Making Job Ads Your Top Source of Hire
Job boards never top the list of quality sources, yet companies are spending billions on posting credits and PPC. We followed up on a hunch that some recruiters were cracking the code to an applicant’s motivations for looking at job ads by observing how they interacted with them online.
As noted by SHRM and elsewhere, Job Boards weren’t even in contention for best places to find candidates until recently when SmartRecruiters founders started noticing something interesting about their user-base: many had found jobs without ever visiting or clicking through from one! What’s more is these people seemed most engaged while browsing profiles where employers have paid per click (PPC) advertising like LinkedIn vs using banner ads which typically sit around unnoticed
How Some Recruiters Have Cracked the Job Ad Code
SmartRecruiters analyzed the habits of tens of thousands recruiters and found three core strategies that best predicted job advertising success: getting more applications, less time spent on LinkedIn, and a higher conversion rate.
Smart Recruiters recently conducted research to analyze recruiter behaviors throughout 4 different industries across 4000 clients. The study shows 3 key factors which determine recruiting effectiveness-getting more applicants interested in your company’s open positions (and not spending too much time doing it!), having a greater number of conversions from application submissions into interviews/hires; as well as reducing how many hours are wasted scanning through information online like social media networks or browsing websites for new leads – instead leveraging substitute channels such as digital platforms dedicated solely to human resources services where companies can
Have a backup plan for every job
Savvy recruiters use multiple sources to find the right job seekers, staggering advertisements so they don’t spend all their money on one advertisement. They may start with free aggregators then switch over to LinkedIn ads or PPC slots and finally try programmatic advertising when those channels aren’t successful in attracting many applicants. Why? Because there is always an element of timing and luck in hiring the perfect candidate; changing up where you advertise can help shake things up a bit which increases your odds of finding that person sooner than later!
Set pipeline “rules” and reminders
The best way to have the greatest impact on company performance is by filling your pipeline with candidates as soon as possible. To do this, recruiters need a disciplined approach and clear time-bound goals for each candidate. These types of rules are foundational for making agile optimizations mentioned above that will help you fill positions faster than ever before!
Careful planning and budgeting based on applicant quality
Employers who hired the most candidates from job ads changed their strategy by analyzing how to increase quality and not just clicks. They also made more investments in these new strategies, resulting in a better conversion rate of hires.
Yes – All of These Strategies are Easier Said Than Done, Manually
Recruiters are not accountants or marketers and have a tough time juggling both the duties of recruiting for their company’s needs while also managing other operational responsibilities. Over sixty-five percent of all Smartrecruiter customers surveyed found it difficult to spread their employees’ workload evenly among multiple areas, but recruiters alone shoulder 100% responsibility on top of that. The best way to avoid this scenario is by hiring an outsourced recruiter who will work tirelessly in order to find the perfect candidate for any position you need filled – faster than ever before!
Aha Moment: What If SmartRecruiters Could Democratize Job Ad Optimization for All Enterprises?
The solution came to us in the form of SmartJobs, a “Smart, Managed Advertising” service that would sit inside the SmartRecruiters Talent Acquisition Suite and use our own data to automate all of strategies mentioned above. Think of it as an agile recruitment advertising agency backed by expert media planners who help TA teams create a tailored plan for their unique hiring goals!
Simplifying Vendor Management
Vendor management just got a whole lot easier with SmartJobs! Now all of your vendor information is in one spot, and you can easily manage contracts as well. You’ll be able to purchase ad space and even renew it – without the hassle of switching between too many different sites or managing manual spreadsheets for each individual site. And if that’s not enough, track performance by job or channel so there are no surprises come budgeting time.
Stay Agile, But Still be Able to Take a Lunch Break
SmartJobs will adjust your job ads based on the changes in your talent pipeline and give you more time to spend doing other things. You can pause ads for jobs that have a full pipeline, boost traffic to those without enough candidates, or switch sources when quality is poor!
Collect Data for Future Optimization
SmartJobs is an end-to-end recruiting and advertising tool that provides you with a complete view of your cost effectiveness. It collects data from interviews to job postings, along the way giving insights into how candidates are finding out about your company in order for you to improve it’s efficiency.
The Bottom Line is a Raised Bar
Knowing how to spend your budget wisely is integral in any business. That’s why it can be so frustrating when you don’t see the results that justify all of those dollars spent on job advertising. The good news? When hiring becomes a numbers game, cost per post or click doesn’t matter as much because there are plenty more people who will apply for jobs and companies have no problem spending big bucks here – they just want their employees to stick around long enough!
Knowing what works best for each company means being able to make informed decisions about where funds should go first instead of blindly throwing money at something without success; but if we take into account staffing turnover rates (which reach upwards of 80% annually), then maybe marketing budgets
The future of job advertising is not yet here, but it’s coming. Imagine if you could make 3x the number of hires from set-it-and and forget ads while reducing costs for manual sourcing and external agencies, speeding up start times, giving hundreds hours back to recruiters? With SmartJobs we are going back in time–to the past when companies like TA Tech helped revolutionize how talent connects with jobs at scale! If this leads us all towards a leaner way to connect more people with opportunities that suit them best then we’re happy laugh heartily together along this journey.
