Advertising performance improvements are typically between 40% and 70%.They are low cost and are quick and easy to implement.Together they form very powerful tools because: This is where machine learning and predictive analytics live. And to learn from it to guide and improve the future. This final element allows humans to see and report back on what the computer is doing. Works across multiple job boards and media, without the need for contracts.No more having to buy and allocate job board credits.The term comes from the consumer digital marketing world and real time auctions, and whilst recruitment does some of this, largely it is more about integrating jobs’ feeds. So is the plumbing that tells the job boards and media owners what to advertise where. It ensures you only spend what you need to, pacing the campaign to be as efficient as possible, to achieve your campaign goals.It automatically moves money to the best performing job boards and media for that job.Automation stops advertising when you have reached your target (spend or number of applications), ensuring you don’t over spend or get flooded with too many applications.Automation shifts money away from easy-to-fill roles into harder-to-fill ones (whether that is locations, functions or changes over time).There are also some less obvious benefits that have very strong financial returns: This results in significant time savings, allowing your team to focus on higher value activities.The obvious benefit is that you no longer have to manually check every job on every job board and make changes to where they appear or how much you are paying.So, at a job level, telling the system what to buy and where. This is all about computers doing what were previously manual tasks, based around a set of rules. When working in harmony, the above manages and optimises the top of the recruitment funnel, in the most efficient way possible.ġ. Analytics: Shows you what it has done and learns from it Automation: Tells the system what to doģ. We often hear these terms used, but what do they mean, what are the differences, and most importantly what are the benefits?ġ. If you are not using automation and programmatic to control your recruitment advertising, you are wasting both time and money as well as reducing the effectiveness of your advertising performance. We are in the era of real-time buying, based on what works best, with continuous optimisation of campaigns. The days of old-school job board spreadsheets, or guessing what credits you need, are gone. Automation, Programmatic and Analytics together are fundamentally changing how recruitment advertising is bought, managed and optimised, with many large corporates and agencies increasingly putting systems in place.
0 Comments
Leave a Reply. |