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.
With the recent ups and downs relating to cryptocurrencies, more people are thinking about blockchain, the underlying technological breakthrough, and how it could transform the recruitment industry over the next 10 years. There’s even some talk that the impact to recruitment might be bigger than that of the internet itself, which at a glance, seems like hype. However, when you dig in and learn about it, it starts to look a lot more plausible.
Almost every major job board has a Pay Per Click (PPC) ad buying model these days. This is great because it allows for flexibility based on performance and shifting needs over time.
But with online advertising, the most important thing to think about are the conversion rates, not the prices. What percentage of impressions click, what percentage of clicks start the apply process, what percentage of apply-starts become applicants, and what percentage of applicants are hired. If you are looking at these rates at every step of the way, and always looking to test and improve on them, you are doing it right. This brings us back to the concept of the “click” itself, and why they are not all really the same thing. Clicks from different websites are worth different amounts of money based on what place in the apply conversion funnel that click represents.
Are you driving a “Low Media Cost Per Hire” and, if so, is that always even a good thing? In recruitment marketing, companies may like to look at one overall KPI to see if they’re succeeding or not, such as, what is our “media cost per hire.” Cost per hire (CPH) has the benefit of being a superior metric to cost per application (CPA), but what does it really mean to have a “good” cost-per-hire?
Symphony Talent recently launched M-Cloud, a Recruitment Media Cloud solution that automates programmatic media and exponentially increases job distribution so that employers can stop wondering if they are reaching the right candidates and start focusing on converting awesome candidates into tomorrow’s talent.