(STAP) is launched in the middle of 2015. The portal is created by ContentForces in corporation with the Hogeschool van Amsterdam (HvA), Inholland and the Amsterdam Economic Board. From the universities there was a need to have a central portal where vacancies for interns can be placed without interaction with the companies. In other words, recruiters within companies are contacting the universities to place their vacancy or just ask for an intern. The manager responsible got many requests which took him a lot of time to process, now with the recruiters are automatically forwarded to the portal so they can place their vacancies.


So now there is a job board for interns, but…

The term job board meant something in 1997. Maybe even in 2004. But now? Companies have their hubs, media sites, social networking sites, the just like Tindr apps, matching and dating sites. There is gamification, click-casting, applicant trading (source: Can you predict the future of job boards? Here are 5 reasons I can’t.)

It immediately initiates the important question,
How can a job board earn?

According the follow the money principle, we start with the employers, they are for sure to pay. Below an overview for what employers might be willing to pay:

  • Job postings: far and away the most common revenue source
  • Resume access: the most typical ‘#2’, although the advent of LinkedIn and other social media have made this less popular
  • Highlighted job listings: Enhanced with fonts, images, search results location, and so on
  • Site advertising: Banners, buttons, tile ads, and everything in between – the traditional web-based visual ad
  • Company profiles: Enhanced, with logos, video, you name it – a spotlight on the employer
  • Targeted candidate emails: A custom email that is sent to a subsection of the registered job seeker lists
  • Newsletter advertising: Text or image (if, of course, the job board has a newsletter!)
  • Social media extensions: This can be as grand as the new Dice Talent Network or as simple as Tweeting the employer’s jobs
  • Cross posting: Often included in the base price, but sometimes an add-on; job board posts the employer’s jobs to additional locations
  • Packages: Combining any of the above elements

The other side of the marketplace are the job seekers. Although the job seekers are less able and willing to pay, there are some way, like listed below

  • Membership fee: some sort of monthly or annual fee to access job listings and (possibly) related services
  • Visibility: promotes the job seeker’s resume in some way to increase the likelihood an employer will respond
  • Reports, etc.: Usually e-books on job hunting, interviews, resumes, salary surveys, etc
  • 3rd party services: the classic example is the resume writing service; the job board will take a revenue split of what the 3rd party makes

Source: The most common revenue models for job boards

As target group are students, the job seekers are not willing to pay, so there is no option.

Also on the employers side there are many possibilities for free advertisement for interns. But more then 90% of the recruiters for companies that have challenges to find an intern says that companies can not reach the potential candidate. The candidates are on Social Media and get drawn in the job board.

Besides the costs for recruitment are not in job postings, but indeed the costs for recruitment are mainly labor costs for recruitment.

To sum up the challenges of are:

  • Better reach of the students, integrated in Social Media
  • Reduce the Total Cost of Recruitment.

So the solution is better search and match for the vacancies, a more efficient talent acquisition and onboarding process. All integrated in Social Media.

In other words, we need more interaction, preferable via Social Media. But how can we get more interaction as we would like to reduce the labor. Indeed via
ChatBot directly integrated in Social Media.

How it’s being used?
In the first version a Messenger chatbot will be promoted on the Facebook pages from the universities and off course on The job seeker can search for the vacancy by a short chat with the Messenger bot. If the chatbot doesn’t find a suitable vacancy it my remind the job seeker when a vacancy pops up.

In a later version, the onboarding functionality will be added.

Value proposition:

  • Facebook Messenger had 900 million active monthly users.
  • Conversational Design (vs traditional User Interface Design) allows a better interaction
  • More custom interaction between a job seeker and a vacancy. Now it is hard for smaller companies without a brand to get in the picture with potential candidates. The chatbot can find a better match for potential candidates that are fitting more with the smaller companies.
  • Future reduction of recruitment costs should be minimal reduce the time with 50%

Key questions/takeaways:

  • It requires a behavioral change from students (but this targetgroup is already used to chat and in general open for new technology)
  • You don’t want to talk to the chatbot, you want something to happen with the minimum amount of interaction.

Feel free to try it yourself, by clicking the banner to Facebook Messenger on

If you are interested in the chatbot technology you can contact us via the contact form (under in the page) of

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