Category Archives: Human Resources

Top 10 Job Boards In Canada

On the Jobboardfinder blog this week we give you a quick breakdown of the top ten job boards for recruiters and job seekers in the Great White North (Canada). For international Job Seekers and Canadians alike, it’s a good time to work in Canada. Thanks to a strong economy and low unemployment, wages in the country have risen by 24% since 2007. However, with such a big country, how should one know where to begin their search? Forget the rest, we’ve done the hard work and picked the best!

For Recruiters, Canada’s geographic scale makes things even more complicated. Because Canada has a widely dispersed workforce spread out over various industries from region to region, a job board that works very well in the East might not work as well three time zones away in Vancouver. While there are some national generalist job boards that are excellent for reaching the masses, to find the top talent in specific markets and industries recruiters are going to have to look to specialist and regionalist job boards as well. This is compounded by the fact that Canada is at its lowest unemployment rate since 1976 meaning that competition for talent is fierce while job seekers have more options and greater bargaining power. See our list bellow to take the guess work out of recruitment advertising in Canada.

Best National Job Boards


For both recruiters looking for Canadian talent and job seekers looking in Canada, is the place to start. Boasting over 6.4 million visitors monthly and posting 10 thousand jobs per day, has by far the most monthly visitors and job announcements giving job seekers and recruiters more choice than anywhere else. is different from other job boards in that they use a pay-per-performance model which gives recruiters greater control over their spending and results. Recruiters can post for free or they can pay to sponsor their ad so that it appears highlighted and in the top section of search results. The recruiter then only pays when their advert is clicked.  Because Indeed posts such a high volume of ads per day, ads that are not sponsored will quickly lose visibility as they fall further and further down the list of search results. For this reason, Job Board Finder recommends a

minimum pay per click budget of $10 per day you expect to keep the ad online. Recruiters can post ads and set their budget online with ease. Recruiters can alsopay for access to Indeed’s CV database.

Job seekers not only benefit from the quantity of job offers and choices but from an array of search options to help them quickly and easily find the positions that correspond to their career goals. Seekers can also sign up for a free notification service that sends candidates matching job offers as they are posted. Finally, like GlassDoor, Indeed has introduced a section for employees to leave employer reviews.

Languages: French and English

Paid: Free or set your own per-per-click budget to sponsor your advert

CV Database: Yes


Workopolis is one of the leading job boards in Canada. Last April, the Japanese Recruit Holdings Group (owners of the number #1 job board in the world, Indeed) acquired the platform. Hysayuki Idekoba, the CEO of Indeed, said: “Workopolis is a trusted brand and leading Canadian job site for both job seekers and employers”. The deal was closed at the end of last month and the aim is to expand outside the US and to provide a better experience for job seekers in Canada.

For now, the website offers more functionality for seekers than recruiters. The CV Database has been removed, as has the job posting function and they plan to make more operational changes in the platform. With this new partnership, jobs posted on indeed will automatically appear on Workopolis.

Workopolis was launched in 2000 and is a benchmark job board for recruiters and job seekers in Canada. It has more than 2,8 million visits every month and offers access to more than 300,000 job ads including ads from other websites. Recruiters will be happy to know that the Canadian site received 6.4 million views in April.

Job seekers can filter their search using the usual filters of province, job type and job source (direct employer/recruitment agency). Recent job searches are automatically saved and users can easily access them again. The blog section is great and is filled with podcasts, videos and many articles (both in French and English). Application process: Many options. Through the employer’s careers site, via social media (Linkedin) and email

Languages: French and English

Price: Free with pay-per-performance via indeed

CV Database: no

3.Job Bank

Job Bank is the Canadian Government’s job site. Users can look for government funded jobs, apprenticeships, federal government jobs, training courses and other job opportunities in a wide range of fields in both the private and public sectors. The filter “Employment Groups” helps specific groups such as seniors, students, disabled people, indigenous peoples and visible minorities find the most suitable offers.

The website has 3 million monthly visits and thousands of verified job offers.  It is very user-friendly and is filled with valuable content. Because it’s the government’s official website, there is plenty of information on salaries, immigration policies, skills, life in Canada, taxes and regulations, employment insurance, grants.

Recruiters can easily post adverts and have them distributed on other websites. Job Bank helps businesses by offering highly-beneficial data on market trends, tips for hiring and training, statistics, etc. However, employers need a Canada revenue agency number to post. Application process: candidates send their CVs directly to the employer by email

Languages: French and English

Paid: Free

CV Database: No

4.Monster Canada is one of the leading generalist career websites in not only Canada but internationally. “From the web, to mobile, to social, Monster helps companies find people with customised solutions using the world’s most advanced technology to match

the right person to the right job”. With over 2 million unique monthly visitors and thousands of job offers, is one of the largest generalist job boards serving all of Canada. In addition, standard adverts posted on monster are distributed to up to 1000 partner job boards giving recruiters access to a variety of talent in every Canadian market. also attracts one of the largest international audiences with up to 44% of monthly visitors coming from outside of Canada.

Monster provides posters with 5 recommended CV’s included in the price of a standard adverts as well as email distribution via newsletters. Ad space is purchased quickly and easily online and ads are posted within minutes of filling out the form.

For job seekers, the website is well designed and easy to use with a simple but effective advanced search tool. Seekers also benefit from automatic notifications of relevant career opportunities with leading companies.

Languages: English and French

Paid: Yes, starting at $605 CAD for 1 30-day job post with discounts based on volume.

CV Database: Yes

5.Glassdoor Canada

Glassdoor is a job board that became famous internationally by allowing employees andprevious employees to rate employees and provide information about their experience with the company. It is a site that gets a lot of traffic from both recruiters and seekers alike. According to similar web gets 4.4 million monthly views meaning that recruiters’ ads are likely to get a lot of exposure. On the other side of the coin, seekers looking for jobs can browse through over 30,000 positions in Toronto alone. And thanks to GlassDoor’s company reviews, candidates can avoid wasting time applying to and interviewing with companies they would rather not work for.

Recruiters can benefit from a free 7-day trial, after which posting a job costs significantly less than the competition with a single job slot starting at $199. Another great feature for job posters is the ability to change the job advert as they please. Thanks to great features like these Glassdoor claim to cost on average 30 percent less than traditional job boards.

Languages: French and English

Paid: Yes, starting at $199 CAD

CV Database: No

The only reason comes in last on our list is due to low traffic at just over 300 thousand visitors per month. This is proportional to therelatively low number of job adverts at just under 8000 for the month of May 2018. Perhaps it is simply in the process of gaining recognition in an already saturated market for job boards. CareerBuilder is an international company with 20 years of experience. Their websites are well laid out and very intuitive to use for both recruiters and job seekers. Recruiters can bene

fit from a variety of services from quick and easy online job posting, a resume data base, applicant tracking systems, job distribution technology and even background checking and employee screening.

For job seekers, simply type in a key word and a city and use the criteria on the side bar to further define you search as needed. Once you’ve found your dream job simply enter you name and email and upload your resume and cover letter.

For recruiters looking to relocate Canadians and for Canadians looking abroad offers a section for international jobs.

Languages: English and French

Paid: Yes, starting at $489 CAD with discounts up to 28% for 5 job spots

CV Database: Yes, starting at $500 per month

Best Regional and Specialist Job Boards

Bellow we have included one job board for each of Canada’s three principal population centres and job markets: #1 Toronto, Ontario #2 Montreal, Quebec #3 Vancouver, British Columbia.

If you need to hire in Quebec, Jobboom is the place to post your ads with over over 550,000 monthly visits. Job seekershave slightly less choice however as Jobboom had only just over 8000 job adverts as of May 2018. Technically Jobboom advertises jobs across Canada, however about 90% of their traffic and job adverts come from Quebec. The site is easy to use and their team offers quick and in-depth advice on their products. For recruiters, Jobboom is a little more expensive compared to some of the national generalists however you get good value for 

your money. One 30-day job slot costs $1000 CAD and gives you 7 days of banner ads on the main page, CV search, plus automatic email notifications to matching candidates. However, adverts are based on the city whereas other generalists will show your ad in searches all over the province. Apply is easy, you don’t even need an account. Simply click apply and upload your resume. The website is available in English and French but most adverts are in French.

Languages: English and French

Paid: Starting at $1000 CAD for a 30 day advert

CV database: Yes

For hiring in and around Canada’s largest job market, is an affordable job board place to start. However, it might be better for job seekers than recruiters. Toronto jobs has almost 100,000 job ads but only about 5000 visitors per month meaning that seekers have lots of choice and little competition but recruiters might not be reaching the cream of the crop. Languages: English only

Paid: Yes, prices start at $99 CAD for 1 posting, $249 CAD for 3, and $395 CAD for 5

CV database: No

For companies with a Canada Revenue Agency number, this government job board is free and attracts a significant amount of traffic with over 300,000 thousand unique visitors monthly. For job seekers, the website has over 17000 job ads across a variety of industries with most job offers coming from the public sector. For international companies looking to recruit talent from BC but who do not have a Canada Revenue Agency number, is the next best option. As a government website, provides a wealth of information on labour laws, education resources, and market information and statistics. To appl

y simply email companies directly.

Languages: A variety thanks to a google translate tool

CV database: No

Paid: Free

The name of the website might not sound very niche but is the homepage for a network of niche job boards for everything from human resources jobs, to aeronautical, to pharmaceutical jobs. This is by far the best website for recruiters to start posting if they are looking for a niche job board to target specific talent. Their customer service is highly reactive, posting adverts is easy to do online and affordable. Before posting, recruiters are presented with information such as the job boards target audience, their monthly visitors, and the demographic breakdown as well the percentage of visitors from tablet, mobile, and desktop. Another great benefit is that adverts are posted internationally rather than by city or province liked most job boards. Job seekers will save valuable time thanks to search features such as a complete list of companies, and a breakdown of postings by job title.

Languages: English and French

CV database: No

Paid: Yes, $325 CAD per advert

We hope you have found this article “Top 10 Job Boards in Canada for Recruiters and Job Seekers” useful! Please let us know if you’d like us to cover any specific topics in the Jobboard Finder blog  

How to recruit in the charity sector

Dedicated and skilled volunteers are key for the correct functioning of Non-Profit Organisations. One of the many challenges charities face is not having a sufficient amount of volunteers which can often bring projects to a standstill. So where to find motivated people commited to your cause with limited or any funds? Read more to find out!

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How to create the perfect company video

There is no doubt companies benefit greatly from technological advancements.  The use of online recruitment sites, Skype interviews, video conferencing, Applicant Tracking Systems (ATS) and most important of all, company videos are becoming the norm.

Recent research shows that 55% of online content is video.

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6 easily avoided recruitment mistakes

It’s been a while but welcome back to the Jobboard Finder blog! Today we bring you an article to help you improve the recruitment process of your company. Read on to discover 6 easily avoided recruitment mistakes!

Employees are key to the future development and success of an organisation with HR departments having a crucial role in this regard. The recruitment process can often be discouragingtime-consuming and expensive. Finding the right person is extremely challenging, especially when there is a high turnover rate, a limited budget or a tight deadline.

Here are some tips to make the hiring process much more efficient: easily avoided recruitment mistakes

1. Not looking within the company

There could already be someone within the organisation who is perfectly suited for the new vacancy. Not only does this immediately help you save time as the turnover of candidate is immediately much smaller. But Internal recruitment is also a cost-effective alternative. There are no extra costs for either interviewing external candidates, advertising the job or hiring an HR agency. In addition, not looking within your current employees could have an impact on the team’s morale. easily avoided recruitment mistakes

2. Not good enough job description

Companies should clearly set out the skills, experience and qualifications required from the applicant. Writing an accurate job description might take up a lot of valuable time. Knowing what exactly the role entails will mean your company will have the upper hand and will have higher chances of succeeding in attracting the best fit for the offered post and your business. easily avoided recruitment mistakes

3. Not making optimal use of recruiting tools available such as Jobboard Finder

Recruiting abroad often proves to be a nightmare with confusing websites, regulation measures, unclear requirements to post job offers and, of course, foreign languages. Even knowing which international job boards best fulfill your needs or are more appropriate for the desired post can be very difficult. Jobboard Finder provides valuable and useful information. It offers recruiters access to a centralised data base with information on job boards all across the world, making the recruitment process more accessible, cost-efficient and faster. easily avoided recruitment mistakes

4. Being too strict with criteria

Coming across the perfect candidate who ticks all the boxes and perfectly fits the role rarely happens. It is important to not set standards too high, asking for long lists of qualities and placing too much emphasis on work experience.

Only a superhero will have these requirements. Trying to find a replica of the previous vacant is another mistake. Being too strict or narrow-minded might put off potential candidates who, if given the chance, would give their all. In conclusion, this play against you by limiting your hiring options. easily avoided recruitment mistakes

5. Giving too much importance to the interview

When it comes to recruiting new candidates, interviews are always the main focus. Reference letters, CVs, emails, phone calls with referees, presence in social media and the so-called ‘Inbox Assessment’ will often receive less attention and sometimes even be overlooked. This leaves the recruiter to make a decision based solely on a formal conversation.

That is why there is, more and more, a trend to use the traditional interview and CV recruiting method in support with all of the above. This helps improve the selection process and make a better decision. easily avoided recruitment mistakes

6. Rushing the hiring decision

Selecting the right person requires time to reflect and explore the options. A company may find itself under pressure to meet a deadline, suddenly having to fill in a new vacant position or having to work with a limited budget. This unables you to carefully evaluate every application.

This may lead to a ‘panic hire’ or a rushed decision that could make your business suffer the consequences. You might spend months training and investing many resources in the new employee just to realise you made a mistake and they are the wrong fit. Slow hiring will save you time and money in the the long run. – 6 easily avoided recruitment mistakes


6 easily avoided recruitment mistakes

Thank you for reading! If you’d like to read more articles like this or would like to stay updated and receive the latest news from Jobboard Finder, please subscribe here for free!

Reducing burnout and improving employee experience

Burnout is a real and widespread phenomenon that affects employees worldwide. It can lead to high turnover and low morale within a company, so HR teams need to know how to be aware of it and what steps to take to combat it. Today on the blog, we are going to look at how to reduce burnout and improve employee experiences and happiness. This is especially important to think about following the holidays, since people may be slow to get back into their work after time off, as well as finding they have large and even unmanageable amounts to do which can be a rude awakening after a relaxing holiday period. So read on for our best tips on dealing with burnout.

Start at the beginning

Burnout needs to be something that companies are on top of from the very beginning of an employee’s journey with them. Therefore, HR personnel should ensure that the employee’s interview and on-boarding process are as positive an experience as possible.

  • Treat all candidates pleasantly and with respect regardless of whether they end up being successful or not. It is a good thing to do to give feedback to all applicants who reach a certain point, and shows candidates and employees-to-be that your business cares about making a good impression in the recruitment process
  • Remember that even if you don’t hire them now, you may want to at a later point; and you want even your unsuccessful candidates to be ambassadors for your brand
  • Research shows that candidates who had a good first experience with a company in the interview stages are happier, more well-adjusted and more likely to stay on for longer with the business


Be flexible

Burnout primarily stems from an unbalanced and unsustainable work-life balance, so to keep your employees from burning out you may want to consider discussing this with them and pursuing alternative arrangements where possible

  • Encourage frequent breaks to keep focus during the work day. Employees who take 5-10 minutes to refocus their minds are more likely to do high quality work for a longer period of time
  • Consider flexible scheduling. If you notice an employee is struggling with their scheduled work hours and their work can feasibly be done from home, encourage them do this, even if it is just for a short time. Managing their own time can be beneficial by allowing them to work around other activities that they enjoy
  • But, remember to establish boundaries too. Where possible, try to make sure your employees are not working outside work hours. They should be using time after work to relax and unplug from the working day, which will allow them to be refreshed and focused for the following days


Spot and address stress early

Keep your eye out for disengaged employees so that you can address problems early on. The longer an employee suffers with feelings of overwork, tiredness and stress, the more likely they are to burnout which can cause many more issues down the line

  • Has an employee been having mood swings or been acting differently following a shift in workload, or a prolonged time with an intense amount of work? Can you sense a change in morale in the whole office? Take these seriously when you first notice them to mitigate future issues
  • You may notice a change in communication from an employee who was previously chatty and communicative and now is silent and uncommunicative. This is also something to pay attention to and talk to them about as soon as possible
  • Check in regularly with employees to gage how they are feeling and how they are coping with their workloads. Informal one-on-one meetings, or small groups meetings, are a good way to judge how your team is feeling and whether they are being overworked to the point of exhaustion and burnout

Always prepare in advance

Don’t let the pre-Christmas or post-holiday rush take you by surprise. These are always busy times of year and also times when employees often have engagements in their personal lives too, making juggling work and home life even more complicated

  • Discuss holidays and time off around this time of year in advance. Try to ensure that everyone is satisfied with the time off that they have and make it as fair as possible
  • Put practices and procedures in place to deal with the holiday season rush. Prioritize urgent tasks and pick up ones that can wait after the rush
  • Where possible, don’t spring new work on employees in busy periods, and warn them in advance when workloads are expected to increase significantly. This can help for their own personal planning and allow them to prepare for busier times to reduce stress and burnout

Focus on

This week we are going to focus on, a French website which deals with Human Resources news. It belongs to a media agency whose activities are dedicated to the HR sector, created in 2009. There are four entities in this agency: Design RH, a company which creates and develops web marketing solutions; myRHbook; Salon Talent Management and finally, the website we are going to present in this article. This French website is very useful for companies, professionals working in HR but also for all workers, especially because they share an important number of interesting articles on the latest work and company news and trends. We can find many different articles on HR news, talent management, HRIS, formation, recruitment as well as on labour legislation, salaries and also simplified pay statement. And this is a non-exhaustive list. We will therefore discover the website, how it is composed, and we will explain you why Jobboard Finder’s team think that it can be interesting for you.

myRHline logo

Many various sections

myRH line items

  • HR news : Diverses and varied news on HR, digitalization, labor law, formation, latest trends, recruitment, in a nutshell, everything that deals with the business world and its humans
  • Calendar : all useful information about the different conventions on HR news and trends, especially in the Paris region
  • Files : specials documents writen on precise HR subjects (well-being, digitalization, working time), investigations. Very interesting and well structured.myRHline English
  • Videos : interviews of HR professionals, companies, testimonials, convention presentation. It is sometimes better to watch the news than reading them!
  • Directory : contact details of’s partners, in the sectors of HR expertise and consulting, software (PGI, HRIS,…), formation and e-learning, talent management, diversity in the workplace, etc.
  • Investigation : studies, benchmark, solutions, pay (the studies are generally charged)
  • HR Eshop : HR files, books, HR solutions (named « the HR toolbox), employer branding or HR studies to help decision-making procedure.eshop RH

Why it is an interesting website

Even if the website is only available in French, can be interesting for many people. Indeed, the available data online is more than interesting for all HR professionals, but also for all types of workers. It is very useful for anyone who is interested in the latest HR trends, recruitment or labour legislation (especially in France). team is present on all social media, and they have the advantage to be always informed about everything in relation with HR. Also, their articles are very pleasant to read (not too long, not too short, and simple to understand).

myRHline homepage

So if you’re looking for information on HR in France especially, is the best website where you can find them!

HR Community Management

The sector of Human Resources is in constant changing and cannot avoid digitalisation. Companies can’t afford not to have a single presence on the Internet and on the different social networks. Sometimes made for professionals or open to everybody, social media are consulted every day, at any time of the day and can allow companies to develop a good internal and external brand image in order to be more attractive in its business activities as well as for its colleagues and future colleagues. In this article, we will see what exactly the HR Community Management is and we will explain to you why companies should have at their disposal an HR Community Manager.

What is HR Community Management and what is it for?

For a few years now, recruiters have been using almost systematically professional and non-professional social networks to find the best candidate. They constantly look on online Job boards and they have been looking on LinkedIn, CV databases, on Twitter or Facebook and even now on Snapchat or with the help of YouTube videos. To use these social networks properly, they have been hiring specialists in digital communication for Human Resources. It is an activity which is getting more and more in vogue. digital recruitment

Branding strategy is now adapting to the HR sector. The aim is to attract the candidate and let him or her come to you on his or her own, and therefore to avoid the long and laborious recruitment process. We often only talk about social networks but actually, this web global strategy adapted to the HR field gathers everything that can be offered in the form of online communication, just like this blog post, or interviews, article, shared experience, accomplishments. You must keep people informed and updated.

In a nutshell, community management, according to Wikipedia, is the “activity of maintaining communication, motivation and efficiency among a group of remote individuals, often only linked together by the Internet”. You need human skills, that is to say a “Community Manager” that will be able to use an adapted pool of tools such as social networks or other tools of instant messaging in order to share networks

The community manager’s missions, in any sector of activity, is to try to create a community without the human link, and therefore to gather, attract, seduce, involve and win the loyalty of people from your company or out of it thanks to your company’s reputation, public image or communication so as to keep your community members’ all together.

Why is it essential for you to have an HR Community Manager?

According to Follow Us, a web marketing and social media agency, 7 out of 10 web users are widely active on the different social networks. This is a considerable number. So having an HR Community Manager is a “strategic necessity”. New technologies have changed HR and communication, everything is now instantaneous. An article on even explains that “communication is the key to the success of all HR functions”. Also, do not forget now that younger generations are at work with the oldest one, and that companies need a combination between both generations that have different “communication style and preferences”.Community Manager

On your professional social networks, you must show your company at its most attractive and show how it is proud of its employees, or we should say collaborators. Keep in mind that in order to have a good external image, you must already have a good internal image and be on the same wave length with the whole company. This will definitely help you distance yourself from other companies and show that you are “the place to work in”. Showing the strong culture of your company will make candidates coming to you. Letting people aware of the culture of the company will let them know about it already before sending an application for example. Have you ever wondered why Google, EA or Starbucks receive so many applications while they only offer only a few positions? Thanks to their powerful and strategic communication plan, and their good brand image, of course.Human Resources

We will finish this article by quoting again: “Those in HR who are working in tandem with Communications and leaders of organizations will be the most successful”. So go ahead, and look for a good HR Community Manager!