 4 4

4

LinkedInhttpsdelinkedincomjob LinkedIn Ireland unclear 488098 486791 NA 4 8

5

Meine Stadtdehttpjobsmeinestadtdedeutschlandstellen

meinestadtde GmbH hybrid

job advertisements from established business partners and directly from enterprise websites =gt hit list partners 466680 360086 6287 4 0

6Rekruterhttpwwwrekruterde

FM-Studios GbRwwwfm-studiosde hybrid

interface to the job advertisement database of the Federal Employment Agency (hit list partner) NA NA NA 4 5

7

Jobsde JobScout24httpwwwjobsdewwwjobscout24de

CareerBuilder Germany GmbH hybrid

a lot of advertisements from personnel recruiting persons and temporary work agenies9 range partners 115867 115194 28618 4 0

8

Jobmonitorhttpdejobmonitorcom Harald Stuumlckler hybrid

also hit list results form Monster and youfirm 105905 105905 50130 4 0-4

9

StepStonehttpswwwstepstonede

StepStone Deutschland GmbH job board 61119 60938 60938 4 6

10

Jobclusterhttpswwwjobclusterde

Jobcluster Deutschland GmbH hybrid

cooperation partner of the Federal Employment Agency 43741 NA NA 6 8

11Monsterhttpwwwmonsterde

Monster Worldwide Deutschland GmbH job board

merger between Monster and Jobpilot 167 range partners 39213 NA NA 4 0

12

JobStairshttpswwwjobstairsde

milch amp zucker - Talent Acquisition amp Talent Management Company AG job board

8 target-group-specific partnerships53 enterprisesthis job board operates under Top Company Portal 25900 NA NA 4 0

13

Stellenanzeigendehttpwwwstellenanzeigende

stellenanzeigende GmbH amp Co KG job board

350 range partners including well-known meta search engines 9029 9029 9029 4 0

14

Suumlddeutsche Zeitunghttpstellenmarktsueddeutschede

Suumlddeutscher Verlag job board 8972 8972 8972 4 0

15

Kalaydohttpwwwkalaydodejobboerse

Kalaydo GmbH amp Co KG job board

range partners 51 daily newspapers and 7 more advertising papers 6063 5958 5958 4 0

Number of job vacancies in GermanyNo Name of job portal Number of descriptive job criteria from

structured information

16

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

Table 1 Germany ndash 56 general job portals job search engines and specialized online job portals sorted in alphabetical order

NoName URL Type of job portal1 Absolventa Jobnet httpswwwabsolventade specific job portal2 Adzuna httpswwwadzunade Job search engine3 arbeitende httpwwwarbeitende Job search engine4 backinjob httpwwwbackinjobde Job search engine5 Betriebs-Berater-Jobs httpwwwbetriebs-berater-jobsde specific job portal6 Careerjet httpwwwcareerjetde Job search engine7 Cesar httpwwwcesarde Job search engine8 Connecticum httpwwwconnecticumde specific job portal9 Experteer httpwwwexperteerde specific job portal

10 fazjobnet httpfazjobnet specific job portal11 Gigajob httpdegigajobcomindexhtml general job portal12 goodmonday httpwwwgoodmondayde Job search engine13 hotelcareer httpwwwhotelcareerde specific job portal14 Indeed httpdeindeedcom Job search engine15 Jobanzeigende httpswwwjobanzeigende Job search engine16 Jobboumlrse Bundesagentur fuumlr Arbeit httpjobboersearbeitsagenturde general job portal17 Jobboumlrsecom httpswwwjobboumlrsecom Job search engine18 Jobboumlrsede httpswwwjobboumlrsede Job search engine19 Jobcluster httpswwwjobclusterde general job portal20 Jobkralle httpwwwjobkrallede Job search engine21 Jobkurier httpwwwjobkurierde specific job portal22 Jobleads httpswwwjobleadsde specific job portal23 Jobmonitor httpdejobmonitorcom general job portal24 Jobrapido httpdejobrapidocom Job search engine25 JobRobot httpwwwjobrobotde Job search engine26 JobScout24 Jobsde httpwwwjobsde wwwjobscout24degeneral job portal27 JobStairs httpswwwjobstairsde general job portal28 Jobsterne httpwwwjobsternede specific job portal29 Jobsuma httpwwwjobsumade Job search engine30 Jobturbo httpjobturbode Job search engine31 Jobvector httpwwwjobvectorde specific job portal32 Jobware httpwwwjobwarede specific job portal33 Jobworld httpwwwjobworldde Job search engine34 Jooble httpdejoobleorg Job search engine35 Kalaydo httpwwwkalaydodejobboerse general job portal36 Kimeta httpwwwkimetade Job search engine37 LinkedIn httpsdelinkedincomjob general job portal38 Meine Stadtde httpjobsmeinestadtdedeutschland general job portal39 Monster httpwwwmonsterde general job portal40 njobs httpswwwnjobsde Job search engine41 Online-Jobsde httpwwwonline-jobsde specific job portal42 Opportuno httpwwwopportunode Job search engine43 Placement24 httpwwwplacement24comde specific job portal44 Rekruter httpwwwrekruterde general job portal45 Renego httpswwwrenegode Job search engine46 Staufenbiel httpswwwstaufenbieldestartseitehtmlspecific job portal47 Stellenanzeigende httpwwwstellenanzeigende general job portal48 stellenanzeigennet httpwwwstellenanzeigennet Job search engine49 StepStone httpswwwstepstonede general job portal50 Suumlddeutsche Zeitung httpstellenmarktsueddeutschede general job portal51 Trovit Jobs httpdetrovitcomjobs Job search engine52 Unicum Karrierezentrum httpkarriereunicumde specific job portal53 XING httpswwwxingcomjobs general job portal54 xljobde httpwwwxljobde Job search engine55 Yourfirmde httpwwwyourfirmde specific job portal56 yovadis httpwwwyovadisde Job search engine

12

Table 2 Germany ndash 25 job search engines ranked by number of job vacanciesJob search engines

Company registered offi ce1 Jobboumlrsecom httpswwwjobboumlrsecom XING AG Hamburg (DE) 25000002 Kimeta httpwwwkimetade kimeta GmbH Darmstadt (DE) 21269773 Cesar httpwwwcesarde cesar Internetdienste GmbH Hamburg (DE) 18000004 Jobrapido httpdejobrapidocom Jobrapido Srl Milan (IT) 1714177

5 Jobboumlrsede httpswwwjobboumlrsedeCareerNetwork JOBBOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 1677214

6 Careerjet httpwwwcareerjetde Careerjet Ltd London (UK) 13255117 Jobkralle httpwwwjobkrallede Webintegration IT Service GmbH Wien (AT) 10440698 Renego httpswwwrenegode Renego - Nikolay Nikolov Koumlln (DE) 10000009 JobRobot httpwwwjobrobotde JobRobot eK Hamburg (DE) 918754

10 Trovit Jobs httpdetrovitcomjobs Trovit Search SL Barcelona (ES) 76165111 Adzuna httpswwwadzunade Adhunter ltd London (UK) 49295112 Jooble httpdejoobleorg Ladoburn Europe LTD Limassol (CY) 41881013 Jobworld httpwwwjobworldde Internext GmbH Karlsruhe (DE) 400000

14 Indeed httpdeindeedcomIndeed Ireland Operations Limited

US Amsterdam (NL) Dublin (IE) Duumlsseldorf (DE) Hyderabad (IN) London (UK) Paris (FR) Sydney (AU) Tokio (JP) Toronto (CA)

389211

15 Jobanzeigende httpswwwjobanzeigende classmarkets gmbH Berlin (DE) 33453916 Opportuno httpwwwopportunode Opportuno GmbH Erlangen (DE) 31237717 Jobsuma httpwwwjobsumade JOBSUMA GmbH Koumlln (DE) 28611918 Jobturbo httpjobturbode karrierede lookas GmbH Koumlln (DE) 26789719 stellenanzeigennethttpwwwstellenanzeigennetJobValue GmbH Muumlnchen (DE) 20463720 yovadis httpwwwyovadisde Diekmeyer Medienagentur Roumldental (DE) 12375321 xljobde httpwwwxljobde HR4YOU Solutions GmbH amp Co KG GroszligefehnTimmel (DE) Ebermannstadt (DE)3024922 arbeitende httpwwwarbeitende StepStone Deutschland GmbH Duumlsseldorf (DE) 23 backinjob httpwwwbackinjobde Ideenkraftwerk GmbH Herford (DE) 24 njobs httpswwwnjobsde njobs Ltd London (UK) 25 goodmonday httpwwwgoodmondayde platron Berlin (DE)

URLNameNo

Owner of the portal Number of job vacanies in Germany

Table 3 Germany ndash 16 specific job portals ranked by number of job vacanciesSpecific job portals

Company registered offi ce1 Experteer httpwwwexperteerde Experteer GmbH Muumlnchen (DE) 175046 specialists and managers2 Jobleads httpswwwjobleadsde JobLeads GmbH Hamburg (DE) 83090 specialists and managers3 Placement24 httpwwwplacement24comde Placement24 GmbH Duumlsseldorf (DE) 75395 specialists and managers4 Jobsterne httpwwwjobsternede Matthaes Verlag GmbH Stuttgart (DE) 46392 hotel and catering industry5 Connecticum httpwwwconnecticumde connecticum GmbH Berlin (DE) 34207 students alumni young

professionals (SAYacutes)6 Betriebs-Berater-

Jobshttpwwwbetriebs-berater-jobsde

Deutscher Fachverlag GmbH

Frankfurt a M (DE) 25746 legal tax and financial consulting

7 Jobware httpwwwjobwarede Jobware Online-Service GmbH

Paderborn (DE) 15105 specialists and managers

8 hotelcareer httpwwwhotelcareerde YOURCAREERGROUP GmbH

Duumlsseldorf (DE) 14082 hotel and catering industry

9 Absolventa Jobnet

httpswwwabsolventade Absolventa GmbH Berlin (DE) 7330 students alumni young professionals (SAYacutes)

10 fazjobnet httpfazjobnet Frankfurter Al lgemeine Zei tung GmbH

Frankfurt a M (DE) 6983 specialists and managers

11 Staufenbiel httpswwwstaufenbieldestartseitehtml

Staufenbiel Institut GmbH

Koumlln (DE) Frankfurt a M (DE)

6117 students alumni young professionals (SAYacutes)

12 Jobkurier httpwwwjobkurierde CHECKPOINT HRnetworks GmbH

Bretten (DE) 4891 specialists and managers

13 Online-Jobsde httpwwwonline-jobsde CareerNetwork JOB-BOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 2800 information technology

14 Jobvector httpwwwjobvectorde Capsid GmbH Duumlsseldorf (DE) 1122 natural scientists medical doctors and engineers

15 Yourfirmde httpwwwyourfirmde yourfirm GmbH Muumlnchen (DE) mid-sized sector16 Unicum

Karrierezentrumhttpkarriereunicumde UNICUM GmbH amp Co

KGBochum (DE) students alumni young

professionals (SAYacutes)

Owner of the portal Number of job vacancies AreaNo Name URL

13

Finally the 15 general job portals listed in Table 1 were assessed in more detail As for the job search engines in table 2 the name and URL were supplemented by information on the owner and the number of job vacancies in Germany (see column C and F in Table 4) Moreover in column D a distinction was added whether the general job portals are job boards or hybrid portals (in the case of Xing and LinkedIn a clear classification was not possible) Column E shows (based on information that was publicly available) whether the portal cooperates with partners According to the purpose of the partnerships two different categories can be distinguished range partners for own job advertisement and hit list partners for job search results The aim in the first case is to extend the range and the scope of its own job advertisements by allowing partners to publish them on their web sites as well In the second case the aim is to expand the portalrsquos own hit list for job seeker by reporting additional job advertisements form other portals

To achieve a comparable assessment of the size of the general job portals as a next step it was tried to find out the number of job vacancies that are not older than 30 days (column G in Table 4) This analysis has been conducted by the use of web scraping techniques Unfortunately due to technical reasons in programming styles of the different portals it was not always possible to get this information For the assessment of hybrid job portals an additional web scraping result was needed the number of job vacancies not older than 30 days andnot carried over from other portals or enterprise websites The results are shown in column H of Table 4 A comparison between column F and column H shows that the ranking order is changing when these results are taken into account

The comprehensiveness of the structured information of the job vacancy descriptions was another element of high interest for the assessment of general job portals That is the reason why it was examined how many descriptive job criteria are available as structured information (column I and J) The more there is the better as unstructured information needs complex text mining technologies who often do not achieve the desired results As shown in table 4 the general hit lists of the job portals rarely provide more than four descriptive job criteria (usually including the title of the job the publication date of the job advertisement the location and the name of the employer) Some portals provide up to 9 criteria on a second level (accessed when clicking on the job advertisement in the general hit list) while others just provide the job advertisement in unstructured form without additional criteria (indicated by a ldquo0rdquo in column J of table 4)

The selection of the job portals for the further course of the pilot study under WP 1 was mainly based on the size of the job portal (ie the number of job advertisements) At the same time both job boards and hybrid portals were to be included As one of the hybrid portals the job portal of the German Federal Employment Agency (Jobboumlrse Bundesagentur fuumlr Arbeit) needs to be included as it combines the by far largest job board with job offers from around 100 partners and vacancies detected by a job robot on more than 400000 enterprise web sites This approach is at the same time of large interest regarding the methodology developed in the pilot study Apart from that another large but privately run hybrid portal (gigajob) was selected together with the two largest job boards (Stepstone and Monster)

As a result of the additional assessment analyses shown in Table 4 for the ESSnet pilot study the following portals were selected

1 Jobboumlrse Bundesagentur fuumlr Arbeit (hybrid)2 Gigajob (hybrid)3 StepStone (job board)

14

4 Monster (job board)

15

Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further differentiated between job boards and hybrid portals

General job portalOwner of the

portalType of job portal

Partner

- job board- hybrid

- range partners for own job advertisement

- hit list partners for job search results

altogether not older than 30

days

own job ad AND not older than 30 days

available on general hit list

available by clicking on the ad link

A B C D E F G H I J

1

Jobboumlrse Bundesagentur fuumlr Arbeit (public employment agency)httpjobboersearbeitsagenturde

Bundesagentur fuumlr Arbeit (Federal Employment Agency) hybrid

around 100 range partners and hitlist partners sharing (parts of) the job advertisements (upon the request of the employer)in addition a job robot captures job advertisements on more than 400000 enterprise websites 1083929 NA NA 5 9

2

XINGhttpswwwxingcomjobs XING AG unclear 570797 NA NA 4 6

3

Gigajobhttpdegigajobcomindexhtml

Netzmarkt Internetservice GmbH amp Co KG hybrid

16 hit list partners (most of them job search engines) 531112 417229 212157 4 4

4

LinkedInhttpsdelinkedincomjob LinkedIn Ireland unclear 488098 486791 NA 4 8

5

Meine Stadtdehttpjobsmeinestadtdedeutschlandstellen

meinestadtde GmbH hybrid

job advertisements from established business partners and directly from enterprise websites =gt hit list partners 466680 360086 6287 4 0

6Rekruterhttpwwwrekruterde

FM-Studios GbRwwwfm-studiosde hybrid

interface to the job advertisement database of the Federal Employment Agency (hit list partner) NA NA NA 4 5

7

Jobsde JobScout24httpwwwjobsdewwwjobscout24de

CareerBuilder Germany GmbH hybrid

a lot of advertisements from personnel recruiting persons and temporary work agenies9 range partners 115867 115194 28618 4 0

8

Jobmonitorhttpdejobmonitorcom Harald Stuumlckler hybrid

also hit list results form Monster and youfirm 105905 105905 50130 4 0-4

9

StepStonehttpswwwstepstonede

StepStone Deutschland GmbH job board 61119 60938 60938 4 6

10

Jobclusterhttpswwwjobclusterde

Jobcluster Deutschland GmbH hybrid

cooperation partner of the Federal Employment Agency 43741 NA NA 6 8

11Monsterhttpwwwmonsterde

Monster Worldwide Deutschland GmbH job board

merger between Monster and Jobpilot 167 range partners 39213 NA NA 4 0

12

JobStairshttpswwwjobstairsde

milch amp zucker - Talent Acquisition amp Talent Management Company AG job board

8 target-group-specific partnerships53 enterprisesthis job board operates under Top Company Portal 25900 NA NA 4 0

13

Stellenanzeigendehttpwwwstellenanzeigende

stellenanzeigende GmbH amp Co KG job board

350 range partners including well-known meta search engines 9029 9029 9029 4 0

14

Suumlddeutsche Zeitunghttpstellenmarktsueddeutschede

Suumlddeutscher Verlag job board 8972 8972 8972 4 0

15

Kalaydohttpwwwkalaydodejobboerse

Kalaydo GmbH amp Co KG job board

range partners 51 daily newspapers and 7 more advertising papers 6063 5958 5958 4 0

Number of job vacancies in GermanyNo Name of job portal Number of descriptive job criteria from

structured information

16

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

Table 2 Germany ndash 25 job search engines ranked by number of job vacanciesJob search engines

Company registered offi ce1 Jobboumlrsecom httpswwwjobboumlrsecom XING AG Hamburg (DE) 25000002 Kimeta httpwwwkimetade kimeta GmbH Darmstadt (DE) 21269773 Cesar httpwwwcesarde cesar Internetdienste GmbH Hamburg (DE) 18000004 Jobrapido httpdejobrapidocom Jobrapido Srl Milan (IT) 1714177

5 Jobboumlrsede httpswwwjobboumlrsedeCareerNetwork JOBBOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 1677214

6 Careerjet httpwwwcareerjetde Careerjet Ltd London (UK) 13255117 Jobkralle httpwwwjobkrallede Webintegration IT Service GmbH Wien (AT) 10440698 Renego httpswwwrenegode Renego - Nikolay Nikolov Koumlln (DE) 10000009 JobRobot httpwwwjobrobotde JobRobot eK Hamburg (DE) 918754

10 Trovit Jobs httpdetrovitcomjobs Trovit Search SL Barcelona (ES) 76165111 Adzuna httpswwwadzunade Adhunter ltd London (UK) 49295112 Jooble httpdejoobleorg Ladoburn Europe LTD Limassol (CY) 41881013 Jobworld httpwwwjobworldde Internext GmbH Karlsruhe (DE) 400000

14 Indeed httpdeindeedcomIndeed Ireland Operations Limited

US Amsterdam (NL) Dublin (IE) Duumlsseldorf (DE) Hyderabad (IN) London (UK) Paris (FR) Sydney (AU) Tokio (JP) Toronto (CA)

389211

15 Jobanzeigende httpswwwjobanzeigende classmarkets gmbH Berlin (DE) 33453916 Opportuno httpwwwopportunode Opportuno GmbH Erlangen (DE) 31237717 Jobsuma httpwwwjobsumade JOBSUMA GmbH Koumlln (DE) 28611918 Jobturbo httpjobturbode karrierede lookas GmbH Koumlln (DE) 26789719 stellenanzeigennethttpwwwstellenanzeigennetJobValue GmbH Muumlnchen (DE) 20463720 yovadis httpwwwyovadisde Diekmeyer Medienagentur Roumldental (DE) 12375321 xljobde httpwwwxljobde HR4YOU Solutions GmbH amp Co KG GroszligefehnTimmel (DE) Ebermannstadt (DE)3024922 arbeitende httpwwwarbeitende StepStone Deutschland GmbH Duumlsseldorf (DE) 23 backinjob httpwwwbackinjobde Ideenkraftwerk GmbH Herford (DE) 24 njobs httpswwwnjobsde njobs Ltd London (UK) 25 goodmonday httpwwwgoodmondayde platron Berlin (DE)

URLNameNo

Owner of the portal Number of job vacanies in Germany

Table 3 Germany ndash 16 specific job portals ranked by number of job vacanciesSpecific job portals

Company registered offi ce1 Experteer httpwwwexperteerde Experteer GmbH Muumlnchen (DE) 175046 specialists and managers2 Jobleads httpswwwjobleadsde JobLeads GmbH Hamburg (DE) 83090 specialists and managers3 Placement24 httpwwwplacement24comde Placement24 GmbH Duumlsseldorf (DE) 75395 specialists and managers4 Jobsterne httpwwwjobsternede Matthaes Verlag GmbH Stuttgart (DE) 46392 hotel and catering industry5 Connecticum httpwwwconnecticumde connecticum GmbH Berlin (DE) 34207 students alumni young

professionals (SAYacutes)6 Betriebs-Berater-

Jobshttpwwwbetriebs-berater-jobsde

Deutscher Fachverlag GmbH

Frankfurt a M (DE) 25746 legal tax and financial consulting

7 Jobware httpwwwjobwarede Jobware Online-Service GmbH

Paderborn (DE) 15105 specialists and managers

8 hotelcareer httpwwwhotelcareerde YOURCAREERGROUP GmbH

Duumlsseldorf (DE) 14082 hotel and catering industry

9 Absolventa Jobnet

httpswwwabsolventade Absolventa GmbH Berlin (DE) 7330 students alumni young professionals (SAYacutes)

10 fazjobnet httpfazjobnet Frankfurter Al lgemeine Zei tung GmbH

Frankfurt a M (DE) 6983 specialists and managers

11 Staufenbiel httpswwwstaufenbieldestartseitehtml

Staufenbiel Institut GmbH

Koumlln (DE) Frankfurt a M (DE)

6117 students alumni young professionals (SAYacutes)

12 Jobkurier httpwwwjobkurierde CHECKPOINT HRnetworks GmbH

Bretten (DE) 4891 specialists and managers

13 Online-Jobsde httpwwwonline-jobsde CareerNetwork JOB-BOumlRSEde GmbH amp Co KG

Wiesbaden (DE) 2800 information technology

14 Jobvector httpwwwjobvectorde Capsid GmbH Duumlsseldorf (DE) 1122 natural scientists medical doctors and engineers

15 Yourfirmde httpwwwyourfirmde yourfirm GmbH Muumlnchen (DE) mid-sized sector16 Unicum

Karrierezentrumhttpkarriereunicumde UNICUM GmbH amp Co

KGBochum (DE) students alumni young

professionals (SAYacutes)

Owner of the portal Number of job vacancies AreaNo Name URL

13

Finally the 15 general job portals listed in Table 1 were assessed in more detail As for the job search engines in table 2 the name and URL were supplemented by information on the owner and the number of job vacancies in Germany (see column C and F in Table 4) Moreover in column D a distinction was added whether the general job portals are job boards or hybrid portals (in the case of Xing and LinkedIn a clear classification was not possible) Column E shows (based on information that was publicly available) whether the portal cooperates with partners According to the purpose of the partnerships two different categories can be distinguished range partners for own job advertisement and hit list partners for job search results The aim in the first case is to extend the range and the scope of its own job advertisements by allowing partners to publish them on their web sites as well In the second case the aim is to expand the portalrsquos own hit list for job seeker by reporting additional job advertisements form other portals

To achieve a comparable assessment of the size of the general job portals as a next step it was tried to find out the number of job vacancies that are not older than 30 days (column G in Table 4) This analysis has been conducted by the use of web scraping techniques Unfortunately due to technical reasons in programming styles of the different portals it was not always possible to get this information For the assessment of hybrid job portals an additional web scraping result was needed the number of job vacancies not older than 30 days andnot carried over from other portals or enterprise websites The results are shown in column H of Table 4 A comparison between column F and column H shows that the ranking order is changing when these results are taken into account

The comprehensiveness of the structured information of the job vacancy descriptions was another element of high interest for the assessment of general job portals That is the reason why it was examined how many descriptive job criteria are available as structured information (column I and J) The more there is the better as unstructured information needs complex text mining technologies who often do not achieve the desired results As shown in table 4 the general hit lists of the job portals rarely provide more than four descriptive job criteria (usually including the title of the job the publication date of the job advertisement the location and the name of the employer) Some portals provide up to 9 criteria on a second level (accessed when clicking on the job advertisement in the general hit list) while others just provide the job advertisement in unstructured form without additional criteria (indicated by a ldquo0rdquo in column J of table 4)

The selection of the job portals for the further course of the pilot study under WP 1 was mainly based on the size of the job portal (ie the number of job advertisements) At the same time both job boards and hybrid portals were to be included As one of the hybrid portals the job portal of the German Federal Employment Agency (Jobboumlrse Bundesagentur fuumlr Arbeit) needs to be included as it combines the by far largest job board with job offers from around 100 partners and vacancies detected by a job robot on more than 400000 enterprise web sites This approach is at the same time of large interest regarding the methodology developed in the pilot study Apart from that another large but privately run hybrid portal (gigajob) was selected together with the two largest job boards (Stepstone and Monster)

As a result of the additional assessment analyses shown in Table 4 for the ESSnet pilot study the following portals were selected

1 Jobboumlrse Bundesagentur fuumlr Arbeit (hybrid)2 Gigajob (hybrid)3 StepStone (job board)

14

4 Monster (job board)

15

Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further differentiated between job boards and hybrid portals

General job portalOwner of the

portalType of job portal

Partner

- job board- hybrid

- range partners for own job advertisement

- hit list partners for job search results

altogether not older than 30

days

own job ad AND not older than 30 days

available on general hit list

available by clicking on the ad link

A B C D E F G H I J

1

Jobboumlrse Bundesagentur fuumlr Arbeit (public employment agency)httpjobboersearbeitsagenturde

Bundesagentur fuumlr Arbeit (Federal Employment Agency) hybrid

around 100 range partners and hitlist partners sharing (parts of) the job advertisements (upon the request of the employer)in addition a job robot captures job advertisements on more than 400000 enterprise websites 1083929 NA NA 5 9

2

XINGhttpswwwxingcomjobs XING AG unclear 570797 NA NA 4 6

3

Gigajobhttpdegigajobcomindexhtml

Netzmarkt Internetservice GmbH amp Co KG hybrid

16 hit list partners (most of them job search engines) 531112 417229 212157 4 4

4

LinkedInhttpsdelinkedincomjob LinkedIn Ireland unclear 488098 486791 NA 4 8

5

Meine Stadtdehttpjobsmeinestadtdedeutschlandstellen

meinestadtde GmbH hybrid

job advertisements from established business partners and directly from enterprise websites =gt hit list partners 466680 360086 6287 4 0

6Rekruterhttpwwwrekruterde

FM-Studios GbRwwwfm-studiosde hybrid

interface to the job advertisement database of the Federal Employment Agency (hit list partner) NA NA NA 4 5

7

Jobsde JobScout24httpwwwjobsdewwwjobscout24de

CareerBuilder Germany GmbH hybrid

a lot of advertisements from personnel recruiting persons and temporary work agenies9 range partners 115867 115194 28618 4 0

8

Jobmonitorhttpdejobmonitorcom Harald Stuumlckler hybrid

also hit list results form Monster and youfirm 105905 105905 50130 4 0-4

9

StepStonehttpswwwstepstonede

StepStone Deutschland GmbH job board 61119 60938 60938 4 6

10

Jobclusterhttpswwwjobclusterde

Jobcluster Deutschland GmbH hybrid

cooperation partner of the Federal Employment Agency 43741 NA NA 6 8

11Monsterhttpwwwmonsterde

Monster Worldwide Deutschland GmbH job board

merger between Monster and Jobpilot 167 range partners 39213 NA NA 4 0

12

JobStairshttpswwwjobstairsde

milch amp zucker - Talent Acquisition amp Talent Management Company AG job board

8 target-group-specific partnerships53 enterprisesthis job board operates under Top Company Portal 25900 NA NA 4 0

13

Stellenanzeigendehttpwwwstellenanzeigende

stellenanzeigende GmbH amp Co KG job board

350 range partners including well-known meta search engines 9029 9029 9029 4 0

14

Suumlddeutsche Zeitunghttpstellenmarktsueddeutschede

Suumlddeutscher Verlag job board 8972 8972 8972 4 0

15

Kalaydohttpwwwkalaydodejobboerse

Kalaydo GmbH amp Co KG job board

range partners 51 daily newspapers and 7 more advertising papers 6063 5958 5958 4 0

Number of job vacancies in GermanyNo Name of job portal Number of descriptive job criteria from

structured information

16

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

Finally the 15 general job portals listed in Table 1 were assessed in more detail As for the job search engines in table 2 the name and URL were supplemented by information on the owner and the number of job vacancies in Germany (see column C and F in Table 4) Moreover in column D a distinction was added whether the general job portals are job boards or hybrid portals (in the case of Xing and LinkedIn a clear classification was not possible) Column E shows (based on information that was publicly available) whether the portal cooperates with partners According to the purpose of the partnerships two different categories can be distinguished range partners for own job advertisement and hit list partners for job search results The aim in the first case is to extend the range and the scope of its own job advertisements by allowing partners to publish them on their web sites as well In the second case the aim is to expand the portalrsquos own hit list for job seeker by reporting additional job advertisements form other portals

To achieve a comparable assessment of the size of the general job portals as a next step it was tried to find out the number of job vacancies that are not older than 30 days (column G in Table 4) This analysis has been conducted by the use of web scraping techniques Unfortunately due to technical reasons in programming styles of the different portals it was not always possible to get this information For the assessment of hybrid job portals an additional web scraping result was needed the number of job vacancies not older than 30 days andnot carried over from other portals or enterprise websites The results are shown in column H of Table 4 A comparison between column F and column H shows that the ranking order is changing when these results are taken into account

The comprehensiveness of the structured information of the job vacancy descriptions was another element of high interest for the assessment of general job portals That is the reason why it was examined how many descriptive job criteria are available as structured information (column I and J) The more there is the better as unstructured information needs complex text mining technologies who often do not achieve the desired results As shown in table 4 the general hit lists of the job portals rarely provide more than four descriptive job criteria (usually including the title of the job the publication date of the job advertisement the location and the name of the employer) Some portals provide up to 9 criteria on a second level (accessed when clicking on the job advertisement in the general hit list) while others just provide the job advertisement in unstructured form without additional criteria (indicated by a ldquo0rdquo in column J of table 4)

The selection of the job portals for the further course of the pilot study under WP 1 was mainly based on the size of the job portal (ie the number of job advertisements) At the same time both job boards and hybrid portals were to be included As one of the hybrid portals the job portal of the German Federal Employment Agency (Jobboumlrse Bundesagentur fuumlr Arbeit) needs to be included as it combines the by far largest job board with job offers from around 100 partners and vacancies detected by a job robot on more than 400000 enterprise web sites This approach is at the same time of large interest regarding the methodology developed in the pilot study Apart from that another large but privately run hybrid portal (gigajob) was selected together with the two largest job boards (Stepstone and Monster)

As a result of the additional assessment analyses shown in Table 4 for the ESSnet pilot study the following portals were selected

1 Jobboumlrse Bundesagentur fuumlr Arbeit (hybrid)2 Gigajob (hybrid)3 StepStone (job board)

14

4 Monster (job board)

15

Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further differentiated between job boards and hybrid portals

General job portalOwner of the

portalType of job portal

Partner

- job board- hybrid

- range partners for own job advertisement

- hit list partners for job search results

altogether not older than 30

days

own job ad AND not older than 30 days

available on general hit list

available by clicking on the ad link

A B C D E F G H I J

1

Jobboumlrse Bundesagentur fuumlr Arbeit (public employment agency)httpjobboersearbeitsagenturde

Bundesagentur fuumlr Arbeit (Federal Employment Agency) hybrid

around 100 range partners and hitlist partners sharing (parts of) the job advertisements (upon the request of the employer)in addition a job robot captures job advertisements on more than 400000 enterprise websites 1083929 NA NA 5 9

2

XINGhttpswwwxingcomjobs XING AG unclear 570797 NA NA 4 6

3

Gigajobhttpdegigajobcomindexhtml

Netzmarkt Internetservice GmbH amp Co KG hybrid

16 hit list partners (most of them job search engines) 531112 417229 212157 4 4

4

LinkedInhttpsdelinkedincomjob LinkedIn Ireland unclear 488098 486791 NA 4 8

5

Meine Stadtdehttpjobsmeinestadtdedeutschlandstellen

meinestadtde GmbH hybrid

job advertisements from established business partners and directly from enterprise websites =gt hit list partners 466680 360086 6287 4 0

6Rekruterhttpwwwrekruterde

FM-Studios GbRwwwfm-studiosde hybrid

interface to the job advertisement database of the Federal Employment Agency (hit list partner) NA NA NA 4 5

7

Jobsde JobScout24httpwwwjobsdewwwjobscout24de

CareerBuilder Germany GmbH hybrid

a lot of advertisements from personnel recruiting persons and temporary work agenies9 range partners 115867 115194 28618 4 0

8

Jobmonitorhttpdejobmonitorcom Harald Stuumlckler hybrid

also hit list results form Monster and youfirm 105905 105905 50130 4 0-4

9

StepStonehttpswwwstepstonede

StepStone Deutschland GmbH job board 61119 60938 60938 4 6

10

Jobclusterhttpswwwjobclusterde

Jobcluster Deutschland GmbH hybrid

cooperation partner of the Federal Employment Agency 43741 NA NA 6 8

11Monsterhttpwwwmonsterde

Monster Worldwide Deutschland GmbH job board

merger between Monster and Jobpilot 167 range partners 39213 NA NA 4 0

12

JobStairshttpswwwjobstairsde

milch amp zucker - Talent Acquisition amp Talent Management Company AG job board

8 target-group-specific partnerships53 enterprisesthis job board operates under Top Company Portal 25900 NA NA 4 0

13

Stellenanzeigendehttpwwwstellenanzeigende

stellenanzeigende GmbH amp Co KG job board

350 range partners including well-known meta search engines 9029 9029 9029 4 0

14

Suumlddeutsche Zeitunghttpstellenmarktsueddeutschede

Suumlddeutscher Verlag job board 8972 8972 8972 4 0

15

Kalaydohttpwwwkalaydodejobboerse

Kalaydo GmbH amp Co KG job board

range partners 51 daily newspapers and 7 more advertising papers 6063 5958 5958 4 0

Number of job vacancies in GermanyNo Name of job portal Number of descriptive job criteria from

structured information

16

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

4 Monster (job board)

15

Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further differentiated between job boards and hybrid portals

General job portalOwner of the

portalType of job portal

Partner

- job board- hybrid

- range partners for own job advertisement

- hit list partners for job search results

altogether not older than 30

days

own job ad AND not older than 30 days

available on general hit list

available by clicking on the ad link

A B C D E F G H I J

1

Jobboumlrse Bundesagentur fuumlr Arbeit (public employment agency)httpjobboersearbeitsagenturde

Bundesagentur fuumlr Arbeit (Federal Employment Agency) hybrid

around 100 range partners and hitlist partners sharing (parts of) the job advertisements (upon the request of the employer)in addition a job robot captures job advertisements on more than 400000 enterprise websites 1083929 NA NA 5 9

2

XINGhttpswwwxingcomjobs XING AG unclear 570797 NA NA 4 6

3

Gigajobhttpdegigajobcomindexhtml

Netzmarkt Internetservice GmbH amp Co KG hybrid

16 hit list partners (most of them job search engines) 531112 417229 212157 4 4

4

LinkedInhttpsdelinkedincomjob LinkedIn Ireland unclear 488098 486791 NA 4 8

5

Meine Stadtdehttpjobsmeinestadtdedeutschlandstellen

meinestadtde GmbH hybrid

job advertisements from established business partners and directly from enterprise websites =gt hit list partners 466680 360086 6287 4 0

6Rekruterhttpwwwrekruterde

FM-Studios GbRwwwfm-studiosde hybrid

interface to the job advertisement database of the Federal Employment Agency (hit list partner) NA NA NA 4 5

7

Jobsde JobScout24httpwwwjobsdewwwjobscout24de

CareerBuilder Germany GmbH hybrid

a lot of advertisements from personnel recruiting persons and temporary work agenies9 range partners 115867 115194 28618 4 0

8

Jobmonitorhttpdejobmonitorcom Harald Stuumlckler hybrid

also hit list results form Monster and youfirm 105905 105905 50130 4 0-4

9

StepStonehttpswwwstepstonede

StepStone Deutschland GmbH job board 61119 60938 60938 4 6

10

Jobclusterhttpswwwjobclusterde

Jobcluster Deutschland GmbH hybrid

cooperation partner of the Federal Employment Agency 43741 NA NA 6 8

11Monsterhttpwwwmonsterde

Monster Worldwide Deutschland GmbH job board

merger between Monster and Jobpilot 167 range partners 39213 NA NA 4 0

12

JobStairshttpswwwjobstairsde

milch amp zucker - Talent Acquisition amp Talent Management Company AG job board

8 target-group-specific partnerships53 enterprisesthis job board operates under Top Company Portal 25900 NA NA 4 0

13

Stellenanzeigendehttpwwwstellenanzeigende

stellenanzeigende GmbH amp Co KG job board

350 range partners including well-known meta search engines 9029 9029 9029 4 0

14

Suumlddeutsche Zeitunghttpstellenmarktsueddeutschede

Suumlddeutscher Verlag job board 8972 8972 8972 4 0

15

Kalaydohttpwwwkalaydodejobboerse

Kalaydo GmbH amp Co KG job board

range partners 51 daily newspapers and 7 more advertising papers 6063 5958 5958 4 0

Number of job vacancies in GermanyNo Name of job portal Number of descriptive job criteria from

structured information

16

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

Table 4 Germany ndash 15 general job portals ranked by number of job vacancies and further differentiated between job boards and hybrid portals

General job portalOwner of the

portalType of job portal

Partner

- job board- hybrid

- range partners for own job advertisement

- hit list partners for job search results

altogether not older than 30

days

own job ad AND not older than 30 days

available on general hit list

available by clicking on the ad link

A B C D E F G H I J

1

Jobboumlrse Bundesagentur fuumlr Arbeit (public employment agency)httpjobboersearbeitsagenturde

Bundesagentur fuumlr Arbeit (Federal Employment Agency) hybrid

around 100 range partners and hitlist partners sharing (parts of) the job advertisements (upon the request of the employer)in addition a job robot captures job advertisements on more than 400000 enterprise websites 1083929 NA NA 5 9

2

XINGhttpswwwxingcomjobs XING AG unclear 570797 NA NA 4 6

3

Gigajobhttpdegigajobcomindexhtml

Netzmarkt Internetservice GmbH amp Co KG hybrid

16 hit list partners (most of them job search engines) 531112 417229 212157 4 4

4

LinkedInhttpsdelinkedincomjob LinkedIn Ireland unclear 488098 486791 NA 4 8

5

Meine Stadtdehttpjobsmeinestadtdedeutschlandstellen

meinestadtde GmbH hybrid

job advertisements from established business partners and directly from enterprise websites =gt hit list partners 466680 360086 6287 4 0

6Rekruterhttpwwwrekruterde

FM-Studios GbRwwwfm-studiosde hybrid

interface to the job advertisement database of the Federal Employment Agency (hit list partner) NA NA NA 4 5

7

Jobsde JobScout24httpwwwjobsdewwwjobscout24de

CareerBuilder Germany GmbH hybrid

a lot of advertisements from personnel recruiting persons and temporary work agenies9 range partners 115867 115194 28618 4 0

8

Jobmonitorhttpdejobmonitorcom Harald Stuumlckler hybrid

also hit list results form Monster and youfirm 105905 105905 50130 4 0-4

9

StepStonehttpswwwstepstonede

StepStone Deutschland GmbH job board 61119 60938 60938 4 6

10

Jobclusterhttpswwwjobclusterde

Jobcluster Deutschland GmbH hybrid

cooperation partner of the Federal Employment Agency 43741 NA NA 6 8

11Monsterhttpwwwmonsterde

Monster Worldwide Deutschland GmbH job board

merger between Monster and Jobpilot 167 range partners 39213 NA NA 4 0

12

JobStairshttpswwwjobstairsde

milch amp zucker - Talent Acquisition amp Talent Management Company AG job board

8 target-group-specific partnerships53 enterprisesthis job board operates under Top Company Portal 25900 NA NA 4 0

13

Stellenanzeigendehttpwwwstellenanzeigende

stellenanzeigende GmbH amp Co KG job board

350 range partners including well-known meta search engines 9029 9029 9029 4 0

14

Suumlddeutsche Zeitunghttpstellenmarktsueddeutschede

Suumlddeutscher Verlag job board 8972 8972 8972 4 0

15

Kalaydohttpwwwkalaydodejobboerse

Kalaydo GmbH amp Co KG job board

range partners 51 daily newspapers and 7 more advertising papers 6063 5958 5958 4 0

Number of job vacancies in GermanyNo Name of job portal Number of descriptive job criteria from

structured information

16

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

42 Greece

[1]

1

2

3

31

32

321 Introduction

Till recently management in Greece had been characterised by concentration of power and control by the top management with the majority of firms being small businesses and reqularly family owned companies (Myloni et al 2002)

The market is dominated by the presence of seasonal offered jobs and small-medium sized firms As in other countries under these market conditions in Greece a significant proportion of the jobs are filled via social networking (Villar et al 2000 Moira et al 2004) Nevertheless companies in Greece are using the modern technology and particularly the internet sites to communicate with potential job applicants The online recruitment is attracting a growing number of companies (Galanaki 2002) as it has low cost and is widely used by job applicants (Caers amp Castelyns 2010 Anastasiou S 2014)

The distance of the Greek sites to the foreign ones are not so great Regarding the numbers of job seekers and offers it is expected to be low due to the small job market(Terzis V amp Economides AA (2005)

The current situation in the contents of online job advertisements in Greece is characterized by limited information the description of the work the location of the job the salary offered the working hours the size of the organization its equal opportunities policies the provisions for child care and several other parameters (Anastasiou S 2014)

As a first step of our research an internet investigation of job portals job search engines and specialist job sites was carried out across Greece According to httpwwwgreek-sitesgr which is a site that ranks the greek sites popularity 28 job portals with domains ldquogrrdquo were found This list is presented in Annex

17

322 Studies regarding the job portals

After an extensive search of the bibliography few studies using greek job portals have been found The following two papers produced by academics were chosen because they give a quite clear picture about the greek case during the last decate

[1] Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Management Human Systems Management Vol 24 No 3 pp 223-237 This paper provides a Job Site Evaluation Framework (JSEF) both from the job seeker and the recruiter point of view Furthermore the paper evaluates the state of Greek job sites in comparison to foreigner ones

1 Anastasiou S (2014) Recruitment communication practices in job adverts in Greece through a snapshot of internet sites for job vacancies International Journal of Economics and Management Sciences Vol 3 No 2 pp 09-17 This is a more recent paper which contains a description about communication practices in the job market and it includes a snapshot of Greek job portal sites The purpose of this paper is to draw attention to the importance of human factors in the activities of organizations and examine the prevailing practices regarding on what employers offer and seek when advertise their job vacancies in Greece Data were collected from major job vacancy sites operating in Greece (httpwwwskywalkergr httpwwwkarieragr httpwwwmycarrieragr)

323 Job vacancy selection for the pilot study

In order to determine which web sites should be focused on within the pilot study the 14 major job portals are sorted based on the following criteria a) the number of advertisements (size) b) monthly visitors (June 2016) and c) the Alexa popularity ranking The results are presented in the Table 5 bellow

Table 5 Greece ndash List of 14 major job portals

ΑΑ Name Number of advertisements

(7 June 2016)

Target group Monthly visitors(X1000)

June 2016

Alexa Ranking

1 karieragr 1900 General Job board 855 10920

2 oaedgr _ Recruitment agency 1400 21217

3 skywalkergr 3300 General Job board 647 27086

18

4 prosongr 1000 National public website 286 31709

5 asepgr _ National public website 248 73894

6 jobfindgr 500 General Job board 163 85166

7 diorismosgr gt500 Newspaper Website 172 110586

8 careernetgr 350 General Job board 156 112689

9 randstadgr 200 Recruitment agency 63 253594

10 proslipsisgr 200 Newspaper Website 110 273287

11 neuvoogr 12000 Job search engine 49 317627

12 mycarrieragr 150 Job search engine 22 358217

13 yoursegr 3000 Greek Job search engine 33 615639

14 jobseekergr 50 General Job board 16 873686

It is difficult to assess the quality of the different job web sites However taking into account the above mentioned analysis the site ldquoSkywalkergrrdquo was selected for our initial web scraping experiment in the ESSnet pilot study

The selection of this portal for further analysis was mainly based on the size of the job portal the Alexa popularity ranking the comprehensiveness of the structured information of the job vacancy descriptions and the national level coverage Moreover it is mentioned as one of the major job vacancy sites operating in Greece (Anastasiou S (2014) httpwwwgreek-sitesgr)

For the public sector there are two sites(ie oaedgr and asepgr) These are considered more easily accessible sources However ELSTAT is exploring the possibility of collecting data from the public administrative sources (Social Insurance Institute ndash IKA ldquoERGANIrdquo project) in order to enhance the quality of data and reduce the administrative burden of enterprises

[111] First experiences

In our initial web scraping experiment the aim was to scrape very specific structured information selected from web site (ldquoSkywalkergrrdquo) The software httpswwwimportio was used Since both structure and content of the selected web site (ldquoSkywalkergrrdquo) was perfectly known crawler which is a component of importio just had to replicate the behavior of a human being visiting the web site and collecting the information of interest

19

The selected job portal has links from the job offers to a second level of standardised information which consists of the full-text of the job advertisements plus further semi-structured information The data collected from Skywalkergr cover the following fields

Company name Job category Contract type (permanenttemporary) Working hours (part timefull time) Date created Location Job title Salary

The first results reveals that misssing data problems exist especially for salary and contract type Also taxonomy problems exist in the Job Category and Location fields

Unfortunately there is no availiable data for the greek case at Cedefop

324 Summary

ELSTATrsquos strategy for this pilot is to consider Skywalkergr as one of sources for web scrapingThis experiment will be expanded to include more job portals (such as karieragr) in order to understand the greek case its potential and its challenges The comparison of data of vacancies extracted from the web with official data is going to reveal to what extent these data might be used as a primary or a supplementary source and to assess some key quality aspects

43 Slovenia

To be completed

44 SwedenBy internet searches of job portals and related information 15 job portals have been identified as potentially of interest for the project (see Annex for URLs) Five approaches were used for the search 1) Swedish Employment Agency 2) the main newspapers 3) labour unions 4) job huntersrsquo websites 5) social mediaJob search engines were not included

Table Table ranks the twelve largest job portals according to number of advertisements by June 10 2016

Table 56 Sweden ndash List of twelve largest job portals by June 12 2016 (number of advertisements)

Name of job portal Numer of ads Comment

20

Platsbanken 43 720 General job portal Swedish Employment Agency

Jobbsafari 31 216 General job portal

Careerbuilder 7034 General job portal can be accessed with API with agreement

Karriaumlrguiden 3 477 General job portal

Metrojobb 40 929 General job portal largest Swedish free newspaper

LokusJobb 1 080 General job portal collect ads from more than 50 Swedish newspapers

DN Lediga jobb ~1 000 General job portal largest Swedish newspaper

Dagens Industri ~1 000 Swedish economy newspaper

Medrek 1 301 Specific job portal for medical care and life sciences

Ingenjoumlrsjobb 1 441 Specific job portal for engineers

Sveriges Veterinaumlrfoumlrbund 16 Swedish veterinary union job portal

Flygtorget 21 Specific job portal for work in air travel industry

For the pilot study the job portal of the Swedish Employment Agency (Platsbanken) was selected This choice had several reasons The legal situation regarding web scraping is unclear but since the web site is run by a government agency access to data could be granted with reference to the Statistics Act Further the job portal Platsbanken is the largest job portal in Sweden In addition business identification is avalaibe in the data making it possible to link the Platsbanken data with the Swedish business register maintained by Statistics Sweden and data from the job vacancy survey

Our strategy is to view the Platsbanken data base as our main source analyse the data and identify gaps i e industries or types of businesses that appear not to use Platsbanken For these gaps we plan to contact other portals in order to complement the data The other portals are not public sector so other types of agreements have to be negotiated with them (if possible) Access to data may be granted by API or other arrangements

The Platsbanken test data comprise all advertisements published over the years 2012 to 2015 about 185 million advertisements in total This includes specific variables (company identification and name contact information profession type of employment date of publication etc) as well as the complete texts of the advertisements

21

45 United KingdomHow many job portals exist

An extensive internet search of job portals job search engines and specialist job sites was conducted across UK websites (using Google and Bing) finding 35 43 and 72 websites respectively This is not an exhaustive list and will be updated as and when new websites are found The majority of these sites have domains ldquocoukrdquo or ldquocomrdquo A list of the major UK job portals can be found in the Annex

This search also uncovered a number of websites including job portal rankings these include httpwwwsplashfindcoukTop_100_UK_Job_Websiteshtml which contains a ranked list of 100 job web sites httpwwwbestjobwebsitescouk which contains a list of the 10 of the top jobsites httptheundercoverrecruitercomtop-uk-job-boards which contains a list of the top 10 job sites for 2014 to 2016 Within these sites there is no distinction made between job portals and job search engines

Based on these results and to determine which web sites should be focused on within the pilot studies the top of the job portals job search engines and specialised online job websites were selected based on the number of job vacancies available and examined in more detail A list of these can be found in the Annex

The quality of the different job web sites is difficult to assess especially the job search engines The job web sites chosen for the pilot studies were chosen based on the number of job advertisements of the site and the preserved quality of the web site

Are there existing studies regarding the infrastructure and actual use (by employers as well as job seekers) of the portals

A small number of studies using job portals have been found within the UK These have been produced by academics Government and job portal companies Referenced below are a number of these studies

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

Which ones were selected for the pilot study and why

22

Platsbanken 43 720 General job portal Swedish Employment Agency

Jobbsafari 31 216 General job portal

Careerbuilder 7034 General job portal can be accessed with API with agreement

Karriaumlrguiden 3 477 General job portal

Metrojobb 40 929 General job portal largest Swedish free newspaper

LokusJobb 1 080 General job portal collect ads from more than 50 Swedish newspapers

DN Lediga jobb ~1 000 General job portal largest Swedish newspaper

Dagens Industri ~1 000 Swedish economy newspaper

Medrek 1 301 Specific job portal for medical care and life sciences

Ingenjoumlrsjobb 1 441 Specific job portal for engineers

Sveriges Veterinaumlrfoumlrbund 16 Swedish veterinary union job portal

Flygtorget 21 Specific job portal for work in air travel industry

For the pilot study the job portal of the Swedish Employment Agency (Platsbanken) was selected This choice had several reasons The legal situation regarding web scraping is unclear but since the web site is run by a government agency access to data could be granted with reference to the Statistics Act Further the job portal Platsbanken is the largest job portal in Sweden In addition business identification is avalaibe in the data making it possible to link the Platsbanken data with the Swedish business register maintained by Statistics Sweden and data from the job vacancy survey

Our strategy is to view the Platsbanken data base as our main source analyse the data and identify gaps i e industries or types of businesses that appear not to use Platsbanken For these gaps we plan to contact other portals in order to complement the data The other portals are not public sector so other types of agreements have to be negotiated with them (if possible) Access to data may be granted by API or other arrangements

The Platsbanken test data comprise all advertisements published over the years 2012 to 2015 about 185 million advertisements in total This includes specific variables (company identification and name contact information profession type of employment date of publication etc) as well as the complete texts of the advertisements

21

45 United KingdomHow many job portals exist

An extensive internet search of job portals job search engines and specialist job sites was conducted across UK websites (using Google and Bing) finding 35 43 and 72 websites respectively This is not an exhaustive list and will be updated as and when new websites are found The majority of these sites have domains ldquocoukrdquo or ldquocomrdquo A list of the major UK job portals can be found in the Annex

This search also uncovered a number of websites including job portal rankings these include httpwwwsplashfindcoukTop_100_UK_Job_Websiteshtml which contains a ranked list of 100 job web sites httpwwwbestjobwebsitescouk which contains a list of the 10 of the top jobsites httptheundercoverrecruitercomtop-uk-job-boards which contains a list of the top 10 job sites for 2014 to 2016 Within these sites there is no distinction made between job portals and job search engines

Based on these results and to determine which web sites should be focused on within the pilot studies the top of the job portals job search engines and specialised online job websites were selected based on the number of job vacancies available and examined in more detail A list of these can be found in the Annex

The quality of the different job web sites is difficult to assess especially the job search engines The job web sites chosen for the pilot studies were chosen based on the number of job advertisements of the site and the preserved quality of the web site

Are there existing studies regarding the infrastructure and actual use (by employers as well as job seekers) of the portals

A small number of studies using job portals have been found within the UK These have been produced by academics Government and job portal companies Referenced below are a number of these studies

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

Which ones were selected for the pilot study and why

22

45 United KingdomHow many job portals exist

An extensive internet search of job portals job search engines and specialist job sites was conducted across UK websites (using Google and Bing) finding 35 43 and 72 websites respectively This is not an exhaustive list and will be updated as and when new websites are found The majority of these sites have domains ldquocoukrdquo or ldquocomrdquo A list of the major UK job portals can be found in the Annex

This search also uncovered a number of websites including job portal rankings these include httpwwwsplashfindcoukTop_100_UK_Job_Websiteshtml which contains a ranked list of 100 job web sites httpwwwbestjobwebsitescouk which contains a list of the 10 of the top jobsites httptheundercoverrecruitercomtop-uk-job-boards which contains a list of the top 10 job sites for 2014 to 2016 Within these sites there is no distinction made between job portals and job search engines

Based on these results and to determine which web sites should be focused on within the pilot studies the top of the job portals job search engines and specialised online job websites were selected based on the number of job vacancies available and examined in more detail A list of these can be found in the Annex

The quality of the different job web sites is difficult to assess especially the job search engines The job web sites chosen for the pilot studies were chosen based on the number of job advertisements of the site and the preserved quality of the web site

Are there existing studies regarding the infrastructure and actual use (by employers as well as job seekers) of the portals

A small number of studies using job portals have been found within the UK These have been produced by academics Government and job portal companies Referenced below are a number of these studies

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

Which ones were selected for the pilot study and why

22

CV_library Monster Reed and Total Jobs are part of the pilot study as the UK has access to pre-collected data by a third party (CEDEFOP more details below) These job portals have large quantities of job advertisements making them suitable selections

Adzuna (httpsdeveloperadzunacom) and Indeedcom (httpwwwindeedcoukpublisher) have also been selected for the pilot study because they both have large amounts of job advertisements on their web sites and open APIs which makes data collection more efficient

Is there a job portal of the public employment office and should it be considered in the pilot study

Universal job match httpsjobvacanciesbusinesslinkgovukIndexDwpaspx This should be considered in the pilot study as it is a large easily accessible source of data

List of job portals selected and first experiences with data access (web scraping as well as willingness to provide data

APIrsquos

Adzuna and Indeedcom are large job search engines which have open APIrsquos This enables fast efficient data collection from these websites Information collected

Job category Company name Contract type Contract time Date created ID Location (down to longitude and latitude) Salary (minimum and maximum) Job title Job description

A request can pull down 1174885 and 602391 job vacancies for Adzuna and Indeedcom respectively (on 24 June 2016) This can be updated daily with the most recent job vacancies added to the websites These data can then be analysed for example the graphs below show the locations and distribution of minimum salaries (above and below average) for the job vacancies put onto the Adzuna site on the 20 June 2016

23

Figure 44 UK ndash Distribution of locations and salaries for job adverts from Adzuna on the 20 June 2016

Below average salary

Above average salary

The limitations include missing data especially for salary and location variables misclassifications of occupations There are also some limits to the amount of requests that can be made for data For example only 240 requests can be made to Adzuna per minute This increases the time it takes to pull down the data but does not hinder the process Indeedcom does not limit pull requests but multiple requests are necessary as certain search terms (API parameters) need to be passed to obtain resultsFor example if the search terms is query = ldquoData Scientistrdquo and country = ldquoGreat Britainrdquo the outcome job count is 1891 (as per June 24 2016)

It is clear that duplication is a complex issue Duplicate job advertisement can be found both across multiple job portals and engines but also within them However duplicate job advertisements do not contain identical information and so

Third party data acquisition

The European Centre for the Development of Vocational Training (Cedefop) was founded in 1975 and based in Greece Since 1995 Cedefop supports development of European vocational education and training (VET) policies and contributes to their implementation

In 2015 Cedefop concluded a pilot study on real-time labour market information with the aim to determine the feasibility of utility and effectiveness of real time data collection of labour market information from web portals This ran from June 2015 to September 2015 and the system collected 4228488 job advertisements after quality control and duplicate removal the number of vacancies has been reduced to 2980546 (70)

24

Cedefop collected data for three to four job portals for the UK Republic of Ireland Germany Czech Republic and Italy These were selected based on the number of job advertisements and their accessibility

CV library Monster Reed and Total jobs were selected for the UK Figure 5 shows the distribution of job adverts across these job portals

Figure 55 UK ndash Distribution of job advertisements across Cedefop data collection for the UK

Data has been collected for

Occupation ISCO classification up to level 4 Territorial units Up to Nuts 3 Sector of economic activity NACE classification up to level 2 Type of contract permanent vs temporary Working hours part time vs full time Skill (ESCO classification plus additional skills category)

Cedefop have faced a number of challenges in setting up this piloted which are briefly listed below For further details see FINAL REPORT

Web scraping can puts a large load on a website Cedefop scrape over long period of time (up to a week for the most complicated) to reduce the load

As API access is more efficient than web scraping Cedefop started by trying to get direct access In several cases there has been a formal agreement put in place in some cases webmasters allowed the scraping without entering a formal agreement in a few cases there has been no reply In no case there has been a refusal

Machine learning techniques were necessary to map variables such as occupation to taxonomies (eg SIC) This is time consuming and requires maintenance

De-duplication within and across sources has a large impact on the final results (see Table7Table 7)

The choice of sources is a time consuming exercise involving website pre-investigation to determine the most popular and most used job boards in the respective countries Websites were ranked based on a set of criteriarsquos and then chosen based on this rank

For each attribute the subsequent tables show the number of vacancy downloaded the number of non-null records (ie the vacancies that have a non-null value for the specific attribute) and the number of records that were matched with the reference taxonomy

25

Table 76 Amount of data collected by Cedefop non-null records and matched records

(A) of Vacancies

(B) Non-null Records

(C) Matched Records

(B)(A)

(C)(A)

(C)(B)

Area (NUTS starting from level 3)

2142942 2142942 1325548 1000 619 619

Industry (NACE starting from level 2)

2142942 1664102 1582023 777 738 951

Working hours (custom taxonomy)

2142942 1554267 1125167 725 525 724

Education (ISCED taxonomy)

2142942 79839 79839 37 37 1000

Salary (no taxonomy) 2142942 2042074 NA 953 NA NADe-duplication (same

source)4228491 2980546 NA 705 NA NA

Summary

The UK strategy for this pilot is to consider Cedefop as a core source as it has already gone through extensive processes of cleaning deduplication and enrichment Therefore this is an opportunity to accelerate past some of the complex issues of data collection and processing and to more quickly answer more fundamental questions about the feasibility of using this kind of data for statistical purposes Although we already have an agreement to access the Cedefop online system this has some limitations and so we will investigate the feasibility of gaining access to the underlying data

In addition the UK willsupplement these sources with data from two job search engines (i) Adzuna and (ii) Indeed The main justification for this choice is that these websites both offer access to the data using APIs which is an easier and more robust method than using web scraping robots The main disadvantage of this approach is that the problem of duplication with these job search engines will be more problematic However duplication is an issue for any approach that combines multiple job portals and so if we can identify a method for de-duplicating job offers from job engines then this would offer significant benefits

These data will be combined and used to identify the level of coverage of these data sources and how these data relate to the currently collected job vacancy survey data The intention is that this knowledge will then be used to select additional job portals to increase coverage where it may be lacking This would probably involve some kind of targeted web scraping approach

26

5 Conclusions

The selection of portals for the purpose of statistics production is far from being straightforward As the analysis has shown the types of job portals are diverse and the market of job portals is quickly evolving This is highly relevant for the use of the data that can be accessed at these websites (whether the data is collected through web scraping the use of APIs or agreements with the portal owners) in several respects

The selection proposed on the basis of the present inventory tried to make sure that the number of job vacancies can be analysed with an acceptable bias This is probably achieved best when using rather big then small job portals Also privileging job boards over job search engines can contribute to minimising (albeit not fully avoiding) the issue of duplicates Still even if only job boards were included in the pilot study de-duplication probably remains on of the most important tasks of the study Previous research suggests that the development of effective de-duplication procedures could be a highly challenging as well as resource consuming task (and probably difficult to achieve on the basis of structured information only) The inventory provides a good starting point by suggesting that depending on national circumstances the exercise may start with the largest job boards in a given country maybe supplemented by the job board of the public employment agencies The extent to which specific job portals need to be considered to get the full picture needs to be analysed in the light of the actual data The inventories presented in this report anyway provide a good overview also regarding the most important job portals of this type

The structure of the job vacancies posted on the job portals selected has to provide a sufficient basis for an unbiased measurement Again this requires that different types of jobs are equally well covered Focussing only on premium job boards (charging substantial fees for posting a job advertisement) will involve a considerable risk to over-cover highly qualified jobs Whether such risk exists to what extent and other portals e g those run by the national public employment agencies may contribute to limiting such potential bias is one of the key objectives for the further course of the work package Also the possible inclusion of specific job portals needs to be considered depending on the results of the analysis

As the job portal environment is evolving quickly in many countries drawing reliable conclusions regarding the trends of job vacancies requires a close observation of the developments Job portals may not only loose or gain in popularity but also merge together with other portals which can cause serious breaks in time series if not detected at an early stage Also the business model of job portals is constantly changing as eg shown by the growing trend towards hybrid portals that combine characteristics of job boards and job search engines Finally the changing role of the social media may play an important part too If substantial parts of job search and job offers will move to social networks like linkedincom or xingcom (both heavily engaged in enlarging their services in the recruitment sector) this can equally be an issue for producing statistics Consequently also the developments in this field need to followed and the selection of job portals adjusted when needed

The completeness of information can vary from one job portal to another Consequently also the number of variables of interested that is available in structured form is a further

27

criterion The inventory shows that the number of structured information is fairly limited on many of the portals The further work in the project will have to analyse to what extend filters or advanced search functions offered by the portal owners may help to enlarge the number of variables that can be made available A further interesting question is whether an access by agreement with portal owners may not only facilitate the data access but also make ahigher number of variables with structured information available (which may not be publicly accessible on the portal)

Also technologically there is some diversity between the portals which makes them not all equally suitable to be used for web scraping This is probably a minor issue if data access could granted by agreements with the portal owners The technology diversity of the portals implies that the effort needed to collect and process the data may increase considerably with an increasing number of job portals included for statistics production It should also be noted that the portals are subject to changes both in terms of their technical infrastructure as regarding their contents For both reasons in order to limit the effort to a feasible level a quite strict selection of a small number of job portals is important

Finally an important insight from the present inventory is that there is huge variety in the job portal environment already in the coutries participating in the pilot study This concerns not only the number of job portals (ranging from less than 100 to more than 1000) but also the business models used by the portal owners Also the design of job advertisements both regarding contents and style varies between countries A good overview of the national practices and developments is indispensable for making the right decisions The differences between countries and the different ways of assessingchoosing job portals depending on country specificity are an important input for future guidelines

28

6 References

Anastasiou S (2014) Recruiment communication practices in job adverts in Greece through a snapshot of internet sites for job vacancies International Journal of Economics and Management Sciences Vol 3 No 2 pp 09-17

Caers R amp Castelyns V (2010) LinkedIn and Facebook in Belgium the influences and biases of social network sites in recruitment and selection procedures Social Science Computer Review 29(4) 437448

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

CEDEFOPCRISPNVF 2014 Documentation regarding WP1 of the project ldquoReal-time labour market information on skill requirements feasibility study and working prototyperdquo Final report Contract notice ndash 2014S 141-252026 of 15072014

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Eurostat 2014 Analysis of methodologies for using the Internet for the collection of information society and other statistics D04 Final technical report httpeceuropaeueurostatcrossitescrosportalfilesD04_Final20technical20report_20140430_1pdf date 2016-04-27

Galanaki E (2002) The decision to recruit online a descriptive study Career Development International 7(4) 243-251

Moira P Milonopoulos D amp Anastasiou S (2004) Producing Graduates for the Tourism industry in Greece a case study Journal of Hospitality Leisure Sport and Tourism Education 3(2) 55-60

Myloni B Harzing AW amp Mirza H (2002) A comparative analysis of HRM practices in subsidiaries of MNCs and local companies in Greece Working Paper No0230 28th EIBA Conference November Athens Greece

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

29

Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Managent Human Systems Management Vol 24 No 3 pp 223-237

Villar E Juan J Corominas E amp Capell D (2000) What kind of networking strategy advice should career counsellors offer university graduates searching for a job British Journal of Guidance and Counselling 28(3) 389-409

Weitzel Tim et al 2015 Recruiting Trends 2015 Eine empirische Untersuchung mit den Top-1000-Unternehmen aus Deutschland sowie den Top-300-Unternehmen aus den Branchen Finanzdienstleistung Health Care und IT Bamberg 2015 Available at httpswwwuni-bambergdefileadminunifakultaetenwiai_lehrstuehleisdlRecruiting_Trends_2015pdf

30

Cedefop collected data for three to four job portals for the UK Republic of Ireland Germany Czech Republic and Italy These were selected based on the number of job advertisements and their accessibility

CV library Monster Reed and Total jobs were selected for the UK Figure 5 shows the distribution of job adverts across these job portals

Figure 55 UK ndash Distribution of job advertisements across Cedefop data collection for the UK

Data has been collected for

Occupation ISCO classification up to level 4 Territorial units Up to Nuts 3 Sector of economic activity NACE classification up to level 2 Type of contract permanent vs temporary Working hours part time vs full time Skill (ESCO classification plus additional skills category)

Cedefop have faced a number of challenges in setting up this piloted which are briefly listed below For further details see FINAL REPORT

Web scraping can puts a large load on a website Cedefop scrape over long period of time (up to a week for the most complicated) to reduce the load

As API access is more efficient than web scraping Cedefop started by trying to get direct access In several cases there has been a formal agreement put in place in some cases webmasters allowed the scraping without entering a formal agreement in a few cases there has been no reply In no case there has been a refusal

Machine learning techniques were necessary to map variables such as occupation to taxonomies (eg SIC) This is time consuming and requires maintenance

De-duplication within and across sources has a large impact on the final results (see Table7Table 7)

The choice of sources is a time consuming exercise involving website pre-investigation to determine the most popular and most used job boards in the respective countries Websites were ranked based on a set of criteriarsquos and then chosen based on this rank

For each attribute the subsequent tables show the number of vacancy downloaded the number of non-null records (ie the vacancies that have a non-null value for the specific attribute) and the number of records that were matched with the reference taxonomy

25

Table 76 Amount of data collected by Cedefop non-null records and matched records

(A) of Vacancies

(B) Non-null Records

(C) Matched Records

(B)(A)

(C)(A)

(C)(B)

Area (NUTS starting from level 3)

2142942 2142942 1325548 1000 619 619

Industry (NACE starting from level 2)

2142942 1664102 1582023 777 738 951

Working hours (custom taxonomy)

2142942 1554267 1125167 725 525 724

Education (ISCED taxonomy)

2142942 79839 79839 37 37 1000

Salary (no taxonomy) 2142942 2042074 NA 953 NA NADe-duplication (same

source)4228491 2980546 NA 705 NA NA

Summary

The UK strategy for this pilot is to consider Cedefop as a core source as it has already gone through extensive processes of cleaning deduplication and enrichment Therefore this is an opportunity to accelerate past some of the complex issues of data collection and processing and to more quickly answer more fundamental questions about the feasibility of using this kind of data for statistical purposes Although we already have an agreement to access the Cedefop online system this has some limitations and so we will investigate the feasibility of gaining access to the underlying data

In addition the UK willsupplement these sources with data from two job search engines (i) Adzuna and (ii) Indeed The main justification for this choice is that these websites both offer access to the data using APIs which is an easier and more robust method than using web scraping robots The main disadvantage of this approach is that the problem of duplication with these job search engines will be more problematic However duplication is an issue for any approach that combines multiple job portals and so if we can identify a method for de-duplicating job offers from job engines then this would offer significant benefits

These data will be combined and used to identify the level of coverage of these data sources and how these data relate to the currently collected job vacancy survey data The intention is that this knowledge will then be used to select additional job portals to increase coverage where it may be lacking This would probably involve some kind of targeted web scraping approach

26

5 Conclusions

The selection of portals for the purpose of statistics production is far from being straightforward As the analysis has shown the types of job portals are diverse and the market of job portals is quickly evolving This is highly relevant for the use of the data that can be accessed at these websites (whether the data is collected through web scraping the use of APIs or agreements with the portal owners) in several respects

The selection proposed on the basis of the present inventory tried to make sure that the number of job vacancies can be analysed with an acceptable bias This is probably achieved best when using rather big then small job portals Also privileging job boards over job search engines can contribute to minimising (albeit not fully avoiding) the issue of duplicates Still even if only job boards were included in the pilot study de-duplication probably remains on of the most important tasks of the study Previous research suggests that the development of effective de-duplication procedures could be a highly challenging as well as resource consuming task (and probably difficult to achieve on the basis of structured information only) The inventory provides a good starting point by suggesting that depending on national circumstances the exercise may start with the largest job boards in a given country maybe supplemented by the job board of the public employment agencies The extent to which specific job portals need to be considered to get the full picture needs to be analysed in the light of the actual data The inventories presented in this report anyway provide a good overview also regarding the most important job portals of this type

The structure of the job vacancies posted on the job portals selected has to provide a sufficient basis for an unbiased measurement Again this requires that different types of jobs are equally well covered Focussing only on premium job boards (charging substantial fees for posting a job advertisement) will involve a considerable risk to over-cover highly qualified jobs Whether such risk exists to what extent and other portals e g those run by the national public employment agencies may contribute to limiting such potential bias is one of the key objectives for the further course of the work package Also the possible inclusion of specific job portals needs to be considered depending on the results of the analysis

As the job portal environment is evolving quickly in many countries drawing reliable conclusions regarding the trends of job vacancies requires a close observation of the developments Job portals may not only loose or gain in popularity but also merge together with other portals which can cause serious breaks in time series if not detected at an early stage Also the business model of job portals is constantly changing as eg shown by the growing trend towards hybrid portals that combine characteristics of job boards and job search engines Finally the changing role of the social media may play an important part too If substantial parts of job search and job offers will move to social networks like linkedincom or xingcom (both heavily engaged in enlarging their services in the recruitment sector) this can equally be an issue for producing statistics Consequently also the developments in this field need to followed and the selection of job portals adjusted when needed

The completeness of information can vary from one job portal to another Consequently also the number of variables of interested that is available in structured form is a further

27

criterion The inventory shows that the number of structured information is fairly limited on many of the portals The further work in the project will have to analyse to what extend filters or advanced search functions offered by the portal owners may help to enlarge the number of variables that can be made available A further interesting question is whether an access by agreement with portal owners may not only facilitate the data access but also make ahigher number of variables with structured information available (which may not be publicly accessible on the portal)

Also technologically there is some diversity between the portals which makes them not all equally suitable to be used for web scraping This is probably a minor issue if data access could granted by agreements with the portal owners The technology diversity of the portals implies that the effort needed to collect and process the data may increase considerably with an increasing number of job portals included for statistics production It should also be noted that the portals are subject to changes both in terms of their technical infrastructure as regarding their contents For both reasons in order to limit the effort to a feasible level a quite strict selection of a small number of job portals is important

Finally an important insight from the present inventory is that there is huge variety in the job portal environment already in the coutries participating in the pilot study This concerns not only the number of job portals (ranging from less than 100 to more than 1000) but also the business models used by the portal owners Also the design of job advertisements both regarding contents and style varies between countries A good overview of the national practices and developments is indispensable for making the right decisions The differences between countries and the different ways of assessingchoosing job portals depending on country specificity are an important input for future guidelines

28

6 References

Anastasiou S (2014) Recruiment communication practices in job adverts in Greece through a snapshot of internet sites for job vacancies International Journal of Economics and Management Sciences Vol 3 No 2 pp 09-17

Caers R amp Castelyns V (2010) LinkedIn and Facebook in Belgium the influences and biases of social network sites in recruitment and selection procedures Social Science Computer Review 29(4) 437448

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

CEDEFOPCRISPNVF 2014 Documentation regarding WP1 of the project ldquoReal-time labour market information on skill requirements feasibility study and working prototyperdquo Final report Contract notice ndash 2014S 141-252026 of 15072014

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Eurostat 2014 Analysis of methodologies for using the Internet for the collection of information society and other statistics D04 Final technical report httpeceuropaeueurostatcrossitescrosportalfilesD04_Final20technical20report_20140430_1pdf date 2016-04-27

Galanaki E (2002) The decision to recruit online a descriptive study Career Development International 7(4) 243-251

Moira P Milonopoulos D amp Anastasiou S (2004) Producing Graduates for the Tourism industry in Greece a case study Journal of Hospitality Leisure Sport and Tourism Education 3(2) 55-60

Myloni B Harzing AW amp Mirza H (2002) A comparative analysis of HRM practices in subsidiaries of MNCs and local companies in Greece Working Paper No0230 28th EIBA Conference November Athens Greece

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

29

Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Managent Human Systems Management Vol 24 No 3 pp 223-237

Villar E Juan J Corominas E amp Capell D (2000) What kind of networking strategy advice should career counsellors offer university graduates searching for a job British Journal of Guidance and Counselling 28(3) 389-409

Weitzel Tim et al 2015 Recruiting Trends 2015 Eine empirische Untersuchung mit den Top-1000-Unternehmen aus Deutschland sowie den Top-300-Unternehmen aus den Branchen Finanzdienstleistung Health Care und IT Bamberg 2015 Available at httpswwwuni-bambergdefileadminunifakultaetenwiai_lehrstuehleisdlRecruiting_Trends_2015pdf

30

Table 76 Amount of data collected by Cedefop non-null records and matched records

(A) of Vacancies

(B) Non-null Records

(C) Matched Records

(B)(A)

(C)(A)

(C)(B)

Area (NUTS starting from level 3)

2142942 2142942 1325548 1000 619 619

Industry (NACE starting from level 2)

2142942 1664102 1582023 777 738 951

Working hours (custom taxonomy)

2142942 1554267 1125167 725 525 724

Education (ISCED taxonomy)

2142942 79839 79839 37 37 1000

Salary (no taxonomy) 2142942 2042074 NA 953 NA NADe-duplication (same

source)4228491 2980546 NA 705 NA NA

Summary

The UK strategy for this pilot is to consider Cedefop as a core source as it has already gone through extensive processes of cleaning deduplication and enrichment Therefore this is an opportunity to accelerate past some of the complex issues of data collection and processing and to more quickly answer more fundamental questions about the feasibility of using this kind of data for statistical purposes Although we already have an agreement to access the Cedefop online system this has some limitations and so we will investigate the feasibility of gaining access to the underlying data

In addition the UK willsupplement these sources with data from two job search engines (i) Adzuna and (ii) Indeed The main justification for this choice is that these websites both offer access to the data using APIs which is an easier and more robust method than using web scraping robots The main disadvantage of this approach is that the problem of duplication with these job search engines will be more problematic However duplication is an issue for any approach that combines multiple job portals and so if we can identify a method for de-duplicating job offers from job engines then this would offer significant benefits

These data will be combined and used to identify the level of coverage of these data sources and how these data relate to the currently collected job vacancy survey data The intention is that this knowledge will then be used to select additional job portals to increase coverage where it may be lacking This would probably involve some kind of targeted web scraping approach

26

5 Conclusions

The selection of portals for the purpose of statistics production is far from being straightforward As the analysis has shown the types of job portals are diverse and the market of job portals is quickly evolving This is highly relevant for the use of the data that can be accessed at these websites (whether the data is collected through web scraping the use of APIs or agreements with the portal owners) in several respects

The selection proposed on the basis of the present inventory tried to make sure that the number of job vacancies can be analysed with an acceptable bias This is probably achieved best when using rather big then small job portals Also privileging job boards over job search engines can contribute to minimising (albeit not fully avoiding) the issue of duplicates Still even if only job boards were included in the pilot study de-duplication probably remains on of the most important tasks of the study Previous research suggests that the development of effective de-duplication procedures could be a highly challenging as well as resource consuming task (and probably difficult to achieve on the basis of structured information only) The inventory provides a good starting point by suggesting that depending on national circumstances the exercise may start with the largest job boards in a given country maybe supplemented by the job board of the public employment agencies The extent to which specific job portals need to be considered to get the full picture needs to be analysed in the light of the actual data The inventories presented in this report anyway provide a good overview also regarding the most important job portals of this type

The structure of the job vacancies posted on the job portals selected has to provide a sufficient basis for an unbiased measurement Again this requires that different types of jobs are equally well covered Focussing only on premium job boards (charging substantial fees for posting a job advertisement) will involve a considerable risk to over-cover highly qualified jobs Whether such risk exists to what extent and other portals e g those run by the national public employment agencies may contribute to limiting such potential bias is one of the key objectives for the further course of the work package Also the possible inclusion of specific job portals needs to be considered depending on the results of the analysis

As the job portal environment is evolving quickly in many countries drawing reliable conclusions regarding the trends of job vacancies requires a close observation of the developments Job portals may not only loose or gain in popularity but also merge together with other portals which can cause serious breaks in time series if not detected at an early stage Also the business model of job portals is constantly changing as eg shown by the growing trend towards hybrid portals that combine characteristics of job boards and job search engines Finally the changing role of the social media may play an important part too If substantial parts of job search and job offers will move to social networks like linkedincom or xingcom (both heavily engaged in enlarging their services in the recruitment sector) this can equally be an issue for producing statistics Consequently also the developments in this field need to followed and the selection of job portals adjusted when needed

The completeness of information can vary from one job portal to another Consequently also the number of variables of interested that is available in structured form is a further

27

criterion The inventory shows that the number of structured information is fairly limited on many of the portals The further work in the project will have to analyse to what extend filters or advanced search functions offered by the portal owners may help to enlarge the number of variables that can be made available A further interesting question is whether an access by agreement with portal owners may not only facilitate the data access but also make ahigher number of variables with structured information available (which may not be publicly accessible on the portal)

Also technologically there is some diversity between the portals which makes them not all equally suitable to be used for web scraping This is probably a minor issue if data access could granted by agreements with the portal owners The technology diversity of the portals implies that the effort needed to collect and process the data may increase considerably with an increasing number of job portals included for statistics production It should also be noted that the portals are subject to changes both in terms of their technical infrastructure as regarding their contents For both reasons in order to limit the effort to a feasible level a quite strict selection of a small number of job portals is important

Finally an important insight from the present inventory is that there is huge variety in the job portal environment already in the coutries participating in the pilot study This concerns not only the number of job portals (ranging from less than 100 to more than 1000) but also the business models used by the portal owners Also the design of job advertisements both regarding contents and style varies between countries A good overview of the national practices and developments is indispensable for making the right decisions The differences between countries and the different ways of assessingchoosing job portals depending on country specificity are an important input for future guidelines

28

6 References

Anastasiou S (2014) Recruiment communication practices in job adverts in Greece through a snapshot of internet sites for job vacancies International Journal of Economics and Management Sciences Vol 3 No 2 pp 09-17

Caers R amp Castelyns V (2010) LinkedIn and Facebook in Belgium the influences and biases of social network sites in recruitment and selection procedures Social Science Computer Review 29(4) 437448

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

CEDEFOPCRISPNVF 2014 Documentation regarding WP1 of the project ldquoReal-time labour market information on skill requirements feasibility study and working prototyperdquo Final report Contract notice ndash 2014S 141-252026 of 15072014

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Eurostat 2014 Analysis of methodologies for using the Internet for the collection of information society and other statistics D04 Final technical report httpeceuropaeueurostatcrossitescrosportalfilesD04_Final20technical20report_20140430_1pdf date 2016-04-27

Galanaki E (2002) The decision to recruit online a descriptive study Career Development International 7(4) 243-251

Moira P Milonopoulos D amp Anastasiou S (2004) Producing Graduates for the Tourism industry in Greece a case study Journal of Hospitality Leisure Sport and Tourism Education 3(2) 55-60

Myloni B Harzing AW amp Mirza H (2002) A comparative analysis of HRM practices in subsidiaries of MNCs and local companies in Greece Working Paper No0230 28th EIBA Conference November Athens Greece

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

29

Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Managent Human Systems Management Vol 24 No 3 pp 223-237

Villar E Juan J Corominas E amp Capell D (2000) What kind of networking strategy advice should career counsellors offer university graduates searching for a job British Journal of Guidance and Counselling 28(3) 389-409

Weitzel Tim et al 2015 Recruiting Trends 2015 Eine empirische Untersuchung mit den Top-1000-Unternehmen aus Deutschland sowie den Top-300-Unternehmen aus den Branchen Finanzdienstleistung Health Care und IT Bamberg 2015 Available at httpswwwuni-bambergdefileadminunifakultaetenwiai_lehrstuehleisdlRecruiting_Trends_2015pdf

30

5 Conclusions

The selection of portals for the purpose of statistics production is far from being straightforward As the analysis has shown the types of job portals are diverse and the market of job portals is quickly evolving This is highly relevant for the use of the data that can be accessed at these websites (whether the data is collected through web scraping the use of APIs or agreements with the portal owners) in several respects

The selection proposed on the basis of the present inventory tried to make sure that the number of job vacancies can be analysed with an acceptable bias This is probably achieved best when using rather big then small job portals Also privileging job boards over job search engines can contribute to minimising (albeit not fully avoiding) the issue of duplicates Still even if only job boards were included in the pilot study de-duplication probably remains on of the most important tasks of the study Previous research suggests that the development of effective de-duplication procedures could be a highly challenging as well as resource consuming task (and probably difficult to achieve on the basis of structured information only) The inventory provides a good starting point by suggesting that depending on national circumstances the exercise may start with the largest job boards in a given country maybe supplemented by the job board of the public employment agencies The extent to which specific job portals need to be considered to get the full picture needs to be analysed in the light of the actual data The inventories presented in this report anyway provide a good overview also regarding the most important job portals of this type

The structure of the job vacancies posted on the job portals selected has to provide a sufficient basis for an unbiased measurement Again this requires that different types of jobs are equally well covered Focussing only on premium job boards (charging substantial fees for posting a job advertisement) will involve a considerable risk to over-cover highly qualified jobs Whether such risk exists to what extent and other portals e g those run by the national public employment agencies may contribute to limiting such potential bias is one of the key objectives for the further course of the work package Also the possible inclusion of specific job portals needs to be considered depending on the results of the analysis

As the job portal environment is evolving quickly in many countries drawing reliable conclusions regarding the trends of job vacancies requires a close observation of the developments Job portals may not only loose or gain in popularity but also merge together with other portals which can cause serious breaks in time series if not detected at an early stage Also the business model of job portals is constantly changing as eg shown by the growing trend towards hybrid portals that combine characteristics of job boards and job search engines Finally the changing role of the social media may play an important part too If substantial parts of job search and job offers will move to social networks like linkedincom or xingcom (both heavily engaged in enlarging their services in the recruitment sector) this can equally be an issue for producing statistics Consequently also the developments in this field need to followed and the selection of job portals adjusted when needed

The completeness of information can vary from one job portal to another Consequently also the number of variables of interested that is available in structured form is a further

27

criterion The inventory shows that the number of structured information is fairly limited on many of the portals The further work in the project will have to analyse to what extend filters or advanced search functions offered by the portal owners may help to enlarge the number of variables that can be made available A further interesting question is whether an access by agreement with portal owners may not only facilitate the data access but also make ahigher number of variables with structured information available (which may not be publicly accessible on the portal)

Also technologically there is some diversity between the portals which makes them not all equally suitable to be used for web scraping This is probably a minor issue if data access could granted by agreements with the portal owners The technology diversity of the portals implies that the effort needed to collect and process the data may increase considerably with an increasing number of job portals included for statistics production It should also be noted that the portals are subject to changes both in terms of their technical infrastructure as regarding their contents For both reasons in order to limit the effort to a feasible level a quite strict selection of a small number of job portals is important

Finally an important insight from the present inventory is that there is huge variety in the job portal environment already in the coutries participating in the pilot study This concerns not only the number of job portals (ranging from less than 100 to more than 1000) but also the business models used by the portal owners Also the design of job advertisements both regarding contents and style varies between countries A good overview of the national practices and developments is indispensable for making the right decisions The differences between countries and the different ways of assessingchoosing job portals depending on country specificity are an important input for future guidelines

28

6 References

Anastasiou S (2014) Recruiment communication practices in job adverts in Greece through a snapshot of internet sites for job vacancies International Journal of Economics and Management Sciences Vol 3 No 2 pp 09-17

Caers R amp Castelyns V (2010) LinkedIn and Facebook in Belgium the influences and biases of social network sites in recruitment and selection procedures Social Science Computer Review 29(4) 437448

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

CEDEFOPCRISPNVF 2014 Documentation regarding WP1 of the project ldquoReal-time labour market information on skill requirements feasibility study and working prototyperdquo Final report Contract notice ndash 2014S 141-252026 of 15072014

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Eurostat 2014 Analysis of methodologies for using the Internet for the collection of information society and other statistics D04 Final technical report httpeceuropaeueurostatcrossitescrosportalfilesD04_Final20technical20report_20140430_1pdf date 2016-04-27

Galanaki E (2002) The decision to recruit online a descriptive study Career Development International 7(4) 243-251

Moira P Milonopoulos D amp Anastasiou S (2004) Producing Graduates for the Tourism industry in Greece a case study Journal of Hospitality Leisure Sport and Tourism Education 3(2) 55-60

Myloni B Harzing AW amp Mirza H (2002) A comparative analysis of HRM practices in subsidiaries of MNCs and local companies in Greece Working Paper No0230 28th EIBA Conference November Athens Greece

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

29

Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Managent Human Systems Management Vol 24 No 3 pp 223-237

Villar E Juan J Corominas E amp Capell D (2000) What kind of networking strategy advice should career counsellors offer university graduates searching for a job British Journal of Guidance and Counselling 28(3) 389-409

Weitzel Tim et al 2015 Recruiting Trends 2015 Eine empirische Untersuchung mit den Top-1000-Unternehmen aus Deutschland sowie den Top-300-Unternehmen aus den Branchen Finanzdienstleistung Health Care und IT Bamberg 2015 Available at httpswwwuni-bambergdefileadminunifakultaetenwiai_lehrstuehleisdlRecruiting_Trends_2015pdf

30

criterion The inventory shows that the number of structured information is fairly limited on many of the portals The further work in the project will have to analyse to what extend filters or advanced search functions offered by the portal owners may help to enlarge the number of variables that can be made available A further interesting question is whether an access by agreement with portal owners may not only facilitate the data access but also make ahigher number of variables with structured information available (which may not be publicly accessible on the portal)

Also technologically there is some diversity between the portals which makes them not all equally suitable to be used for web scraping This is probably a minor issue if data access could granted by agreements with the portal owners The technology diversity of the portals implies that the effort needed to collect and process the data may increase considerably with an increasing number of job portals included for statistics production It should also be noted that the portals are subject to changes both in terms of their technical infrastructure as regarding their contents For both reasons in order to limit the effort to a feasible level a quite strict selection of a small number of job portals is important

Finally an important insight from the present inventory is that there is huge variety in the job portal environment already in the coutries participating in the pilot study This concerns not only the number of job portals (ranging from less than 100 to more than 1000) but also the business models used by the portal owners Also the design of job advertisements both regarding contents and style varies between countries A good overview of the national practices and developments is indispensable for making the right decisions The differences between countries and the different ways of assessingchoosing job portals depending on country specificity are an important input for future guidelines

28

6 References

Anastasiou S (2014) Recruiment communication practices in job adverts in Greece through a snapshot of internet sites for job vacancies International Journal of Economics and Management Sciences Vol 3 No 2 pp 09-17

Caers R amp Castelyns V (2010) LinkedIn and Facebook in Belgium the influences and biases of social network sites in recruitment and selection procedures Social Science Computer Review 29(4) 437448

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

CEDEFOPCRISPNVF 2014 Documentation regarding WP1 of the project ldquoReal-time labour market information on skill requirements feasibility study and working prototyperdquo Final report Contract notice ndash 2014S 141-252026 of 15072014

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Eurostat 2014 Analysis of methodologies for using the Internet for the collection of information society and other statistics D04 Final technical report httpeceuropaeueurostatcrossitescrosportalfilesD04_Final20technical20report_20140430_1pdf date 2016-04-27

Galanaki E (2002) The decision to recruit online a descriptive study Career Development International 7(4) 243-251

Moira P Milonopoulos D amp Anastasiou S (2004) Producing Graduates for the Tourism industry in Greece a case study Journal of Hospitality Leisure Sport and Tourism Education 3(2) 55-60

Myloni B Harzing AW amp Mirza H (2002) A comparative analysis of HRM practices in subsidiaries of MNCs and local companies in Greece Working Paper No0230 28th EIBA Conference November Athens Greece

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

29

Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Managent Human Systems Management Vol 24 No 3 pp 223-237

Villar E Juan J Corominas E amp Capell D (2000) What kind of networking strategy advice should career counsellors offer university graduates searching for a job British Journal of Guidance and Counselling 28(3) 389-409

Weitzel Tim et al 2015 Recruiting Trends 2015 Eine empirische Untersuchung mit den Top-1000-Unternehmen aus Deutschland sowie den Top-300-Unternehmen aus den Branchen Finanzdienstleistung Health Care und IT Bamberg 2015 Available at httpswwwuni-bambergdefileadminunifakultaetenwiai_lehrstuehleisdlRecruiting_Trends_2015pdf

30

6 References

Anastasiou S (2014) Recruiment communication practices in job adverts in Greece through a snapshot of internet sites for job vacancies International Journal of Economics and Management Sciences Vol 3 No 2 pp 09-17

Caers R amp Castelyns V (2010) LinkedIn and Facebook in Belgium the influences and biases of social network sites in recruitment and selection procedures Social Science Computer Review 29(4) 437448

Capiluppi A Baravalle A (2010) Matching Demand and Offer in On-line Provision a Longitudinal Study of Monstercom In WSE 2010 Proceedings the 12th IEEE International Symposium on Web Systems Evolution (WSE 2010) Timisoara17-18 September 2010 httproaruelacuk995

CEDEFOPCRISPNVF 2014 Documentation regarding WP1 of the project ldquoReal-time labour market information on skill requirements feasibility study and working prototyperdquo Final report Contract notice ndash 2014S 141-252026 of 15072014

Citizens Advice (2015) Job adverts How they can be improved for job hunters and recruiters Available online at httpswwwcitizensadviceorgukGlobalCitizensAdviceWork20PublicationsJobadvertsrecommendationsFINALpdf [Accessed 2462016]

Davies K (2008) Job hunting in the UK using the internet finding your next information professional role in the health care sector and the skills employers require Health Information and Libraries Journal 25 106ndash115

Eurostat 2014 Analysis of methodologies for using the Internet for the collection of information society and other statistics D04 Final technical report httpeceuropaeueurostatcrossitescrosportalfilesD04_Final20technical20report_20140430_1pdf date 2016-04-27

Galanaki E (2002) The decision to recruit online a descriptive study Career Development International 7(4) 243-251

Moira P Milonopoulos D amp Anastasiou S (2004) Producing Graduates for the Tourism industry in Greece a case study Journal of Hospitality Leisure Sport and Tourism Education 3(2) 55-60

Myloni B Harzing AW amp Mirza H (2002) A comparative analysis of HRM practices in subsidiaries of MNCs and local companies in Greece Working Paper No0230 28th EIBA Conference November Athens Greece

Indeedcom blog (ongoing) Available online at httpblogindeedcouk [Accessed 2462016]

29

Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Managent Human Systems Management Vol 24 No 3 pp 223-237

Villar E Juan J Corominas E amp Capell D (2000) What kind of networking strategy advice should career counsellors offer university graduates searching for a job British Journal of Guidance and Counselling 28(3) 389-409

Weitzel Tim et al 2015 Recruiting Trends 2015 Eine empirische Untersuchung mit den Top-1000-Unternehmen aus Deutschland sowie den Top-300-Unternehmen aus den Branchen Finanzdienstleistung Health Care und IT Bamberg 2015 Available at httpswwwuni-bambergdefileadminunifakultaetenwiai_lehrstuehleisdlRecruiting_Trends_2015pdf

30

Terzis V amp Economides AA (2005) Job Site Evaluation Framework (JSEF) and comparison among Greek and foreign job sites Human Systems Managent Human Systems Management Vol 24 No 3 pp 223-237

Villar E Juan J Corominas E amp Capell D (2000) What kind of networking strategy advice should career counsellors offer university graduates searching for a job British Journal of Guidance and Counselling 28(3) 389-409

Weitzel Tim et al 2015 Recruiting Trends 2015 Eine empirische Untersuchung mit den Top-1000-Unternehmen aus Deutschland sowie den Top-300-Unternehmen aus den Branchen Finanzdienstleistung Health Care und IT Bamberg 2015 Available at httpswwwuni-bambergdefileadminunifakultaetenwiai_lehrstuehleisdlRecruiting_Trends_2015pdf

30

AnnexLists of all (major) job portals by country

31

GermanyTable 87 Germany ndash List of currently active job portals (500 and more vacancies posted)

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

1 Link Personalberaterportal 11012014 General job portals

1234343 15000 1009660

2Link PKO 17012016 General job

portals1108309 1 11531169

3Link JobJet 11012014 General job

portals1031113 1 29999999

4Link Xing Stellenmarkt 31122015 General job

portals1000000 14000000 1049

5Link Jobcluster 11012016 General job

portals535535 20000 4538579

6Link Bankjob24 23012016 General job

portals515836 1 20153870

7 Link Quoka 30012016 General job portals

479324 3200000 5797

8Link EURES The European

job mobility portal23092015 General job

portals470232 0 860

9 Link Arbeitsagentur 23122015 General job portals

451392 10000000 2347

10 Link Meinestadt 12022016 General job portals

431048 1400000 3332

11 Link Stellen24de 07012016 General job portals

385411 1 5696957

12 Link 0049-jobsde 06022013 General job portals

350000 1 10798494

13 Link Online-Stellenmarktnet

06012016 General job portals

333754 130000 178230

14 Link MeineStellenboersede

03022016 General job portals

332180 15000 587100

15 Link Jobnetzwerk 50plusde

06012016 General job portals

321484 1 6291987

16 Link Jobinfo24 30012016 General job portals

284497 8000 1079937

17 Link Rekruterde 17012016 General job portals

259679 20000 664615

18 Link Cylex Jobs 03022016 General job portals

251430 15000 636900

19 Link Jobomatde 31122015 General job portals

210150 120000 154894

20 Link Jobscout24 22012016 General job portals

201705 510000 50752

21 Link UP2City 23122015 General job portals

191370 4000 3381927

22 Link Jobhunterde 11042012 General job portals

190090 1 6252821

23

Link Azubitage Ausbildungsplaumltze

13042012 Specific job portals (apprenticeships trainees)

180710 1 2588746

24Link MyHammer 07042013 Specific job

portals (crafts)

171695 270000 44657

32

GermanyTable 87 Germany ndash List of currently active job portals (500 and more vacancies posted)

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

1 Link Personalberaterportal 11012014 General job portals

1234343 15000 1009660

2Link PKO 17012016 General job

portals1108309 1 11531169

3Link JobJet 11012014 General job

portals1031113 1 29999999

4Link Xing Stellenmarkt 31122015 General job

portals1000000 14000000 1049

5Link Jobcluster 11012016 General job

portals535535 20000 4538579

6Link Bankjob24 23012016 General job

portals515836 1 20153870

7 Link Quoka 30012016 General job portals

479324 3200000 5797

8Link EURES The European

job mobility portal23092015 General job

portals470232 0 860

9 Link Arbeitsagentur 23122015 General job portals

451392 10000000 2347

10 Link Meinestadt 12022016 General job portals

431048 1400000 3332

11 Link Stellen24de 07012016 General job portals

385411 1 5696957

12 Link 0049-jobsde 06022013 General job portals

350000 1 10798494

13 Link Online-Stellenmarktnet

06012016 General job portals

333754 130000 178230

14 Link MeineStellenboersede

03022016 General job portals

332180 15000 587100

15 Link Jobnetzwerk 50plusde

06012016 General job portals

321484 1 6291987

16 Link Jobinfo24 30012016 General job portals

284497 8000 1079937

17 Link Rekruterde 17012016 General job portals

259679 20000 664615

18 Link Cylex Jobs 03022016 General job portals

251430 15000 636900

19 Link Jobomatde 31122015 General job portals

210150 120000 154894

20 Link Jobscout24 22012016 General job portals

201705 510000 50752

21 Link UP2City 23122015 General job portals

191370 4000 3381927

22 Link Jobhunterde 11042012 General job portals

190090 1 6252821

23

Link Azubitage Ausbildungsplaumltze

13042012 Specific job portals (apprenticeships trainees)

180710 1 2588746

24Link MyHammer 07042013 Specific job

portals (crafts)

171695 270000 44657

32

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

25 Link MV Job 14012016 Regional job portals

171252 1 2385176

26 Link 1A-Stellenmarkt 29012016 General job portals

154743 4000 1172605

27 Link LinkedIn Deutschland 23092015 General job portals

126611 2400000 14

28 Link D-Jobde 03032014 General job portals

126105 1 291931

29 Link Jobboerse-direktde 08022016 General job portals

116061 30000 621118

30 Link Oberpfalznet 16012016 Regional job portals

107938 10000 83408

31

Link Logistikjobs24de 05022016 Specific job portals (transport logistics)

107466 1 29999999

32 Link XING Projects 05022016 Specific job portals (IT)

100001 12700000 1116

33 Link Deutschlandstellen24de

05022016 Regional job portals

99946 1 13894440

34 Link Stellenanbieter 11012014 General job portals

94628 10000 831539

35

Link Jobevolution 24102015 Specific job portals (apprenticeships trainees)

86000 10000 1123987

36 Link RegioBizzde 04022016 General job portals

77863 2000 7011608

37 Link Anonza 29012016 General job portals

74019 20000 527733

38 Link IT-Jobsnet 05022016 Specific job portals (IT)

72765 1 29999999

39

Link jobconsultde 05022016 Specific job portals (managers experts)

72661 1 29999999

40

Link JobLeads 30012016 Specific job portals (managers experts)

70000 170000 124041

41

Link Placement24 29012016 Specific job portals (managers experts)

68450 35000 432071

42 Link KleinLink eBay 29012016 Regional job portals

66643 49800000 291

43

Link Timeworkersde 02022016 Specific job portals (temp agencies side jobs)

60452 20000 761465

44 Link Kununu Stellenmarkt 31012016 General job portals

58997 1600000 16357

45Link Jobstimme

Heilbronner Stimme30082013 Regional job

portals58160 25000 435797

46 Link StepStone 31122015 General job portals

57498 4600000 4639

33

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

47

Link Karrieresprungde 28032016 Specific job portals (graduates young professionals)

57108 1 2595897

48 Link Nordclick 02022016 Regional job portals

55877 3900000 5048

49

Link jobsautomobilwochede

01042016 Specific job portals (Car retail and repair)

55741 51100 178081

50 Link Jobhamsterde 07022016 General job portals

55740 1 3809157

51 Link Karriere-WELT 23012016 General job portals

53913 1 823

52 Link Workpool Jobs DE 08022016 General job portals

53343 1 11044004

53

Link cleantechjobs 06022016 Specific job portals (energy renewable energy)

52720 1 10990070

54 Link fapoolde 08022016 General job portals

51875 1 18521310

55 Link Jobalistende 08022016 General job portals

51873 1 5378938

56

Link German Personnel 30012016 Specific job portals (temp agencies side jobs)

51471 350000 71038

57 Link Stellenmarktde 22012016 General job portals

49372 90000 158063

58 Link Locanto Jobs 24032013 General job portals

48656 40000 156104

59

Link Jobsternede 07032016 Specific job portals (hotels restaurants)

47544 86400 316694

60

Link Berufsstart 20092012 Specific job portals (graduates young professionals)

46490 55000 180988

61 Link Fast-Alles 18072013 General job portals

45051 30000 391670

62

Link Audimax 01022016 Specific job portals (graduates young professionals)

42500 100000 214820

63 Link Jobs-in-mittelhessende

03022016 Regional job portals

40429 9000 1019806

64Link medizinjobnet 05022016 Specific job

portals (health)

38637 1 13357157

65

Link Aubi-Plus 01022016 Specific job portals (apprenticeships trainees)

38050 190000 84507

34

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

66

Link Study-Plus 02042013 Specific job portals (graduates young professionals)

37856 190000 82562

67

Link jobfair24de 31052011 Specific job portals (graduates young professionals)

35798 1 1525518

68Link Arbeitsmarkt-

ostfrieslandde24122015 Regional job

portals35371 1 15550957

69 Link Stadtlistde 23072012 General job portals

35101 140000 160271

70

Link Connecticum 23012016 Specific job portals (graduates young professionals)

34881 110000 173458

71

Link Berufsstartde 30012016 Specific job portals (graduates young professionals)

33623 55000 5811534

72 Link Arbeitsmarkt Ostfriesland

17012016 Regional job portals

33256 1 6396577

73Link technische-berufenet 05022016 Specific job

portals (engineers)

33110 1 10408361

74Link Ingenieur24de 22012016 Specific job

portals (engineers)

31769 2000 7916472

75 Link Jobmorgende 13012016 Regional job portals

30340 20000 613400

76 Link Mediakarriere 05022016 Specific job portal (other)

30129 1 29999999

77Link Deutsches

Pflegepersonalde28012013 Specific job

portals (health)

30000 9000 567793

78 Link Monster Deutschland 31122015 General job portals

29461 2000000 11527

79

Link LogistikJob24 26012016 Specific job portals (transport logistics)

29379 1 29999999

80 Link Karrierecom 23092015 General job portals

28424 1 6092410

81 Link Careerbuilder Deutschland

29122015 General job portals

25809 270000 121128

82Link NWZ

Nordwestzeitung Oldenburg

16012016 Regional job portals

25765 45000 31308

83 Link BBV-net 05022016 Regional job portals

25213 100000 233117

84 Link GT-JObsde 02012016 Regional job portals

25056 7000 1923639

85 Link digapde 24032013 General job portals

24740 1 29999999

35

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

86

Link Vermittlungswerk 30012016 Specific job portals (temp agencies side jobs)

23446 1 29999999

87

Link Jobeinstiegde 15042012 Specific job portals (graduates young professionals)

22497 230000 107774

88Link CNC-Arena 07042013 Specific job

portals (engineers)

22320 0 225789

89Link Tools-Arena 07042013 Specific job

portals (engineers)

22320 0 225789

90Link Blech-Arena 07042013 Specific job

portals (engineers)

22320 0 225789

91Link Schleif-Arena 07042013 Specific job

portals (engineers)

22320 0 225789

92Link PLM-Arena 07042013 Specific job

portals (engineers)

22320 0 225789

93Link Robotik-Arena 07042013 Specific job

portals (engineers)

22320 0 225789

94

Link Experteer 29122015 Specific job portals (managers experts)

22240 350000 68689

95 Link Jobstairsde 23092015 General job portals

22202 150000 148507

96

Link IHK-Lehrstellenboumlrse 04022016 Specific job portals (apprenticeships trainees)

22140 100000 161499

97 Link JobHai 29012016 General job portals

21724 1 29999999

98Link Arbeit24de 30012016 Specific job

portals (crafts)

21613 1 4218815

99Link Textination 01062011 Specific job

portals (fashion)

21174 3000 2339869

100

Link Zeitarbeit-Job-Netzwerkde

03022016 Specific job portals (temp agencies side jobs)

20847 5000 1597196

101Link Ingenieursjobde 08042016 Specific job

portals (engineers)

20269 1 14610987

102 Link Qpur 23072012 General job portals

20000 1 29999999

103 Link Freelancermap 26012016 Specific job portals (IT)

18672 60000 136957

104 Link Job1de 04022016 General job portals

18370 4000 2423879

105 Link MyJobnextdoor 31052011 General job portals

18217 15000 708271

36

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

106Link Blauarbeitde 15042012 Specific job

portals (crafts)

18092 60000 169957

107 Link KarriereNet 24102015 General job portals

18082 1 9608182

108 Link Deutschlands100de 17072012 General job portals

17826 15000 732918

109Link LVZ Online Leipziger

Volkszeitung02012016 Regional job

portals17793 35000 386393

110 Link Jobs-Muumlnchen 05022016 Regional job portals

17477 1 13622851

111 Link Jobothek 29012016 Regional job portals

17076 1 3798266

112Link HAZ Hannoversche

Allgemeine02012016 Regional job

portals17047 35000 398513

113 Link Neue Presse 14012016 Regional job portals

16830 2000 8259594

114 Link Jobzone24 31032013 General job portals

16497 1 29999999

115 Link SIFATippde 31012016 General job portals

16100 15000 404199

116 Link Ostsee-Zeitung 17012016 Regional job portals

16090 6000 2484575

117

Link CampusLink 24102015 Specific job portals (graduates young professionals)

16047 10000 1300123

118

Link HotelCareer 31122015 Specific job portals (hotels restaurants)

16014 370000 58009

119

Link GastronomieCareerde

29122015 Specific job portals (hotels restaurants)

15994 10000 964136

120

Link E-Commerce-Jobsde 07042016 Specific job portals (marketing sales)

15701 1 17619123

121Link Meisterde 04012016 Specific job

portals (crafts)

15680 45000 379836

122 Link StellenLinkde 31122015 General job portals

15606 880000 24475

123 Link Jobs-Berlin 05022016 Regional job portals

15420 1 16840944

124 Link Schaumburger Nachrichten

13012016 Regional job portals

15358 1 1534752

125

Link eUNi Career Portal 15042012 Specific job portals (graduates young professionals)

15291 85000 175318

126 Link jobpilot 23092015 General job portals

14700 25000 203437

127 Link Alle-Muenchen-Jobsde

09042016 Regional job portals

14521 1 29999999

37

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

128 Link Berlin-Jobs 23012016 Regional job portals

14286 1 16268017

129 Link Spiegel Online Stellenmarkt

20012016 General job portals

14182 60800000 345

130

Link Jobwarede 31122015 Specific job portals (managers experts)

14037 101000 66379

131 Link Berlinjobsde 09042016 Regional job portals

14015 1 22187123

132 Link Alle-Bremen-Jobsde 09042016 Regional job portals

14015 1 29999999

133 Link Arbeitsmarkt Franken 31052011 Regional job portals

14000 1 29999999

134

Link Meinpraktikumde 23092015 Specific job portals (apprenticeships trainees)

13903 180000 120955

135Link Medirandum 17042013 Specific job

portals (health)

13485 0 3354123

136

Link Vertriebsjobscom 07042016 Specific job portals (marketing sales)

13483 1 17628123

137 Link Recruitment Specialist

02022016 General job portals

13219 30000 242449

138Link Arbeitende 07042012 Specific job

portals (crafts)

12888 20000 553941

139 Link Entwicklercom 31032013 Specific job portals (IT)

12671 170000 163904

140 Link Deltajobsde 08042016 Regional job portals

12653 1 14610987

141

Link Top-Hoteljobsde 25032013 Specific job portals (hotels restaurants)

12268 0 24987987

142

Link AZUBIYO 02022016 Specific job portals (apprenticeships trainees)

11612 460000 34893

143 Link Aller Zeitung 02012016 Regional job portals

11197 180000 129792

144Link Ingenieurlinede 20012016 Specific job

portals (engineers)

11141 1 18153167

145Link Sanojobsde 04012013 Specific job

portals (health)

11110 1 2685499

146Link runningofficecom 17012016 Specific job

portals (office)

11048 1 8630015

147Link Wolfsburger

Allgemeine Zeitung13012016 Regional job

portals10688 2000 2161781

148

Link eFinancialCareers Deutschland

30122015 Specific job portals (financial services)

10380 20000 508116

38

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

149 Link MeinChef 02022016 General job portals

10000 85000 199533

150

Link local24 Jobs 03022016 Specific job portals (temp agencies side jobs)

10000 290000 78978

151

Link Finanz-Stellenmarkt 30012016 Specific job portals (financial services)

9046 1 13413799

152

Link Fobber Meta Jobs 15042012 Specific job portals (hotels restaurants)

8900 1 20931270

153 Link BITKOM-Jobworld 03022016 Specific job portals (IT)

8900 1 19999999

154 Link JoinVision 30012016 Specific job portals (IT)

8796 6000 1311935

155 Link Der heisse Draht dhd24

29012016 General job portals

8658 800000 19215

156 Link Suumldwestpresse Ulm 20012016 Regional job portals

8641 20000 25679

157Link pharmazone 17012016 Specific job

portals (life sciences)

8582 1 18526903

158 Link Stellenportalde 26012016 General job portals

8559 1 3218064

159

Link Randstad 17012016 Specific job portals (temp agencies side jobs)

8487 100000 134068

160

Link Unicum Stellenboumlrse 26012016 Specific job portals (graduates young professionals)

8421 320000 55839

161Link Suumlddeutsche Zeitung

Stellenmarkt17042016 General job

portals8402 196500 1673

162 Link Alle-Hambureg-Jobsde

09042016 Regional job portals

8277 1 29999999

163 Link StepStone-IT 02012014 Specific job portals (IT)

8182 7000 4857

164 Link Muumlnchner Merkur Online

14012016 Regional job portals

7923 7000 11866

165 Link UNICUM Karrierezentrum

07022016 General job portals

7784 320000 58477

166 Link Tagesspiegel Berlin 20012016 Regional job portals

7691 4000 5974

167

Link Absolventa 23092015 Specific job portals (graduates young professionals)

7643 490000 44763

168Link Recruitingjobsde 02022016 Specific job

portals (recruiting)

7391 1 29999999

169

Link Vertriebs-Jobsde 21012016 Specific job portals (marketing sales)

7275 1 4438680

39

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

170 Link 4freelancede 04012014 Specific job portals (IT)

7205 0 461295

171

Link Ausbildungde 14052014 Specific job portals (apprenticeships trainees)

7131 750000 29840

172 Link HamburgerJobs 06022016 Regional job portals

7054 5000 1623605

173 Link Jobverde 05022016 Specific job portal (other)

6880 15000 531099

174 Link CIO IT Stellenmarkt 06022016 Specific job portals (IT)

6783 110000 153514

175 Link Trierischer Volksfreund

21012016 Regional job portals

6762 690000 25350

176 Link Mainpost 13012016 Regional job portals

6648 690000 25138

177Link Computerwoche

Projektboumlrse29012016 Specific job

portals (IT)6560 910000 32497

178 Link Alle-Frankfurt-Jobsde 09042016 Regional job portals

6484 1 21116321

179 Link Kreativ-Jobscom 07042016 General job portals

6469 1 14779123

180 Link Schwarzwaumllder Bote 17012016 Regional job portals

6318 2000 39895

181Link Praktikuminfo 17012016 Specific job

portals (internships)

6313 130000 181955

182 Link Kalaydo 31122015 General job portals

6210 2200000 9591

183 Link Stuttgarter Zeitung 20012016 Regional job portals

6101 15000 18049

184 Link Hays 31122015 Specific job portals (IT)

5959 80000 270118

185

Link Persona-Service Zeitarbeit

22012016 Specific job portals (temp agencies side jobs)

5840 45000 334274

186Link MedizinischerStellen

marktde13012016 Specific job

portals (health)

5800 1 7639530

187

Link Marketing-Stellenmarkt

26012016 Specific job portals (marketing sales)

5789 1 17925407

188Link Officejobsde 07042016 Specific job

portals (office)

5637 1 13931987

189

Link Gastronomiede 26032013 Specific job portals (hotels restaurants)

5630 1 2852449

190 Link Hamburger Abendblatt

31012016 Regional job portals

5291 1 5019

191 Link Alle-Stuttgart-Jobsde 09042016 Regional job portals

5199 1 29999999

192

Link Staufenbiel 23092015 Specific job portals (graduates young professionals)

5129 490000 48024

40

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

193 Link Rhein Main Presse 04042013 Regional job portals

5068 10000 360247

194

Link Studis-Online 29012016 Specific job portals (graduates young professionals)

5001 630000 36399

195Link dasauge 29122015 Specific job

portals (publishers)

4905 220000 114963

196Link Medi-Jobs 13012016 Specific job

portals (health)

4845 65000 227684

197

Link T5-Karriereportal 31122015 Specific job portals (sciences mathematics)

4620 10000 1017708

198 Link IT-Positionende 30012016 Specific job portals (IT)

4524 1 6011206

199Link JOB AG

Personaldienstleistungen

29012016 General job portals

4516 15000 703788

200 Link Berliner Morgenpost 20072013 Regional job portals

4431 2000000 16306

201

Link access 20092015 Specific job portals (graduates young professionals)

4207 35000 475787

202Link DICE (ehemals The IT

Job Board)31012016 Specific job

portals (IT)4126 70000 4702

203Link Unicum

Praktikumsboumlrse26012016 Specific job

portals (internships)

4099 320000 55839

204 Link Job-Consult 22012016 General job portals

3990 4000 937605

205 Link Alle-Koeln-Jobsde 09042016 Regional job portals

3973 1 29999999

206 Link ITjobboardde 26072013 Specific job portals (IT)

3784 0 325193

207 Link Berlin-Job 04052010 Regional job portals

3751 0 1765448

208Link Unicum Azubiboumlrse 02022016 Specific job

portals (internships)

3749 320000 57935

209 Link Siliconde 05022016 Specific job portals (IT)

3721 500 201017

210 Link IT-Sicherheit 30012016 Specific job portals (IT)

3705 25000 2256353

211Link iBusiness HightText 31122015 Specific job

portals (publishers)

3598 50000 63943

212 Link iBusiness Stellenmarkt

05022016 Specific job portal (other)

3564 40000 83781

213Link HR-Jobsde 07042016 Specific job

portals (recruiting)

3555 1 5706342

214 Link Passauer Neue Presse 05022016 Regional job portals

3453 30000 31173

41

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

215Link HRMde Jobboumlrse 02022016 Specific job

portals (recruiting)

3433 6000 1202739

216Link Karriere31 DEWEZET

Deister-Leine-Zeitung29122015 Regional job

portals3359 1 4017773

217 Link Mittelstandskarriere 31012016 General job portals

3342 1 3819329

218Link Experis Deutschland 05022016 Specific job

portals (engineers)

3317 4000 313524

219Link DocCheck 26012016 Specific job

portals (health)

3212 3000 10955

220

Link Manpower 13012016 Specific job portals (temp agencies side jobs)

3155 35000 355175

221 Link Talentfrogs 27062012 General job portals

3111 0 430749

222Link Unicum

Nebenjobboumlrse21012016 Specific job

portals (internships)

3050 320000 53559

223 Link Lausitzer Rundschau 02012016 Regional job portals

3001 1 24512

224 Link Oberbayerisches Volksblatt

16012016 Regional job portals

3001 1 3964330

225 Link Offenbach Post 16012016 Regional job portals

3001 320000 25355

226 Link Westfalenpost 21012016 Regional job portals

3001 65000 25350

227 Link Westfaumllische Rundschau

21012016 Regional job portals

3001 4000 25350

228Link Medizin1 MedXnet 05012013 Specific job

portals (health)

3000 1 9234531

229 Link Jobwelt NOZ 24092015 Regional job portals

3000 10000 17484

230Link multimediade 14012016 Specific job

portals (publishers)

2989 1 6226055

231

Link Promotionbasis 22012016 Specific job portals (marketing sales)

2961 80000 63468

232

Link LKW-Fahrer-gesuchtcom

03012016 Specific job portals (transport logistics)

2954 20000 377957

233 Link wiederarbeiten 22012016 General job portals

2854 120000 106441

234 Link Oekoportalde 12012013 Specific job portal (other)

2850 10000 435905

235 Link phpforumde 31012016 Specific job portals (IT)

2803 65000 169641

236

Link hogapage 02022016 Specific job portals (hotels restaurants)

2794 30000 470290

237 Link Suumldkurier Konstanz 20012016 Regional job portals

2729 15000 24774

42

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

238 Link Blue-Card-Jobscom 04022016 General job portals

2602 1 7397289

239

Link Ausbildungsstellecom

03022016 Specific job portals (apprenticeships trainees)

2525 6000 1797828

240 Link Jobs-im-Allgaumlu 08022016 Regional job portals

2477 30000 504522

241Link Airliners 30012016 Specific job

portals (aviation)

2468 280000 82238

242Link health-jobnet 29122015 Specific job

portals (health)

2464 1 29999999

243 Link Get in IT 07022016 Specific job portals (IT)

2435 25000 704569

244Link Praktikums-Boumlrse 21042012 Specific job

portals (internships)

2409 0 315401

245

Link Akademiker-onlinede 30032016 Specific job portals (graduates young professionals)

2384 5000 1725502

246

Link Kienbaum Jobportal 02012013 Specific job portals (managers experts)

2370 4000 1033696

247 Link Orizon 08022016 General job portals

2350 35000 679619

248Link ingenieurweb 31122015 Specific job

portals (engineers)

2326 8000 80623

249Link BigRed Online

Praktikum28122015 Specific job

portals (internships)

2316 1 1707711

250 Link KJS Koumllner-Job-Stellenmarkt

01062011 Regional job portals

2267 1 8900418

251 Link Jobs-rhein-mainde 12012016 General job portals

2260 1 29999999

252 Link INTERAMTde 02022016 Specific job portal (other)

2245 170000 112516

253

Link DIS Deutscher Industrie Service

29122015 Specific job portals (temp agencies side jobs)

2235 65000 279153

254 Link Persys 22012016 General job portals

2158 1 7829123

255Link Jobs-im-

Nordschwarzwaldde08022016 Regional job

portals2081 4000 19568879

256 Link Jobpoint-Berlin 22012016 Regional job portals

2075 15000 649547

257 Link Regiojobs24 31012016 Regional job portals

2075 1 15196129

258 Link OberfrankenJobsde 02022016 Regional job portals

2050 30000 422245

259 Link Talents-in-Berlinde 16072012 Regional job portals

2012 1 29999999

43

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

260

Link e-fellowsnet 08022016 Specific job portals (graduates young professionals)

2001 20000 117254

261 Link Careerjobsde 02022016 General job portals

1998 1 2026423

262

Link azubister 13042012 Specific job portals (apprenticeships trainees)

1986 15000 601243

263

Link Career-Account 26012016 Specific job portals (hotels restaurants)

1928 4000 2380849

264Link FashionUnited 29122015 Specific job

portals (fashion)

1925 75000 155885

265Link semica 03012014 Specific job

portals (engineers)

1919 20000 710656

266 Link UnterfrankenJobs 08022016 Regional job portals

1838 25000 713242

267Link Medizinerjobscom 07042016 Specific job

portals (health)

1797 1 17624123

268

Link Berufswelt-Logistikde 31012016 Specific job portals (transport logistics)

1792 3000 2477778

269

Link Hallobabysitterde 02012013 Specific job portals (temp agencies side jobs)

1750 10000 810297

270 Link Newsroomde 14012016 Specific job portal (other)

1748 25000 546243

271 Link BZjobsde Berlin 20072013 Regional job portals

1708 20000 679226

272Link Bundde 29122015 Specific job

portals (public sector)

1661 2000000 12924

273

Link PageGroup (fruumlher Michael Page)

03012013 Specific job portals (managers experts)

1641 30000 300194

274 Link Stellen-Onlinede 20012016 General job portals

1602 30000 273674

275

Link Academics 23092015 Specific job portals (sciences mathematics)

1592 170000 177354

276Link Spocross 07052010 Specific job

portals (start-ups)

1575 1 2317020

277Link med3 Medizin und

mehr05012013 Specific job

portals (health)

1570 0 7467123

278 Link IT-Jobweb 26032011 Specific job portals (IT)

1565 1 20693648

44

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

279 Link TheSAPjobboard 31012016 Specific job portals (IT)

1561 15000 4702

280Link Expertia 27042010 Specific job

portals (silver workers)

1510 0 1141222

281

Link Stellenwerk-Hamburg 30012016 Specific job portals (graduates young professionals)

1505 75000 222703

282Link medicaltopjobsde 13012016 Specific job

portals (health)

1497 2000 8377913

283Link INFO SOZIAL

Stellenmarkt22012016 Specific job

portals (charities)

1487 30000 570301

284Link Ingenieurkarriere 31122015 Specific job

portals (engineers)

1451 95000 273377

285

Link Tempo-Teamcom 07022016 Specific job portals (temp agencies side jobs)

1450 8000 1388353

286 Link Freelancer-Suchecom

17072012 Specific job portal (other)

1431 1 7382237

287

Link Handelsvertreter-jobs 09042013 Specific job portals (marketing sales)

1426 1 3355342

288 Link itsteps 31122015 Specific job portals (IT)

1400 2000 1490123

289Link Medical Topjobs 05022016 Specific job

portals (health)

1376 2000 5373115

290Link Kommunal-Jobsde 30032016 Specific job

portals (public sector)

1368 1 17508123

291

Link romlingde 07042012 Specific job portals (graduates young professionals)

1361 1 13582607

292Link mcm-webde 02022016 Specific job

portals (health)

1343 2000 5695654

293

Link Zeitarbeit-Jobs Hamburg

02022016 Specific job portals (temp agencies side jobs)

1330 1 15240412

294Link Dozenten-Boumlrse 30082013 Specific job

portals (education)

1320 1 2755978

295

Link Jobrufde 03022016 Specific job portals (temp agencies side jobs)

1319 70000 225599

296

Link Manager-Magazin 29012016 Specific job portals (managers experts)

1312 1800000 14171

45

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

297Link Medizinerkarrierede 03022016 Specific job

portals (health)

1307 3000 2263680

298 Link Alle-Duumlsseldorf-Jobsde

09042016 Regional job portals

1306 1 29999999

299

Link Job-Hoteleu 30012016 Specific job portals (hotels restaurants)

1301 2000 4855648

300 Link Stack Overflow Careers 20

08022016 Specific job portals (IT)

1289 830000 57

301

Link MySciencede 08022016 Specific job portals (sciences mathematics)

1287 20000 809960

302 Link Alle-Bielefeld-Jobsde 09042016 Regional job portals

1287 1 29999999

303 Link Alle-Hannover-Jobsde

09042016 Regional job portals

1287 1 29999999

304 Link Personalvermittlungde

03012016 General job portals

1285 3000 1670609

305Link BufdiEU 08022016 Specific job

portals (charities)

1282 20000 952435

306

Link Hoteljob-Deutschlandde

26012016 Specific job portals (hotels restaurants)

1277 6000 1986527

307 Link XISA 02022016 Specific job portals (IT)

1275 1 18017523

308Link WAZ Westdeutsche

Allgmeine Zeitung31012015 Regional job

portals1266 4000 25792

309

Link Gelegenheitsjobs 03012016 Specific job portals (temp agencies side jobs)

1262 60000 243162

310 Link Alle-Leipzig-Jobsde 09042016 Regional job portals

1260 1 29999999

311Link KWP Consult 05022016 Specific job

portals (health)

1259 1 3860138

312Link Faircompany 05022016 Specific job

portals (internships)

1250 6000 1926187

313 Link RosenheimJobs 02022016 Regional job portals

1248 15000 419493

314Link Praktikumde 02022016 Specific job

portals (internships)

1245 30000 420024

315 Link ChiemgauJobs 02022016 Regional job portals

1241 4000 2047565

316 Link BGLandJobs 02022016 Regional job portals

1241 4000 2047565

317 Link Job-Gess 30012016 General job portals

1237 5000 1990299

318 Link InnsalzachJobs 02022016 Regional job portals

1237 1 4566994

46

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

319

Link Analytikde 20092015 Specific job portals (sciences mathematics)

1217 5000 1366731

320Link praktikade 17012016 Specific job

portals (internships)

1197 30000 399358

321

Link HOGASTJOB 05022016 Specific job portals (hotels restaurants)

1188 60000 272606

322Link Officeteam-interim 30012016 Specific job

portals (office)

1185 45000 400651

323 Link Mediabiz-Jobsde 13012016 Specific job portal (other)

1182 1 72093

324 Link Heise Jobs 02012014 Specific job portals (IT)

1166 15000 1168

325 Link Solaranlage 03022016 Specific job portal (other)

1146 40000 314007

326 Link Ictjobde 02022016 Specific job portals (IT)

1138 6000 999999999

327

Link jobvector 31122015 Specific job portals (sciences mathematics)

1130 130000 65870

328 Link Alle-Dresden-Jobsde 09042016 Regional job portals

1122 1 29999999

329 Link Jobmagazin 22012016 General job portals

1115 1 9508389

330

Link Autohaus Online 25122015 Specific job portals (Car retail and repair)

1102 75000 156671

331 Link Empfehlungsbundde 28032016 Specific job portals (IT)

1092 6600 2786123

332 Link Die Zeit Stellenmarkt 30012016 General job portals

1076 100000 1711

333

Link ZEIT Jobs 30012016 Specific job portals (sciences mathematics)

1070 100000 1711

334Link Altenarbeit 31012016 Specific job

portals (charities)

1052 1 13187519

335 Link Gulp 23092015 Specific job portals (IT)

1052 95000 180744

336Link Journalist 24032013 Specific job

portals (publishers)

1050 20000 489928

337Link Studentjobde 02022016 Specific job

portals (internships)

1046 60000 292305

338Link JobsBiologiede 03032014 Specific job

portals (life sciences)

1040 1 3388094

339 Link Rhein-Neckar-Zeitung 22012016 Regional job portals

1028 490000 68987

47

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

340

Link stellenmarktfaznet (fruumlher FAZjobnet)

07052016 Specific job portals (managers experts)

1001 76000 2080

341 Link kazini 04022016 General job portals

1001 3000 2983114

342 Link TalentsConnect 25092015 Specific job portal (other)

1001 25000 593047

343 Link Suumldjobs 25092015 Regional job portals

1000 1 29999999

344Link optikerjob 17012016 Specific job

portals (health)

993 1 17724735

345

Link Randstad Professionals

07022016 Specific job portals (temp agencies side jobs)

992 15000 1367526

346 Link projektwerk IT Freelancer

15042012 Specific job portals (IT)

987 15000 353777

347 Link Darmstaumldter Echo 20072013 Regional job portals

978 300000 73023

348 Link Iserlohner Kreisanzeiger

25032013 Regional job portals

959 4000 24475

349

Link Marketing-Boumlrse 01022016 Specific job portals (marketing sales)

956 20000 114638

350

Link bonding 08052010 Specific job portals (graduates young professionals)

952 30000 663598

351

Link C-CN Campus Career Network

08052010 Specific job portals (graduates young professionals)

951 3000 4360524

352Link Trenkwaldercom 30012016 Personalvermi

ttler-Jobboumlrsen

922 10000 284001

353 Link feelgoodwork 08022016 General job portals

920 25000 453316

354 Link Alle-Nuumlrnberg-Jobsde

09042016 Regional job portals

907 1 29999999

355Link Handwerkerstellen 30012016 Specific job

portals (crafts)

905 1 3165098

356Link PraktikumsLinkinfo 01022016 Specific job

portals (internships)

900 15000 645411

357Link Oekojobsde 03012016 Specific job

portals (green jobs)

895 6000 2463645

358Link My-Trainee 03022016 Specific job

portals (internships)

894 1 11443529

359 Link Saphir Consulting 29012016 Specific job portals (IT)

890 15000 2172102

48

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

360

Link Universitaumlt Mannheim Career Service

04022016 Specific job portals (graduates young professionals)

887 5000 53268

361 Link Mittelbayerische Zeitung

26012016 Regional job portals

877 10000 590729

362 Link Alle-Essen-Jobsde 09042016 Regional job portals

863 1 29999999

363

Link JobTicket 14042012 Specific job portals (financial services)

840 4000 312676

364

Link Sticks amp Bones 14062013 Specific job portals (gender specific jobs)

840 1 2737657

365

Link Stellenwerk-Koumlln 30012016 Specific job portals (graduates young professionals)

839 55000 273095

366

Link Studierende 23072012 Specific job portals (graduates young professionals)

835 100000 142290

367

Link Yousty 05022016 Specific job portals (apprenticeships trainees)

832 2000 2636352

368

Link Horizontjobs 31122015 Specific job portals (marketing sales)

831 10000 873223

369

Link Logistikplatz 03022016 Specific job portals (transport logistics)

828 1 6083134

370Link Legal Tribune Online

Stellenmarkt02022016 Specific job

portals (law)813 300000 75102

371 Link personal total 17012016 General job portals

794 6000 1627128

372 Link Lookajob 02022016 General job portals

793 1 13042778

373 Link APLICATO 14102013 Specific job portals (trade)

788 0 21591987

374

Link RollingPin 17012016 Specific job portals (hotels restaurants)

746 35000 359885

375Link Ingenieur1 27012016 Specific job

portals (engineers)

745 1 29999999

376

Link Unique Personal 02022016 Specific job portals (temp agencies side jobs)

741 8000 1476543

49

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

377

Link Adecco 02012016 Specific job portals (temp agencies side jobs)

737 7000 422633

378

Link Nachwuchsmarktde 02022016 Specific job portals (graduates young professionals)

735 1 2880414

379

Link Gastrojobsde 06052014 Specific job portals (hotels restaurants)

734 1 4762431

380 Link Handelsvertreter-Jobsde

05022016 Specific job portal (other)

733 1 3291566

381Link onMarketingde 08022016 Specific job

portals (publishers)

732 5000 3903244

382Link Medidoo 03022016 Specific job

portals (health)

728 1 13280432

383 Link IT-Treff 31122015 Specific job portals (IT)

723 6000 1577669

384

Link Jobs-Hotel 31012016 Specific job portals (hotels restaurants)

716 10000 602111

385 Link Alle-Dortmund-Jobsde

09042016 Regional job portals

705 1 29999999

386

Link LMU Muumlnchen Universitaumlt

07022016 Specific job portals (graduates young professionals)

690 20000 14880

387 Link greenjobsde 31122015 Specific job portal (other)

681 65000 338060

388

Link Jobwiwi 12012013 Specific job portals (financial services)

675 0 1105123

389

Link RobertHalf 25012011 Specific job portals (financial services)

671 45000 400651

390Link sekretaerinde 31122015 Specific job

portals (office)

660 25000 440786

391 Link Neue Ruhr Zeitung 29082013 Regional job portals

657 0 19209

392

Link askstudentsde 05022016 Specific job portals (graduates young professionals)

649 6000 1816027

393Link Agrarjobboerse 13122015 Specific job

portals (agriculture)

634 8000 1483477

394 Link Webentwickler-jobsde

04042013 Specific job portals (IT)

625 7000 1236310

50

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

395

Link Yourfirm 31122015 Specific job portals (managers experts)

619 300000 49244

396 Link OTZ-Jobs 17012016 Regional job portals

619 7000 2158537

397Link Projektwerk

Engeneering Freelancer

02022016 Specific job portals (engineers)

615 1 359766

398

Link Karistade 14052014 Specific job portals (graduates young professionals)

608 140000 190437

399Link Pflegede 03022016 Specific job

portals (health)

605 55000 203888

400 Link RegioAlbJobs 08022016 Regional job portals

601 7000 1310796

401

Link StagePool 25092015 Specific job portals (events sports)

600 50000 301273

402 Link Jobsintown 31122015 General job portals

596 25000 515568

403Link Vesterling

Personalberatung21012016 Specific job

portals (IT)596 10000 1364259

404

Link Logistic-people 26012016 Specific job portals (transport logistics)

592 3000 2562361

405Link Competitionline 08022016 Specific job

portals (construction)

590 140000 201099

406 Link Thuumlringische Landeszeitung

26082013 Regional job portals

590 1 8221139

407

Link TUJA 19012016 Specific job portals (temp agencies side jobs)

590 10000 748322

408 Link Alle-Bonn-Jobsde 09042016 Regional job portals

589 1 29999999

409 Link IT-Arbeitsmarkt 24102015 Specific job portals (IT)

586 1 4749300

410 Link Pforzheimer Zeitung 29082013 Regional job portals

584 350000 56091

411Link AWO Stellenboumlrse 20102015 Specific job

portals (charities)

580 45000 511390

412

Link Jobboumlrse der Volkswagen Partner

13042012 Specific job portals (Car retail and repair)

575 0 2396123

413Link Ingenieurjobsde 05022016 Specific job

portals (engineers)

575 8000 1910119

414 Link BigRed Jobboumlrse 28122015 General job portals

574 1 1707711

415 Link RegensburgJobsde 03022016 Regional job portals

574 15000 883087

51

No Link Name aktualisiert Target group Number of job offers

Monthly visitors

Alexa Ranking

416Link BLAK Bayerische

Landes-Apotheken-Kammer

29122015 Specific job portals (pharmacies)

568 15000 831944

417Link Bauingenieur24de 29122015 Specific job

portals (construction)

566 25000 497201

418Link TouristikCareer 31122015 Specific job

portals (tourism)

564 15000 404956

419Link Entwicklungsdienstd

e01022016 Specific job

portals (charities)

562 20000 1123027

420 Link t3n 02022016 Specific job portals (IT)

559 2800000 10016

421 Link Saarbruumlcker Zeitung 24032013 Regional job portals

554 10000 25428

422Link Gruumlnderszene 07022016 Specific job

portals (start-ups)

552 950000 15538

423Link Medicaljob-

Europecom05012013 Specific job

portals (health)

550 1 3506398

424 Link Foodjobs 07122015 Specific job portals (food)

543 35000 307371

425 Link Antenne Thuumlringen 23122015 Regional job portals

534 70000 272180

426

Link Trainee-Gefluumlsterde 02022016 Specific job portals (graduates young professionals)

525 30000 469177

427

Link Consulting-Stellende 15072012 Specific job portals (managers experts)

521 1 19664361

428

Link GWA 29012016 Specific job portals (marketing sales)

520 3000 1339186

429

Link HNA Online Hessische Niedersaumlchsische Allgemeine

30082013 Regional job portals

510 3000 17886

430Link Fashionjobsde 03022016 Specific job

portals (fashion)

509 9000 27297

431Link mobileJob 25092015 Specific job

portals (crafts)

500 4000 1055158

432Link Officeteam 04022016 Specific job

portals (office)

500 45000 404145

433Link Berlinstartupjobscom 24102015 Specific job

portals (start-ups)

500 250000 73970

Source wwwcrosswater-job-guidecom

52

GreeceTable 98 Greece ndashList of major job portals

ΑΑ Name Target group Alexa Ranking

1 karieragr General Job board 10920

2 oaedgr Recruitement agency

21217

3 skywalkergr General Job board 27086

4 prosongr National public website

31709

5 asepgr National public website

73894

6 jobfindgr General Job board 85166

7 diorismosgr Newspaper Website

110586

8 careernetgr General Job board 112689

9 randstadgr Recruitement agency

253594

10 proslipsisgr Newspaper Website

273287

11 neuvoogr Job search engine 317627

12 mycarrieragr Job search engine 358217

13 yoursegr Greek Job search engine

615639

14 jobseekergr General Job board 873686

15 jobigatorgr General Job board and consulting

1161495

16 careerinprogressgr General Job board and consulting

1168865

17 adeccogr General Job board 1209078

18 getthejobdonegr General Job board 2243918

53

19 aggeliologioblogspotgr Newspaper Website

2476269

20 cosmosjobscom General Job board 3166161

21 aggeliespro Newspaper Website

3173993

22 intrajobscom Recruitement agency

4775993

23 vouchergr Specilised website 6814850

24 diktuo-ergasiasgr Job search engine 7944150

25 apasxolisigr General Job board 9032494

26 upsidedownaboutgr General Job board and consulting

10898752

27 careerplannergr General Job board and consulting

50000000

28 inspiringcareergr General Job board and consulting

50000000

Slovenia

To be completed

54

SwedenList of URLs Sweden

Website name Coverage URL

Platsbanken General wwwplatsbankense

DN Lediga jobb General wwwdnse

Metrojobb General wwwmetrojobbse

LokusJobb General wwwlokusjobbse

Careerbuilder General wwwcareerbuilderse

Jobbsafari General wwwjobbsafarise

Karriaumlrguiden General wwwkarriarguidense

Medrek Specific wwwmedrekse

Sveriges Veterinaumlrfoumlrbund

Specific wwwsvfse

Poolia Specific wwwpooliase

SJR Specific wwwsjrse

Manpower General wwwmanpowerse

Flygtorget Specific wwwflygtorgetse

Ingenjoumlrsjobb Specific wwwingenjorsjobbse

EURES General wwweceuropaeueures

55

19 aggeliologioblogspotgr Newspaper Website

2476269

20 cosmosjobscom General Job board 3166161

21 aggeliespro Newspaper Website

3173993

22 intrajobscom Recruitement agency

4775993

23 vouchergr Specilised website 6814850

24 diktuo-ergasiasgr Job search engine 7944150

25 apasxolisigr General Job board 9032494

26 upsidedownaboutgr General Job board and consulting

10898752

27 careerplannergr General Job board and consulting

50000000

28 inspiringcareergr General Job board and consulting

50000000

Slovenia

To be completed

54

SwedenList of URLs Sweden

Website name Coverage URL

Platsbanken General wwwplatsbankense

DN Lediga jobb General wwwdnse

Metrojobb General wwwmetrojobbse

LokusJobb General wwwlokusjobbse

Careerbuilder General wwwcareerbuilderse

Jobbsafari General wwwjobbsafarise

Karriaumlrguiden General wwwkarriarguidense

Medrek Specific wwwmedrekse

Sveriges Veterinaumlrfoumlrbund

Specific wwwsvfse

Poolia Specific wwwpooliase

SJR Specific wwwsjrse

Manpower General wwwmanpowerse

Flygtorget Specific wwwflygtorgetse

Ingenjoumlrsjobb Specific wwwingenjorsjobbse

EURES General wwweceuropaeueures

55

SwedenList of URLs Sweden

Website name Coverage URL

Platsbanken General wwwplatsbankense

DN Lediga jobb General wwwdnse

Metrojobb General wwwmetrojobbse

LokusJobb General wwwlokusjobbse

Careerbuilder General wwwcareerbuilderse

Jobbsafari General wwwjobbsafarise

Karriaumlrguiden General wwwkarriarguidense

Medrek Specific wwwmedrekse

Sveriges Veterinaumlrfoumlrbund

Specific wwwsvfse

Poolia Specific wwwpooliase

SJR Specific wwwsjrse

Manpower General wwwmanpowerse

Flygtorget Specific wwwflygtorgetse

Ingenjoumlrsjobb Specific wwwingenjorsjobbse

EURES General wwweceuropaeueures

55

United KingdomTable 910 UK ndash Top job portals ranked by number of vacancies

Website name Coverage No of jobs advertised on 24 June 2016

URL

Universal job match General 873172 httpsjobsearchdirectgovukJobSearchReed General 257557 httpwwwreedcoukTotaljobs General 131985 httpwwwtotaljobscomcv-library General 115141 httpwwwcv-librarycoukTop jobs General 102556 httpwwwtopjobscoukAll jobs UK General 53079 httpwwwalljobsukcomCareers4a General 50926 httpwwwcareers4acomCareerbuilder General 47788 httpwwwcareerbuildercoukJobsite 47457 httpwwwjobsitecoukfish4jobs General 35045 httpwwwfish4coukjobsMonster General 1000

+ httpwwwmonstercouk

Table 1011 UK ndash Top job search engines ranked by number of vacancies

Website name Coverage No of jobs advertised URLMojeek General 82886274 httpswwwmojeekcoukJobhits General 3020134 httpjobhitscoukcareerjet General 2360687 httpwwwcareerjetcoukJob centre UK General 2319190 httpwwwjobcentreukcoukJora General 1489774 httpsukjoracomJobisjob General 1432858 httpwwwjobisjobcoukabout-ushtmlRenego General 1208325 httpwwwrenegocoukAdzuna General 1116464 httpswwwadzunacoukWork circle General 1014288 httpwwwworkcirclecoukClickajob General 1011783 httpwwwclickajobcoukjobijoba General 955843 httpwwwjobijobacoukAll the top bananas General 811165 httpwwwallthetopbananascomBrick7 General 606052 httpwwwbrick7coukIndeed General 594167 httpwwwindeedcoukJooble General 531576 httpukjoobleorgjobsGlassdoor General 413292 httpswwwglassdoorcoukAdview General 182152 httpwwwadviewcoukjobs

56

Table1112 UK ndash Top job specialised websites ranked by number of vacancies

Website name Coverage No of jobs advertised

URL

British-itjobs Computer jobs 36549 httpwwwbritish-itjobscoukxpatjobs Expat jobs 2181974 httpsukxpatjobscomSimply sales jobs Sales jobs 291375 httpwwwsimplysalesjobscoukjobs

Simply marketing jobs Marketing jobs 182661httpwwwsimplymarketingjobscoukjobs

london4jobs London jobs 65639 httpwwwlondon4jobscoukSavethegraduate Graduates 42421 httpwwwsavethegraduateorge4s Students 31801 httpwwwe4scoukEngineering jobs Engineering jobs 22473 httpwwwengineeringjobscoukstrike-jobs Strike-jobs 20267 httpwwwstrike-jobscoukSales vacancies Sales jobs 19382 httpwwwsalesvacanciescomSales vacancies Sales jobs 19182 httpwwwsalesvacanciescombest it jobs IT jobs 18897 httpwwwbestitjobscoukCaterer Hospitality jobs 16981 httpwwwcaterercomJobSearch

ResultsaspxKeywords=ampLTxt=ukampRadius=10

Technojobs Technology jobs 16841 httpswwwtechnojobscoukNHS jobs Health sector 13958 httpswwwjobsnhsukcomputerjob Computer jobs 13373 httpwwwcomputerjobscomBest admin jobs Admin jobs 12800 httpwwwbestadminjobscoukefinancialcareers Financial careers 11282 httpwwwefinancialcareerscoukcwjobs IT jobs 10496 httpwwwcwjobscouk

57

• 1 Introduction
• 2 Classification of job portals
• • 21 Job boards
  • 22 Job search engines
  • 23 Hybrid portals
  • • 3 Criteria for the assessment of job portals
    • • 31 Size
      • 32 Popularity
      • 33 General vs specific
      • 34 Variables available
      • 35 Technical structure
      • • 4 Case studies regarding the job portal infrastructure in the participating countries
        • • 41 Germany
          • 42 Greece
          • • 421 Introduction
            • 422 Studies regarding the job portals
            • 423 Job vacancy selection for the pilot study
            • 424 First experiences
            • 425 Summary
            • • 43 Slovenia
              • 44 Sweden
              • 45 United Kingdom
              • • 5 Conclusions
                • 6 References
                • Annex
                • • Germany
                  • Greece
                  • Slovenia
                  • Sweden
                  • United Kingdom

Table1112 UK ndash Top job specialised websites ranked by number of vacancies

Website name Coverage No of jobs advertised

URL

British-itjobs Computer jobs 36549 httpwwwbritish-itjobscoukxpatjobs Expat jobs 2181974 httpsukxpatjobscomSimply sales jobs Sales jobs 291375 httpwwwsimplysalesjobscoukjobs

Simply marketing jobs Marketing jobs 182661httpwwwsimplymarketingjobscoukjobs

london4jobs London jobs 65639 httpwwwlondon4jobscoukSavethegraduate Graduates 42421 httpwwwsavethegraduateorge4s Students 31801 httpwwwe4scoukEngineering jobs Engineering jobs 22473 httpwwwengineeringjobscoukstrike-jobs Strike-jobs 20267 httpwwwstrike-jobscoukSales vacancies Sales jobs 19382 httpwwwsalesvacanciescomSales vacancies Sales jobs 19182 httpwwwsalesvacanciescombest it jobs IT jobs 18897 httpwwwbestitjobscoukCaterer Hospitality jobs 16981 httpwwwcaterercomJobSearch

ResultsaspxKeywords=ampLTxt=ukampRadius=10

Technojobs Technology jobs 16841 httpswwwtechnojobscoukNHS jobs Health sector 13958 httpswwwjobsnhsukcomputerjob Computer jobs 13373 httpwwwcomputerjobscomBest admin jobs Admin jobs 12800 httpwwwbestadminjobscoukefinancialcareers Financial careers 11282 httpwwwefinancialcareerscoukcwjobs IT jobs 10496 httpwwwcwjobscouk

57

• 1 Introduction
• 2 Classification of job portals
• • 21 Job boards
  • 22 Job search engines
  • 23 Hybrid portals
  • • 3 Criteria for the assessment of job portals
    • • 31 Size
      • 32 Popularity
      • 33 General vs specific
      • 34 Variables available
      • 35 Technical structure
      • • 4 Case studies regarding the job portal infrastructure in the participating countries
        • • 41 Germany
          • 42 Greece
          • • 421 Introduction
            • 422 Studies regarding the job portals
            • 423 Job vacancy selection for the pilot study
            • 424 First experiences
            • 425 Summary
            • • 43 Slovenia
              • 44 Sweden
              • 45 United Kingdom
              • • 5 Conclusions
                • 6 References
                • Annex
                • • Germany
                  • Greece
                  • Slovenia
                  • Sweden
                  • United Kingdom