Many employment services base their online job recommendations to users based solely on explicit data in their profiles. The implicit data of what users for example click on, save and mark as irrelevant goes unused. Instead of making recommendations based on user behavior they make a direct comparison between user preferences and job ad attributes. A reason for this is the concern that the inclusion of implicit data can give odd recommendations resulting in a loss of credibility for the service. However, as research has shown this to be of great advantage to recommender systems. In this paper I implement a job recommender and test it both with user data including interaction history with job ads as well as with only explicit data. The results of the recommender with implicit data got better overall performance, but negligible gain in the ratio between true and false positives, or in other words the ratio between correct and incorrect recommendations.