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Indeed’s Evolution: Redefining Job Listings for Jobseekers and Employers Alike

Indeed’s Evolution: Redefining Job Listings for Jobseekers and Employers Alike

Among the largest job platforms in the world, Indeed – one of them – contains voluminous masses of resumes spanning around 200 million amid a vast directory of users across its website, grabs attention once more with its recent changes in policies such as the discontinuation of the organic listing of job advertisements. Known for its vast database as well as an easy-to-use interface, Indeed has stood as a sore thumb in the recruitment process for millions of Job Seekers and employers alike. Looking at the influence of platforms such as Indeed, the policies of web-oriented human resource services are altering remorselessly towards the direction in which these changes operate. However, even when there have been varying transformations within the policies of an organisation, what is the reason that Indeed remains important for its Job Seekers and Employers?

Why Indeed is Important for Jobseekers and Employers

For Job Seekers:

Job seekers have an opportunity to position themselves, as Indeed embodies an expectation of being a valuable resource containing accurate information and great outreach benefits. Having an average of more than 100 million active job adverts on Its database from numerous niches and workplaces; jobseekers are capable of narrowing their searches to houses that cater to what they seek. Some of the tools on the platform, such as resume upload, skill tests and job-seeking alerts, allow candidates to find opportunities with minimum effort and time. Moreover, feedback on companies from employees and even salary rates hosted on the website assist in informed job evaluations concerning prospective employers and provide a hassle-free workflow from job searching to the application phase.

For Employers: 

To attract quality talent in an almost cutthroat industry Indeed is a godsend because the job postings reach the people it is supposed to target. Job postings garner followers because Indeed is able to combine candidates with various skills and backgrounds for the job roles. They use advanced artificial intelligence to define which audience will see their job ad. Additionally, some of the paid jobs can be ads, which should be widely seen. They also use Indeed to establish better recruitment processes and attract suitable candidates in terms of their organisational goals. Indeed has multipurpose visibility and accuracy to ensure ease of recruitment.

An opportunity which Indeed brings is of contact and opportunities, it integrates itself into a market that jobseekers and employers need even when both seem to be worlds apart.

On October 1, 2024, a notable change was triggered by a conflict in policies where more than 200 million resumes are enriched within Indeed with the 31.09% market share, which had previously allowed all employers’ job listings to be posted organically. Therefore, in order to get employers to sponsor job listings. Hence, that changes the whole procedure of how employers recruit.

Understanding the Shift: Organic vs. Sponsored Job Postings

In the past, Indeed provided two services in job posting and recruitment:

Organic Job Postings: These were free postings that needed candidates to scout for a particular job. However, with around 15 jobs being placed every second, these postings lost importance very quickly, translating to a loss in the volume of applications over time. To sustain themselves, people had to repost, and that was tedious work.

Sponsored Job Postings: These are paid advertisements that begin at $5 a day or $150 a month, and employers determine their budget and how long they want the ad to run. Sponsored postings are more visible, which translates to a greater number of applicants through the period of the posting.

How Sponsors Will Benefit from Indeed

Indeed Incorporated changed its policy in April 2024 when it created a new initiative dubbed “Healthy Marketplace”. The initiative sought to increase the volume of job listings and enhance user experience on the site. This led to the reduction of organic listings in favour of sponsored posts, which solved the problems of oversupply and dormant organic postings. This strategy was designed with the intention of creating a more open and fair marketplace, encouraging employers to sponsor jobs so that they do not have to rely on organic jobs, which are not easy to fill.

Implications for Employers

This policy change means a lot to employers, especially small companies, which have been able to cut down on hiring expenses due to free organic placement. It forces them to rethink how they approach recruitment in a world where paid postings have become a prerequisite to getting quality candidates.

Strategies to Adapt to Indeed’s Policies Change

Improve Job Posting Features: Use specific details such as requirements, salaries, and deadlines to attract qualified candidates and minimise job advertisements from unqualified individuals.

Use Insights: Understand what works in attracting job posters by studying previous postings to know which job profiles, salaries, and other elements are more appealing.

Broaden the Coverage: People still watch for free advertising, and there are many such platforms as LinkedIn, JobToday, and Google for Jobs that could help broaden the reach without raising recruitment overheads.

Shorten Recruitment Time: In relation to the former, recruitment should be done swiftly and efficiently. This would entail shortening the length of advertisements for positions as well as the time taken to respond to applicants. Ideally, both should take 2-4 hours.

Unquestionably, the disappearance of traffic from organically appearing job postings signifies a marked change in the recruitment ecosystem. In order for employers to prosper in this environment, there is a need to improve the quality of job listings, make use of data analytics, expand the sources of job advertisements, and simplify the recruitment cycle. Businesses can apply these strategies to deal with such dynamics and remain competitive in acquiring and retaining highly skilled specialists.