Hire Faster and Smarter with Programmatic Job Advertising

John Farelli
October 11 ․ 11 min read

 

Are you interested in learning more about Programmatic Media? Below are 8 key articles to help define what programmatic media is and the how's and why's behind it.

 

Symphony Talent - Programmatic Blog

 

What is programmatic media?: Use analytics and machine learning to target specific audiences with whom you want to send your recruiting message.

Attracting right-fit, quality talent: Harness the power of technology to target the right candidates in the right way.

Targeted, relevant and flexible: Spend and adjust advertising dollars automatically to best performing sites.

Three major channels and components used in recruitment advertising: See how every click or impression is dealt with as an individual media buy.

Win at high-volume hiring and improve ROI: Reduce media cost per application and media cost per hire and see ROI at a job level in real-time.

CPH: Lower is not Always Better: Focus on candidate quality, volume, and the distribution of candidates to the right types of job openings in the right locations.

Programmatic Media and Strategy - a winning combination: Methodically enact your media strategy and adjust it as the market dictates.

Leveraging automation to win hires and influence candidates: Improve results each step of your talent marketing funnel with insightful data.


 

What is Programmatic Media?

At its most basic, programmatic marketing (and the associated media) uses analytics and machine learning to target specific audiences with whom you want to send your recruiting message. It uses a set of sophisticated algorithms to serve ads to people who fit the profile of a possible candidate for your organization. It also optimizes the ad buying process in real-time which leads to high cost efficiency. Even better, programmatic talent acquisition software requires a minimum manual tweaks and monitoring, freeing up your time to handle other critical (and more people-centric) tasks.

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Attracting right-fit, quality talent 

You need to talk to the right people in the right way. Programmatic hiring software is extremely important at this stage since it empowers you with portable, relevant data that can be applied to your career website — and beyond. It lets you zero in on right-fit talent when you remarket, too — including for niche markets with the goal of attracting quality talent. 

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Targeted, Relevant, and Flexible

Programmatic recruitment marketing techniques allow leaders to focus more on their brand instead of figuring out the best websites to buy banner ads. It allows recruiters to have the time to instead c while trusting that the job openings that are lagging behind will be sponsored on the best performing sites. Most importantly, it prevents employers from spending programmatic advertising dollars on strategies that don’t work just because they are locked into long contracts or don’t have the resources to constantly monitor their data.

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Three major channels and components used in recruitment advertising

In the three major channels, every click or impression is dealt with as an individual media buy. Each channel works on an auction system that determines which ads are most relevant to the user and then allows an advertiser to place a bid to serve them an advertisement. Once the winner of the auction is decided, that advertisement is then served to the user in real time as the page loads.

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Win at high-volume hiring and improve ROI

A programmatic recruitment platform — complete with robust, predictive analytics — can also help reduce media cost per application and media cost per hire, while letting you easily identify ROI at a job level in real-time. And because a programmatic media solution automatically targets the right jobs at the right time, while allocating the optimal budget amount to the top performing publishers in each campaign, based off your own data, the heavy lifting is done for you. 

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CPH: Lower is not always better

Technology solutions can absolutely drive lower-and-lower media cost-per-hire statistics. However, it’s important to not fall into the analytics trap, whereby a little understanding of the data is much more dangerous than no understanding at all. In reality, you have to focus on candidate quality, volume, and the distribution of candidates to the right types of job openings in the right locations. The way to game the system and drive a low “CPH” stat is to spend very little money, bid very low amounts for advertising clicks and impressions, and do only the things that drive lots and lots of applicants to easy-to-fill high turnover roles. 

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Programmatic Media and Strategy - a winning combination

You can tackle next year’s media strategy calmly and methodically to great effect. You can bring talent into your experience, nurture them to hire and free up recruiters to close the deal. At the end of the day, recruiters are not marketers and you shouldn’t expect them to be. So let a tech-fueled media strategy do the heavy lifting for you. Let it adjust your spend as the market and situation dictates. And let it nurture quality candidates and passive job-seekers on your behalf. 

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Leveraging automation to win hires and influence candidates

To improve results along every single part of your talent marketing funnel, you’re of course going to need data that relates to every single part of your talent marketing funnel.  We’ve got you fully covered on that - standard for all clients, and we are alone in that capability. 

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Conclusion

With a multitude of different platforms, channels, and ways to reach your prospective candidates, the digital landscape is certainly complicated to navigate. That’s why at Symphony Talent, we’ve developed a programmatic technology platform tailored to the recruitment industry that allows you to flexibly and easily manage (and optimize) campaigns across all channels. Interested in learning more? Connect with us!

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