In this report, Appcast analyzed 2016 pay-for-performance recruitment media from over 750 companies across every major industry. Learn the trends and results that 750+ leading employers are getting from their recruitment media.
What's in the Report?
-Click-to-apply rates by industry
-Average cost-per-click bids by device
-Impact of device and length of job titles and descriptions on conversion rates
Sign up for a free demonstration of Appcast to learn how you can improve the performance of your recruitment advertising. http://www.appcast.io/get-a-demo-of-appcast/
[Appcast] 2018 Recruitment Media Benchmark ReportAppcast
In this report, Appcast analyzed 2017 pay-for-performance recruitment media from over 400 companies across every major industry.
What's in the Report?
-Apply rate by device, industry, and geography
-Average cost-per-click bid by device, industry, and geography
-Impact of device and length of job titles and descriptions on application conversion rates
-And much more!
In the world of performance job advertising, the ROI of your spend is attained when a vertex between applicant volume and efficiency is reached. With the various performance models available in the market, knowing how and where to spend your job advertising dollars to get the outcomes you need is no easy task. Read the guide to optimize your pay-for-performance job advertising media.
[Webinar for Job Sites] What Programmatic Trends Mean for Job SitesAppcast
Tom Chevalier, VP of Product at Appcast, discusses the growing trend of programmatic ad buying and what the implications will mean for the current landscape of job sites.
[Webinar] What is Programmatic Job Advertising?Appcast
Programmatic job advertising is the latest innovation in talent acquisition — the concept of using technology and big data to buy, place, and manage job ads. Read more: https://appcast.io/what-is-programmatic-job-advertising/
From this webinar featuring Chris Forman, CEO & Founder of Appcast, and Ryan Christoi, Managing Partner at KRT Marketing, you will learn how programmatic technology can help you:
-Optimize conversions. Advertise across a network of sites and let the technology programmatically optimize your campaign based on which sites deliver the highest conversion rate for your jobs.
-Find quality candidates. Target quality candidates with precision, leveraging big data to find candidates across the web.
-Get a better job ad ROI. Let software spread your budget effectively on jobs that need applicants and avoid the risk of runway jobs.
[Webinar] The Second Wave of Recruitment MarketingAppcast
The second age of recruitment marketing is here. After years testing the original nascent ideas that came to market, the industry is now shifting to the prevailing models that have proved successful, leaving less productive ones behind.
Innovation in technology has allowed recruiters to catch on to the tactics of marketers, and in today's competitive hiring scene, recruitment marketing is the driving force behind measurable outcomes and valuable business process changes. With its adoption, recruiting leaders are optimizing the funnel of talent that is brought into an organization and, on top of that, maximizing their ROI.
View this presentation from Chris Forman, CEO & Founder of Appcast, and Matt Singer, VP of Marketing at Jobvite.
Programmatic advertising is a critical part of any multi-channel recruitment marketing operation.
As the newest kid on the block in recruitment marketing, programmatic sourcing uses ad technology to continually buy, manage, and optimize job ads across the Web, allowing recruiters to get the highest conversion rates.
In this free white paper, we walk you through programmatic to educate you for this inevitable industry shift and explain its key benefits, including:
1. Improve 'apply rate' conversions.
2. Attract quality applicants.
3. Eliminate wasted spend.
Download this white paper to learn how you can start using programmatic to optimize your recruiting funnel for quality candidates and save time and money along the way.
[Webinar] 7 Best Practices to Boost the ROI of Performance Job AdvertisingAppcast
Chris Forman's webinar presents 7 simple steps that can be taken to improve the results driven from performance job ad media.
Watch the webinar to learn:
-How to set 'apply goals' and eliminate wasted spend
-Ways to experiment with your job ad media bidding strategies
-The key recruitment media metrics to track
[Appcast] 2018 Recruitment Media Benchmark ReportAppcast
In this report, Appcast analyzed 2017 pay-for-performance recruitment media from over 400 companies across every major industry.
What's in the Report?
-Apply rate by device, industry, and geography
-Average cost-per-click bid by device, industry, and geography
-Impact of device and length of job titles and descriptions on application conversion rates
-And much more!
In the world of performance job advertising, the ROI of your spend is attained when a vertex between applicant volume and efficiency is reached. With the various performance models available in the market, knowing how and where to spend your job advertising dollars to get the outcomes you need is no easy task. Read the guide to optimize your pay-for-performance job advertising media.
[Webinar for Job Sites] What Programmatic Trends Mean for Job SitesAppcast
Tom Chevalier, VP of Product at Appcast, discusses the growing trend of programmatic ad buying and what the implications will mean for the current landscape of job sites.
[Webinar] What is Programmatic Job Advertising?Appcast
Programmatic job advertising is the latest innovation in talent acquisition — the concept of using technology and big data to buy, place, and manage job ads. Read more: https://appcast.io/what-is-programmatic-job-advertising/
From this webinar featuring Chris Forman, CEO & Founder of Appcast, and Ryan Christoi, Managing Partner at KRT Marketing, you will learn how programmatic technology can help you:
-Optimize conversions. Advertise across a network of sites and let the technology programmatically optimize your campaign based on which sites deliver the highest conversion rate for your jobs.
-Find quality candidates. Target quality candidates with precision, leveraging big data to find candidates across the web.
-Get a better job ad ROI. Let software spread your budget effectively on jobs that need applicants and avoid the risk of runway jobs.
[Webinar] The Second Wave of Recruitment MarketingAppcast
The second age of recruitment marketing is here. After years testing the original nascent ideas that came to market, the industry is now shifting to the prevailing models that have proved successful, leaving less productive ones behind.
Innovation in technology has allowed recruiters to catch on to the tactics of marketers, and in today's competitive hiring scene, recruitment marketing is the driving force behind measurable outcomes and valuable business process changes. With its adoption, recruiting leaders are optimizing the funnel of talent that is brought into an organization and, on top of that, maximizing their ROI.
View this presentation from Chris Forman, CEO & Founder of Appcast, and Matt Singer, VP of Marketing at Jobvite.
Programmatic advertising is a critical part of any multi-channel recruitment marketing operation.
As the newest kid on the block in recruitment marketing, programmatic sourcing uses ad technology to continually buy, manage, and optimize job ads across the Web, allowing recruiters to get the highest conversion rates.
In this free white paper, we walk you through programmatic to educate you for this inevitable industry shift and explain its key benefits, including:
1. Improve 'apply rate' conversions.
2. Attract quality applicants.
3. Eliminate wasted spend.
Download this white paper to learn how you can start using programmatic to optimize your recruiting funnel for quality candidates and save time and money along the way.
[Webinar] 7 Best Practices to Boost the ROI of Performance Job AdvertisingAppcast
Chris Forman's webinar presents 7 simple steps that can be taken to improve the results driven from performance job ad media.
Watch the webinar to learn:
-How to set 'apply goals' and eliminate wasted spend
-Ways to experiment with your job ad media bidding strategies
-The key recruitment media metrics to track
[Whitepaper] Recruitment Analytics in a Programmatic Sourcing EraAppcast
Whitepaper Preview:
"Only twenty-five years ago jobs were posted on physical bulletin boards at job centers and listed in newspapers. Today, real-time, programmatic bidding engines and algorithms negotiate behind the scenes to determine who will see which job ads, and where and when they will see them.
As a result, the metrics, benchmarks, and KPIs used to measure recruitment advertising effectiveness have shifted. This whitepaper explores those changes and recommends a mix of revised and new measures based on the changing landscape of recruitment advertising."
Download this paper to learn the NEW metrics and KPIs for an age of programmatic recruitment advertising.
Written by Allan Schweyer - Founder, TMLU
[Webinar] How Contingent & Gig Recruiters are Generating New Talent SuccessAppcast
As sourcing talent continues to be a major challenge in business today, many companies are relying on contingent or freelance workers to reach organizational goals and objectives. The need for this type of talent, alongside the growth of the 'gig' or shared economy, is changing the landscape of talent acquisition: 32% of organizations have seen an increase in demand for contingent talent, and freelancers now contribute $1 trillion in annual earnings to our economy.
Does your business have an effective strategy in place for attracting top talent for these types of roles? This webinar presents best practices & tactics to incorporate into your talent acquisition and job advertising processes to quickly find and hire the best candidates for your contingent and freelance positions.
[Webinar] 4 Recruitment Benchmarks to Measure ROIAppcast
This webinar, '4 Recruitment Benchmarks to Measure ROI,' features Chris Forman, CEO & Founder of Appcast and Matt Singer, VP of Marketing at Jobvite. They discuss which recruitment metrics are essential to track and optimize for ROI.
Watch the webinar to learn:
-The key benchmarks and metrics that leading employers track
-How to seamlessly track all benchmark data between your job advertising partners and ATS
-How to develop a data-driven approach to recruiting
SmashFly's Chris Brablc and Tracey Parsons deep dive into the 13 recruitment marketing best practices talent acquisition teams need to use in 2016, influenced by findings from the Recruitment Marketing Report Card for the 2015 Fortune 500.
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
In the early days, people used to arrive at a career in BPO as if by accident. It’s now a more clearly defined profession in itself. Recent analysis by HfS Research (commissioned in partnership with Capgemini BPO), which surveyed BPO staff about their perceptions of BPO as a profession had generally positive findings, with the majority of experienced professionals seeing BPO as an enabler of innovation and business change. Yet there is work to be done particularly among newer entrants to the industry, with only one in eight seeing it as a long-term career option. That’s the challenge facing BPO leaders now if we are to continue the reputational growth of recent years.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
A Vision for Total Recruitment Marketing by @SmashFlyMike #HRTechConf 2014SmashFly Technologies
Presented at the 2014 HR Technology Conference. SmashFly CEO Mike Hennessy presents on the evolution of Recruitment Marketing as a discipline within the recruiting function and it's impact on the people, process and technology that organizations will need to build to be successful in finding, attracting and nurturing the right talent.
It's time to modernize your talent acquisition strategy with recruitment marketing tactics. But you can't rely on the ATS alone to find, attract, engage, nurture and convert candidates. Chris Brablc of SmashFly and Rick Rosario of CDW talk how and why a Recruitment Marketing Platform is an essential partner to the ATS.
Lockheed Accelerates with Total Recruitment Marketing - @talentcommunity & @S...SmashFly Technologies
Presented at 2014 HR Technology Conference. Lockheed Martin doesn’t just talk about people as their greatest organizational asset – its backed by a topnotch talent- acquisition process aimed at strengthening its team, now 116,000 strong. But, to maintain its competitive advantage, it needs to stay on the forward edge of recruiting. So when the company needed a way to bring all its separate initiatives together into a cohesive strategy for greater efficiency and also to gain the full visibility integral to improve overall resource allocation and decision-making, it implemented a Recruitment Marketing Platform to build a data-driven recruitment strategy. Now, the insights from the data help their teams foster engagement and community with the specialized candidates they need to attract. Marvin Smith will show you how to promote and leverage employment brand, social media, employee referrals, alumni networks and digital campaigns to discover and attract hard-to-find skilled candidates and the kinds of people needed to drive your business forward.
Introduction was provided by Mike Hennessy on the evolving role of recruitment marketing in how companies attract the right qualified talent to the organization.
5 Essential Tools You Must Implement to Maximize Your Recruitment Strategy in...Copley Advertising LLC
Recruitment has to change. For over 20 years we have been using the same old tools. We now have new capabilities using mobile marketing, Facebook, landing page optimization, retargeting, email capture and texting/Facebook messaging. These abilities make up a modern day marketing program that will capture targeted job candidates and turn them into employees. And it’s cheap.
The Key Recruiting Metric You're Not Tracking: Source of InfluenceSmashFly Technologies
If you aren't tracking the entire candidate journey, how can you improve it? Research by Inavero shows that today's candidate touches 18 source of information and checks 7-8 reviews before he or she hits apply. Unfortunately, typical recruiting analytics offer insight into just one of those: the last source a candidate used before he or she applied. If you want to fully understand the impact of your recruitment marketing efforts, you need to look at the candidate journey from end to end, tracking every touchpoint and interaction along the way. Enter source of influence.
We noticed an uptick in interest in our Workforce Marketing solution this year and wanted to understand what was driving it. To find out, we reached out to our clients and asked them: where was the value? How were they using it? This is what we learned.
The universe has changed: Candidates are like consumers. This new dynamic of candidates as consumers has huge implications for your recruitment. Namely:
How you gather data on interested candidates, and what can you do with that?
How do you offer a compelling relationship with your brand for candidates at all stages of the process, both during attraction and selection.
How do you build rich candidate profiles that help you target the right candidates, and then make data driven decisions about who to hire.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
[Whitepaper] Four Job Ad Strategies that Drive Completed ApplicationsAppcast
Improving your job ads can radically increase the quality and quantity of applicants you receive.
Job ad spending accounts for, on average, 30% of a corporate recruiter's discretionary budget and you cannot afford to 'post and pray' that your job ads will be effective.
In this whitepaper, we give four strategies you can use to boost the quality and quantity of applicants from your job ads, increasing the ROI you get from your recruiting operation.
We do hope you find this useful!
[Whitepaper] How to Improve your Mobile Device RecruitingAppcast
Mobile candidates will continue to have an impact on the recruiting process, cost, & outcomes.
98% of candidates who start an application on mobile don't finish it, causing you to miss out on quality candidates and waste your recruitment budget on attracting people to those job postings.
In this free whitepaper, we cut through the jargon and give a definitive assessment of what works for mobile recruitment, what doesn't work, and why. From our data-driven research on 250,000+ mobile applications, we will tell you:
-How to convert more mobile applies
-Industry benchmark mobile apply rates
-The optimal mobile application process
Download this whitepaper to learn how you can get your mobile recruiting model up to speed.
[Whitepaper] Recruitment Analytics in a Programmatic Sourcing EraAppcast
Whitepaper Preview:
"Only twenty-five years ago jobs were posted on physical bulletin boards at job centers and listed in newspapers. Today, real-time, programmatic bidding engines and algorithms negotiate behind the scenes to determine who will see which job ads, and where and when they will see them.
As a result, the metrics, benchmarks, and KPIs used to measure recruitment advertising effectiveness have shifted. This whitepaper explores those changes and recommends a mix of revised and new measures based on the changing landscape of recruitment advertising."
Download this paper to learn the NEW metrics and KPIs for an age of programmatic recruitment advertising.
Written by Allan Schweyer - Founder, TMLU
[Webinar] How Contingent & Gig Recruiters are Generating New Talent SuccessAppcast
As sourcing talent continues to be a major challenge in business today, many companies are relying on contingent or freelance workers to reach organizational goals and objectives. The need for this type of talent, alongside the growth of the 'gig' or shared economy, is changing the landscape of talent acquisition: 32% of organizations have seen an increase in demand for contingent talent, and freelancers now contribute $1 trillion in annual earnings to our economy.
Does your business have an effective strategy in place for attracting top talent for these types of roles? This webinar presents best practices & tactics to incorporate into your talent acquisition and job advertising processes to quickly find and hire the best candidates for your contingent and freelance positions.
[Webinar] 4 Recruitment Benchmarks to Measure ROIAppcast
This webinar, '4 Recruitment Benchmarks to Measure ROI,' features Chris Forman, CEO & Founder of Appcast and Matt Singer, VP of Marketing at Jobvite. They discuss which recruitment metrics are essential to track and optimize for ROI.
Watch the webinar to learn:
-The key benchmarks and metrics that leading employers track
-How to seamlessly track all benchmark data between your job advertising partners and ATS
-How to develop a data-driven approach to recruiting
SmashFly's Chris Brablc and Tracey Parsons deep dive into the 13 recruitment marketing best practices talent acquisition teams need to use in 2016, influenced by findings from the Recruitment Marketing Report Card for the 2015 Fortune 500.
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
In the early days, people used to arrive at a career in BPO as if by accident. It’s now a more clearly defined profession in itself. Recent analysis by HfS Research (commissioned in partnership with Capgemini BPO), which surveyed BPO staff about their perceptions of BPO as a profession had generally positive findings, with the majority of experienced professionals seeing BPO as an enabler of innovation and business change. Yet there is work to be done particularly among newer entrants to the industry, with only one in eight seeing it as a long-term career option. That’s the challenge facing BPO leaders now if we are to continue the reputational growth of recent years.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
A Vision for Total Recruitment Marketing by @SmashFlyMike #HRTechConf 2014SmashFly Technologies
Presented at the 2014 HR Technology Conference. SmashFly CEO Mike Hennessy presents on the evolution of Recruitment Marketing as a discipline within the recruiting function and it's impact on the people, process and technology that organizations will need to build to be successful in finding, attracting and nurturing the right talent.
It's time to modernize your talent acquisition strategy with recruitment marketing tactics. But you can't rely on the ATS alone to find, attract, engage, nurture and convert candidates. Chris Brablc of SmashFly and Rick Rosario of CDW talk how and why a Recruitment Marketing Platform is an essential partner to the ATS.
Lockheed Accelerates with Total Recruitment Marketing - @talentcommunity & @S...SmashFly Technologies
Presented at 2014 HR Technology Conference. Lockheed Martin doesn’t just talk about people as their greatest organizational asset – its backed by a topnotch talent- acquisition process aimed at strengthening its team, now 116,000 strong. But, to maintain its competitive advantage, it needs to stay on the forward edge of recruiting. So when the company needed a way to bring all its separate initiatives together into a cohesive strategy for greater efficiency and also to gain the full visibility integral to improve overall resource allocation and decision-making, it implemented a Recruitment Marketing Platform to build a data-driven recruitment strategy. Now, the insights from the data help their teams foster engagement and community with the specialized candidates they need to attract. Marvin Smith will show you how to promote and leverage employment brand, social media, employee referrals, alumni networks and digital campaigns to discover and attract hard-to-find skilled candidates and the kinds of people needed to drive your business forward.
Introduction was provided by Mike Hennessy on the evolving role of recruitment marketing in how companies attract the right qualified talent to the organization.
5 Essential Tools You Must Implement to Maximize Your Recruitment Strategy in...Copley Advertising LLC
Recruitment has to change. For over 20 years we have been using the same old tools. We now have new capabilities using mobile marketing, Facebook, landing page optimization, retargeting, email capture and texting/Facebook messaging. These abilities make up a modern day marketing program that will capture targeted job candidates and turn them into employees. And it’s cheap.
The Key Recruiting Metric You're Not Tracking: Source of InfluenceSmashFly Technologies
If you aren't tracking the entire candidate journey, how can you improve it? Research by Inavero shows that today's candidate touches 18 source of information and checks 7-8 reviews before he or she hits apply. Unfortunately, typical recruiting analytics offer insight into just one of those: the last source a candidate used before he or she applied. If you want to fully understand the impact of your recruitment marketing efforts, you need to look at the candidate journey from end to end, tracking every touchpoint and interaction along the way. Enter source of influence.
We noticed an uptick in interest in our Workforce Marketing solution this year and wanted to understand what was driving it. To find out, we reached out to our clients and asked them: where was the value? How were they using it? This is what we learned.
The universe has changed: Candidates are like consumers. This new dynamic of candidates as consumers has huge implications for your recruitment. Namely:
How you gather data on interested candidates, and what can you do with that?
How do you offer a compelling relationship with your brand for candidates at all stages of the process, both during attraction and selection.
How do you build rich candidate profiles that help you target the right candidates, and then make data driven decisions about who to hire.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
[Whitepaper] Four Job Ad Strategies that Drive Completed ApplicationsAppcast
Improving your job ads can radically increase the quality and quantity of applicants you receive.
Job ad spending accounts for, on average, 30% of a corporate recruiter's discretionary budget and you cannot afford to 'post and pray' that your job ads will be effective.
In this whitepaper, we give four strategies you can use to boost the quality and quantity of applicants from your job ads, increasing the ROI you get from your recruiting operation.
We do hope you find this useful!
[Whitepaper] How to Improve your Mobile Device RecruitingAppcast
Mobile candidates will continue to have an impact on the recruiting process, cost, & outcomes.
98% of candidates who start an application on mobile don't finish it, causing you to miss out on quality candidates and waste your recruitment budget on attracting people to those job postings.
In this free whitepaper, we cut through the jargon and give a definitive assessment of what works for mobile recruitment, what doesn't work, and why. From our data-driven research on 250,000+ mobile applications, we will tell you:
-How to convert more mobile applies
-Industry benchmark mobile apply rates
-The optimal mobile application process
Download this whitepaper to learn how you can get your mobile recruiting model up to speed.
[White Paper] Pay-Per-Applicant, Not Per-ClickAppcast.io
Advertising your open jobs has come a long way in the last 20 years. But getting a good ROI on your recruiting spend is still a common challenge. Popular models such as pay-per-click advertising are hard to manage and can be super expensive. Pay-per-applicant pricing, the latest evolution, lets you pay only for what you really want: a completed job application.
In this white paper you will learn how the pay-per-applicant model compares to prevailing models, answering the question: Which delivers a greater ROI?
1) Why pay-per-click is risky.
2) How the pay-per-applicant model aligns the interest of employers & job boards.
3) How to spend only on jobs that need applicants...not the ones that don't.
4) A new, easy way to boost the ROI on your sourcing efforts.
[Whitepaper] How Job Descriptions, Titles, and the Apply Process Impacts Conv...Appcast
Recruiters are challenged to provide the most appealing and effective job titles, descriptions, and apply processes to attract the most competent applicants. But inffective practice and posting error leads to aversion from qualified candidates, discouraging them to apply.
Get this free white paper report that describes the most effective length of job titles and descriptions to get the applicants you need.
5 Essential Tools You Must Implement to Maximize Your Recruitment Strategy in...Copley Advertising LLC
Recruitment has changed. You must use the tools of recruitment marketing to get your message to hyper-targeted job candidates filtered by geo, demo, and behavior. Then provide quality content to engage the candidates. You will see an increase in the short-term and build a funnel of qualified candidates for the long term.
Are you losing money with automatic ad placements?Kate Shoaf
Facebook advertising options have quickly evolved from simple desktop ad placements, to mobile ads, to a wide variety of ad types and platforms to choose from. In order to streamline ad placements for advertisers, Facebook recommends using “Automatic Placements”—however selecting this option can cost Teespring sellers more money and result in fewer sales.
[eBook for Job Sites] Expanding your Job Site to Include a Pay-for-Performanc...Appcast
This eBook provides a plan for helping your organization lay the groundwork for offering a pay-for-performance recruitment media model.
As more job sites are catching on to the trend of adopting a pay-for-performance recruitment media model, it may be a 'top of mind' topic at your organization, as well. While the concept may seem fairly simple, it is multilayered and requires a well thought-out implementation and go to market plan.
But with the right tools and roadmap, it will happen - and with remarkable benefits for your business.
[Whitepaper] Pay-Per-Applicant, Not Per-ClickAppcast
Pay-per-applicant recruitment advertising is the latest evolution in talent acquisition.
Advertising your open jobs has come a long way in the last 20 years, but getting a good ROI on your recruiting spend is still a common challenge. While pay-per-click advertising is hard to manage and can be expensive, a pay-per-applicant model, the latest evolution, lets you pay only for what you really want: a completed job application.
Download this free white paper to learn how this new model compares to prevailing models, answering: Which delivers a greater ROI?
1. Why pay-per-click is risky
2. How the pay-per-applicant model aligns the interest of employers & job boards
3. Learn how pay-per-applicant works
Datalicious media-attribution-optimising-digial-marketing-spend-in-financial-...Peerasak C.
Marketers have been applying
science, specifically statistics and
econometric modeling, for many
decades now to answer the key
question all advertisers face - how
to allocate media budgets across
channels to maximise overall return
on advertising spend (ROAS) with a
limited budget.
Our product experts cover how to increase your InMail response rates, how to reach more candidates on mobile, search enhancements and more.
Learn more: https://lnkd.in/gAdGR9a
Similar to [Report] 2017 Recruitment Media Benchmark Report (20)
[Webinar] Talent Acquisition is Dead - Talent Attraction Takes RootAppcast
Discover why talent acquisition is being laid to rest, giving rise to a new game in town: talent attraction.
Tim Sackett's webinar presents simple strategies to start 'attracting' talent to your organization.
[Whitepaper] The New Boardroom Imperative: Recruitment MarketingAppcast
Learn practical applications that can enhance your recruitment marketing strategy at the board-level, and throughout the rest of your organization.
Written by Dave Forman - Author, Fearless HR
[Whitepaper] Talent Decisions that can Make or Break your Business - Lessons ...Appcast
Read this whitepaper to learn why recruiting is an important function that serves to improve overall business results.
Written by David Forman | Industry Thought Leader & Author, Fearless HR
[Whitepaper] Talent Acquisition is Dead - Talent Attraction Takes RootAppcast
Learn simple strategies to start attracting the best talent to your organization.
Written by Tim Sackett - President, HRU Technical Resources & Industry Thought-Leader
[Whitepaper] Robots in Recruiting - The Implications of AI on Talent AcquisitionAppcast
Read this paper to learn how artificial intelligence is quietly changing the way recruiters find, engage, and screen candidates.
Written by Allan Schweyer | Industry Thought Leader & Founder of TMLU.org
Chris Forman, Appcast CEO & Founder, gave a presentation at the 2016 Jobvite Summit about the emergence of programmatic technology into the job advertising space.
Abstract:
In the last 7 years, programmatic 'ad tech' has revolutionized how companies brand, promote, and sell everything from paper towels to airplane tickets. Today, more than 80% of online ads are placed and optimized in milliseconds...each time we click on another web page. The lift in performance has been nothing short of staggering...often increasing ROI by over 500%.
Leading recruitment marketers have taken notice and are starting to use these technologies to optimize the performance of their job ads, attracting better candidates and getting a dramatically higher 'bang for their buck'. Join Chris Forman, the former CEO of AIRS and Founder of Appcast for an insightful, funny, and data-driven review at how companies are leveraging programmatic technology to radically improve recruiting outcomes.
2. Introduction
Job advertising consumes nearly 30% of recruitment budgets at leading employers across the globe. Optimizing this
spend can dramatically improve candidate flow, apply volume and ultimately, the return on investment of your talent
acquisition spend.
Until recently, most recruiters evaluated their job advertising spend almost exclusively on macro-level outcome metrics
like total numbers of applicants. The challenge, however, is that focusing too much on the sheer number of applicants
you can pull through the hiring funnel ignores job level data on your advertisement performance. More refined
analysis of hiring metrics means getting a better look at what’s really working in your recruitment media strategy—and
what’s not.
As more companies adopt pay-for-performance recruitment advertising, it is imperative that recruiters move from
theory to action and use performance data to better benchmark and baseline their job advertising, and develop
strategies that will improve bottom-line results.
1 / 92017 Recruitment Media Benchmark Report
In this report, we analyzed 2016 pay-for-performance recruitment media buying from over 750 companies
across every major industry. To clarify, we did not assess duration-based or slot-based job advertisements in
this report. Only recruitment media paid for on a cost-per-click (CPC) or cost-per-applicant (CPA) basis were
factored into this study. The distinction is that in a pay-per-performance environment, click volume and the
number of applicants determines both spend and returns from a job ad campaign.
Data in this report includes:
Total number of clicks and applies by device
Click-to-apply rates by device
Click-to-apply rates by industry
Average cost-per-click bids
Cost-per-click bids by industry
Click-to-apply rates by job title length
Click-to-apply rates by job description length
About this report:
3. Total Number of Clicks and Applies by Device
For this report, Appcast analyzed 33.0 million clicks and 2.5 million applies across pay-per-performance job ads.
Mobile clicks (job ads viewed from a mobile device), owned
almost 50% of job candidate traffic in 2016, suggesting that
most candidates continued to search for, click on, view and
even consider applying to jobs from a mobile device. For
applying, job candidates still used a desktop computer as a
primary device (71.2% compared to 28.8% on mobile).
In general, increased mobile applications in 2016 could be
attributed to an ever-growing demand for mobile-friendly
careers sites or jobs that entered the market that didn’t
require a resume upload. Both changes inherently made
applying from a mobile device simpler, therefore more
prevalent.
Platform
Desktop
Mobile
Total
Clicks
17.0 million
16.2 million
33.0 million
Applies
1.8 million
0.7 million
2.5 million
2 / 92017 Recruitment Media Benchmark Report
Stats
AppliesClicks
Desktop
48.8% 51.2% 28.8% 71.2%Mobile
4. Average Click-to-Apply Rate by Device
The average click-to-apply rate was 7.5%; 10.5% on desktop and 4.5% on a mobile device.
Mobile click-to-apply (CTA) rates jumped from just over 2% in 2014,
to 4.5% in 2016. Desktop CTA rates remained fairly stagnant in 2016
at 10.5%. Mobile traffic most likely did not account for the increase in
CTA rates in 2016, as it can only account for increases in click rates.
Increased CTA rates across both desktop and mobile could have
been driven by a combination of several factors:
Despite the increase in mobile applies in 2016, a staggering
difference in CTA rates between desktop and mobile remained. In
general, this suggested that mobile application processes are much
less seamless than desktop application processes. Although
initiatives to improve application processes on mobile devices and
desktops have begun, 2017 is projected as a turning point for
advertisers looking to optimize every dollar spent on candidate
acquisition.
an increased adoption of buttons on sites like LinkedIn and
Indeed with different application device offerings;
low/no form friction on mobile career sites;
decreased numbers of desktop computer owners.
3 / 9
What is a Click-to-Apply Rate?
Click-to-apply rates indicate the number of candidates who click on your job ad that end
up applying. A high click-to-apply rate indicates strong applicant flow.
FY 2016: CTA% by Device
12%
10%
8%
6%
4%
2%
0%
7.5%
Total
10.5%
Desktop
4.5%
Mobile
2017 Recruitment Media Benchmark Report
5. Average Click-to-Apply Rate by Industry
Industries with the highest average CTA rates were Restaurant (11.3%), Customer Service (8.2%) and Administrative/Clerical (6.6%).
* Data shows only the functions with at least 1,000 applies in 2016.
The industries with average or above average click to apply rates in 2016 were: Restaurant
(11.3% Avg. CTA), Customer Service (8.2% Avg. CTA), Administrative/Clerical (6.6% Avg. CTA).
In general, the types of jobs leading the pack were those that typically require less
information to apply, or are easy to search for from a job site. Many entry level or hourly -
roles that often don’t require a resume to apply - had high CTA rates from a mobile
application, as well as desktop.
The industries with the lowest average CTA rates in 2016 were Healthcare, Consulting and
Marketing. Healthcare CTA’s remained low, as they are generally ‘hard-to-fill’ due to
education levels and selective skills required in candidates. HR reported the lowest mobile
CTA rate (less than 0.5%).
4 / 9
14%
12%
10%
8%
6%
4%
2%
0%
RestaurantCustom
erService
Adm
in
/Clerical
Engineering
Sales
Construction
/
Trades
H
R
AccountingBiotechnology
/
Pharm
aceutical
TechnologyM
anufacturing
/
Production
Banking
Retail
Transportation
M
arketing
Consultant
H
ealthcare
Mobile CTA Desktop CTATotal CTA
2017 Recruitment Media Benchmark Report
6. The average CPC value of 2016 was $0.55, but it increased
a notable 20% in the second half of the year.
The increase in the second half of the year could be due to:
1.
2.
An overall increase of jobs in the market:
Any changes in the competitive landscape - less available
candidates as the unemployment / underemployment
rate fluctuated - could have affected average CPC values.
The need to spend budgets at the end of the year:
Remaining budgets were most likely fulfilled towards
the end of 2016 by raising CPC bids to ensure all
available dollars were spent.
5 / 9
Avg. CPC in FY 2016
$0.60
$0.58
$0.56
$0.54
$0.52
$0.50
$0.48
$0.46
$0.44
FY 2016
$0.55
1H 2016
$0.50
2H 2016
$0.60
Average Cost-Per-Click Bids
The average cost-per-click bid was $0.55.
What is Cost-Per-Click (CPC) Recruitment Media?
With a CPC model, budget is spent every time a candidate clicks on a job ad.
2017 Recruitment Media Benchmark Report
7. Average Cost-Per-Click Bids by Industry
The transportation industry had the highest average CPC bid at $0.79, while Retail had the lowest at $0.32.
Competitive hiring pressures for certain jobs most likely affected average CPCs in 2016.
Where supply was low and demand was high, there was still a significantly higher CPC price
than any other function. Transportation, for example, had the highest average CPC of $0.79.
CPC data for Healthcare told another story, however.
6 / 9
$0.80
$0.70
$0.60
$0.50
$0.40
$0.30
$0.20
$0.10
$0.00
* Data only represents industries with at least 1,000 applies in 2016
$0.79
CPC
$0.6
CPC
$0.59
CPC
$0.58
CPC
$0.55
CPC $0.52
CPC
$0.52
CPC $0.49
CPC
$0.49
CPC
$0.49
CPC
$0.48
CPC
$0.47
CPC
$0.45
CPC
$0.43
CPC
$0.35
CPC
$0.34
CPC
$0.32
CPC
Transportation
Engineering
ConsultantCustom
erService
Construction
/
Trades
M
arketingBiotechnology
/
Pharm
aceutical
Technology
Accounting
Sales
H
R
Adm
in
/ClericalM
anufacturing
/
Production
Restaurant
Banking
H
ealthcare
Retail
At first glance the data did not suggest a shortage in roles, but the challenge with generic
job advertising data is that sometimes the greater story buries the specific inference. In this
example, there are various roles that fall under the category of ‘Healthcare,’ such as LPN’s,
Orderlies, Doctors, Nurses, Support Staff and other hospital clerical workers. It is inevitable
that CPC bids across these roles in Healthcare will vary.
2017 Recruitment Media Benchmark Report
8. Average Click-to-Apply Rate by Job Title Length
Job titles containing 51 to 60 characters outperformed other job title lengths, with an average CTA of 8.4%.
CTA rates impacted by the length of job titles
helped us to better understand the relationship
between the recruiter, the candidate, and how the
look and feel of job ads and postings impacts both.
Recruiters must write job titles that are clicked on.
Before that can happen, the candidate needs to
find that job – either by searching on a job site or
by providing a candidate profile that can be
‘matched’ upon. The single largest driver of search
and/or match is the job title.
The clarity of a simple job title and location are the
best ways to get candidates to read about your job.
9%
8%
7%
6%
5%
4%
3%
2%
1%
20-30
Number of Characters in Job Title
31-40 41-50 51-60 61-70 71-80 81-90 91-100 100+
CTA %
7 / 92017 Recruitment Media Benchmark Report
9. Average Click-to-Apply Rate by Job Description Length
Job descriptions containing 501 to 1,000 characters outperformed other job descriptions lengths, with an average CTA of 8.9%.
A job description serves to engage interested
candidates and give them information that makes
them curious to learn more. Longer job
descriptions don’t necessarily help candidates
decide to apply.
In 2016, Appcast’s data showed that candidates
were most commonly driven to apply when the job
description contained between 501 - 1,000
characters.
8 / 9
10%
9%
8%
7%
6%
5%
4%
3%
2%
CTA %
501-1,000
Number of Characters in Job Description
1,001-2,000 2,001-3,000 3,001-4,000 4,001-5,000 5,001-6,000 6,001-7,000
2017 Recruitment Media Benchmark Report
10. About Appcast
9 / 9
Visit www.appcast.io to sign up for a free demo.
Appcast is using data and programmatic targeting to revolutionize the global recruitment advertising
industry. From its namesake pay-per-applicant job ad exchange to its market-leading recruitment
media optimization platform, Appcast is changing how leading employers, ad agencies, and job
boards attract high-quality job seekers.
Exchange
Pay-Per-Applicant Job Ads
Pay-per-applicant, not per-click. Get quality
applicants for 30% less than cost-per-click job
sites.
Clickcast
Programmatic Job Ad Optimization
Improve the ROI of your performance job ad
spend by 20%+ with rules-based & algorithmic
bidding.
Brand
Targeted Employer Brand Advertising
Promote your recruitment brand message to
specific communities of candidates using
real-time targeting data.
Making job ads work
2017 Recruitment Media Benchmark Report