Artificial Intelligence (AI) is rapidly changing the game when it comes to recruitment marketing, and more and more hiring departments are taking notice — especially since many were looking for talent in all the wrong places.
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.
Peak, back-to-school hiring is upon us and the holiday season is around the bend. That means it’s time to start thinking about your digital hiring strategy. A well-thought-out digital strategy that’s focused around a candidate’s needs can help you attract quality seasonal employees. Then, it can help keep them in the pipeline, so you have the resources you need — when you need them most. The thing is, you need to start now, with a targeted, multifaceted approach.
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?