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.
The days of old-school job board spreadsheets, or guessing what credits you need, are gone. We are in the era of real-time buying, based on what works best, with continuous optimisation of campaigns.
If you are not using automation and programmatic to control your recruitment advertising, you are wasting both time and money and reducing the effectiveness of your advertising performance. We often hear these terms used, but what do they mean, what are the differences, and most importantly what are the benefits?
When working in harmony, the above manages and optimises the top of the recruitment funnel, in the most efficient way possible.
This is all about computers doing what were previously manual tasks, based around a set of rules. So, at a job level, telling the system what to buy and where.
There are also some less obvious benefits that have very strong financial returns:
Where the system buys the advertising. So is the plumbing that tells the job boards and media owners what to advertise where.
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.
This final element allows humans to see and report back on what the computer is doing. And to learn from it to guide and improve the future. This is where machine learning and predictive analytics live.
Together they form very powerful tools because:
To find out more about improving how you do your recruitment advertising please contact ClickIQ.
ClickIQ’s automated job advertising platform manages, tracks and optimises the performance of your recruitment advertising in real time, focusing spend where it’s needed most to reach both active and passive job seekers across Indeed, Google, Facebook and an extensive network of job boards.
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