Technology is key for activating and automating your talent marketing initiatives. However, we know if you don’t have the right approach or the right strategy, technology falls flat. It simply can’t be as impactful or powerful as it has the ability to be.
If you build it, they might not come. Let’s let that sink in.
The truth is, job advertising is the biggest portion of your recruiting budget. To make the most of it, you may have overhauled — among other things — your career website. That’s great — and important. However, if the goal for 2019 is to maintain the status quo, your earlier efforts may be for naught.
Implementation of the new GDPR laws resulted in a temporary downturn in programmatic ad spending a few months back. However, a follow-up report this past June in Mobile Marketing magazine tells us things are back on track – and that an estimated 80 percent of digital ad placements are once again being purchased via programmatic exchanges.
Sometimes they’re a one-off for an immediate need, other times a strategically placed component of an integrated omnichannel campaign. They can be static, even somewhat generic – or highly dynamic and personalized.
In Part One of this discussion, we looked into the basic definition and characteristics of programmatic media. It’s important to remember that “programmatic media” is an umbrella term that covers a lot of different technologies that range in complexity and cost.
The ever-changing landscape of recruitment advertising can seem very daunting. With every passing year, it’s moving more and more toward programmatic media. But what exactly is “programmatic” anyway?