Category: Candidate Experience

ChatGPT Jobs…Again

Posted on by Buyer Advertising

I saw a LinkedIn post the other day promoting an upcoming learning session on how to get your jobs into ChatGPT, so I thought it was perfect timing to revisit the topic. For those discerning readers of my blog, you will recall my last post addressed this very subject. At the time, it was a hot topic with little known facts. Today, it’s clearly still a hot topic with only slightly more well-known facts, but we are learning every day.

I apologize if I steal the thunder from the sponsors of the upcoming learning session, but here is our latest assessment of all the ways you can get your jobs into ChatGPT.

Custom Job App

You can create a custom job app that lives within the ChatGPT ecosystem. Per my previous post, I said we were evaluating this strategy, but needed some forward-thinking clients to test the hypothesis with us. Well, I am happy to announce that we are now in the final stages of approval with ChatGPT to launch custom job apps for two of our clients.

In fact, we are the first recruitment ad agency to have multiple custom job apps pending approval with ChatGPT, and are excited to launch these job apps and report on the future results. Only time will tell if this strategy is worth replicating, but our clients will be the first to know.

Many are betting on app bias, giving early app adopters more visibility to job seekers within ChatGPT, and some insiders claim they have witnessed preferential search results given to custom apps already in ChatGPT, notably the Expedia travel app.

I am not sure this is accurate, as I believe what they may have seen were Sponsored ads by Expedia within ChatGPT, but if I am wrong, then this could be compared to Google favoring its own proprietary travel content experience over traditional search results, and side note, some believe the inspiration of the Google For Jobs experience.

Google Job SEO

And for those of you who already understand the importance of Google Job SEO and are actively optimizing your job content for better organic visibility, then your jobs will already appear in ChatGPT. We know this to be true because our clients’ jobs are in ChatGPT now, and we are tracking the results. Additionally, if you are savvy enough to structure your career site content to provide answers to commonly asked candidate questions, you will have an advantage in ChatGPT.

The ChatGPT Job Board

Finally, I’m told ChatGPT is weeks away from launching its job board and has lined up initial job feed partners to provide content. These partners will provide thousands of jobs to seed the ChatGPT jobs database at launch. This means if you have your jobs already on some of the larger job boards now, your jobs should go along for the ride into ChatGPT.

The question remains, will these partners only pass through sponsored job content, or will they include all job inventory. Either way, I expect ChatGPT will not limit its job inventory to these select feeds and will continue to index job content from the web to prevent blatant bias towards these partners.

Stay tuned as we continue to evaluate the importance of ChatGPT and other emerging AI solutions as part of a diverse recruiting strategy in 2026. And if you are interested in talking to the agency who is actively positioning our clients for AEO success and not just talking about it, contact us today.

Joel Glick
President
Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates to you. We cultivate unique Employer Brands, and our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the entire hiring process – backed by a team of industry leaders with a passion for customer service.

Everyone Wants Your Data.

Posted on by Buyer Advertising

Who Should You Trust?

Even though my blog post picture is smiling, I am not in a good mood today. One, I have recently returned from vacation, and two, there are changes brewing in our industry that are troubling. As a result, there will be nothing funny in today’s post. No witty puns or clever references to early 90’s movies, just an honest heads up about an aggressive push to change the current practice of recruiting in 2025.

The job boards want your data, and they have been collaborating with the Applicant Tracking Systems behind your back to get it. They say sharing this data will enhance the candidate’s experience and will provide better matched applicants to paying customers, but there are several areas of discussion that should be considered.

Privacy and Consent Issues:
Job seekers may not be explicitly informed that their personal data, including application details and progress (e.g., “interviewed,” “rejected,” or “hired”), is shared with the job board. While many job board’s Terms of Service state that job seekers agree to data processing for job matching, candidates might not anticipate their data being shared back with the job board from an employer’s ATS, potentially without clear, specific consent.

Personally Identifiable Information (PII):
Although some integrations claim to anonymize data by sharing only timestamps, application IDs, and statuses, there’s a distinct risk that aggregated data could still be linked to individuals, especially if combined with other datasets. This poses concerns for the applicant, but more importantly, also for the employer who could fall victim to candidate remarketing by the job boards.

Security Risks:
Job board’s Privacy Policies often indicate that data may be shared with third parties for improving services or matching candidates. Without transparent oversight, there’s a concern that data could be used for purposes beyond the original intent, such as marketing or profiling, which candidates may not have agreed to.

Remarketing Threat:
There is an undeniable threat that job boards armed with candidate status data will remarket to those hires generated by their board and churn your happily employed people. They will know who you hired, into what role, and when you did it. It doesn’t take a rocket scientist to figure out that job boards will step up their highly tailored messaging to capitalize on the insights gleaned from the shared data.

Employer Pressure and Dependency:
You can expect to be pressured into sharing candidate data to access benefits like improved candidate matching, higher job visibility, and access to simplified application processes, creating dependency on the job board’s ecosystem, reducing employer autonomy while increasing advertising costs.

These concerns highlight the need for further discussion, and I assure you; if you ask the job boards for their recommendation, you will not get the full picture. Contact us today at Buyer Advertising to learn more about our recruitment consulting services to help you navigate this latest push for data that could pull you down a slippery slope.

Joel Glick
President
Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates to you. We cultivate unique Employer Brands, and our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the entire hiring process – backed by a team of industry leaders with a passion for customer service.