Diversified Candidate Sources
You just learned about the power of having access to multiple job boards at once through a job ad exchange, but why is that power necessary?
With a job ad exchange, you extend your reach to all the places your ideal candidate may be, leaving no stone unturned. Furthermore, our research shows that casting a wider net for candidates can help support your DE&I strategy from a recruiting perspective, reaching:
- 23% more people of color than the US benchmark average
- 7% more women
And when you manage all these sources in one place, it becomes much easier to manage your paid versus organic investments, giving you the visibility to see what’s working and what’s not and allowing you to implement technology to control spend and outcomes based on your hiring needs and goals.
Programmatic Technology
The next layer to a modern job advertising strategy is programmatic technology. What is programmatic? Programmatic job advertising is the buying, placement, and optimization of job ads performed by software, rather than people. You may also hear it referred to as programmatic recruitment advertising, programmatic recruitment, or programmatic recruitment technology.
Programmatic can help answer questions like:
- Where should I post this job?
- What are the best sites to reach candidates for my warehouse roles?
- How much budget do I need to ensure I reach my hiring goals?
- How much should I expect to pay for candidates in the state I’m hiring in?
- Why are so many people clicking on our ads but not submitting applications?
- Are my candidates applying to jobs more on a mobile or desktop device?
- Where am I most likely to find hires?
- How can I accelerate attracting qualified applicants across all of my open roles?
What are the key elements of programmatic?
Tracking
Measuring what happens to your jobs
Rules
Goals you provide to the software
AI & Data
Artificial intelligence informed by big data
Ad Buying
How much you are willing to pay for an outcome
Ad Distribution
Which sites your jobs go to
Software
The automation of it all
To dig deeper into programmatic, check out our interactive whitepaper: Programmatic Recruitment Technology 101.
Data Insights
Data can be immensely powerful for your job advertising and, more broadly, your recruiting strategy. Leveraging data to power your strategy and its performance can help you to:
- Baseline your current strategy
- Benchmark performance against industry standards or competitors
- Understand the “leaks” in your funnel and identify where tweaks or improvements can be made
- Understand when something may have changed (labor market dynamics or your job feed) in the recruiting ecosystem
- Plan and project future budgetary needs
...and much more! The effectiveness of all of this, of course, relies on two things: 1) having the right data, in real-time and easily accessible, and 2) being able to understand, interpret, and draw insights from that data.
Expertise & Knowledge
For many companies, job ads are one of their largest TA investments, and for good reason – it's one of the largest sources of candidates, particularly for organizations that are into high-volume hiring. How do you ensure this facet of your recruitment strategy is running at peak performance at all times? You could:
Develop in-house expertise
Many enterprise organizations have begun to leverage the expertise of marketers within their recruitment strategy. In fact, some organizations have entrusted their job advertising budgets to their internal marketing partners. While this is a fantastic way to leverage digital marketing and advertising know-how, there’s still a steep learning curve around interpreting market data, even before accounting for the technology piece (to centralize, scale, and optimize). Furthermore, this kind of model is still the exception rather than the rule, and many organizations still do not have the expertise to maximize job advertising results.
Partner with experts
Let’s face it, developing expertise is hard – not impossible but hard. To be a recruitment marketing expert is one thing but to really nail job advertising takes a lot of on-the-job learning that could cost you time and money. Many enterprise organizations will, in the same way they might outsource a channel or tactic of their marketing strategy, opt to partner with an expert to ensure that they’re getting the best possible results for their job advertising budget – maximizing both efficiency and hiring outcomes. If you're thinking of pursuing a partner for this and want some help thinking through how to make sure you find the right partner, check out our whitepaper: Selecting a Programmatic Platform Partner: Key Questions to Ask in Your RFP.