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.
This document summarizes key findings from the 2014 Apperian Executive Mobility Survey of 100 executives on their companies' mobility programs and strategies. The main findings are:
1) Executives cited improved business processes as the top benefit of mobility investments, followed by increased employee satisfaction and competitive advantage.
2) Apps supporting customers and specific business roles were seen as having the greatest impact on productivity and ROI.
3) Security was the top challenge cited for mobility programs, though momentum continues to increase with over 70% planning to equip over 1,000 users with mobile apps in the next two years.
4) Companies more satisfied with adoption had higher levels of internally developed custom apps both currently and planned compared
The document summarizes the findings of a study conducted by Forrester Consulting on the costs of developing mobile apps. It identifies 10 key drivers that influence app development costs, including resources, timeframes, complexity, cross-platform capabilities, updates, testing, data integration, analytics, security, and process change management. The study found that following best practices could save an average organization 10% on building apps and 20% on running apps. Not following them could double app development costs. Understanding these drivers can help organizations optimize costs and deliver apps more efficiently.
Putting Wearables to Work (via Salesforce.com)Ian Gertler
What's the state of wearble technology in business? Salesforce.com explored this with early adopters and enterprise organizations to see where things are heading and what the future trends could be.
An Issue of Insightssucess “The 10 Most Prominent Field Service Solution Providers, 2018" apprises some of the top performing FSM companies with best-in-class solutions for different industries.
The State of UC: Future Adopters Poised to Reap Benefits via CloudMari Hansen
Companies like yours are successfully addressing communications and collaboration challenges with UC. Learn what holds others back - and how to overcome those obstacles.
Impact of Poor Basic Skills: The Employer PerspectiveIpsos UK
Trinh Tu, Research Director, Ipsos MORI Social Research Institute delivered this presentation on the Impact of poor skills: Employer perspective at 'Improving basic skills: An international perspective on a UK dilemma'; an Academic Conference sponsored by the Department of Business, Innovation & Skills (BIS) and Ipsos MORI’s Social Research Institute held on 14 January 2015.
White paper employee engagement img zineKelly Verdonk
06
KellyNo ResponsePermalink
White paper: How a mobile first strategy can increase employee engagement
In this white paper imgZine analyzed two of its internal enterprise apps to determine the engagement level of employees. It shows that engaging internal enterprise apps can help enterprises achieve their desired business outcomes.
Today, engaged employees are more important than ever. They understand what it takes for a company to be successful and want to be involved in the organization’s everyday affairs. While internal enterprise apps offer a great opportunity to promote productivity and engagement, only a small number of companies have started to leverage their benefits.
Download the white paper here: http://imgzine.com/how-a-mobile-first-strategy-can-increase-employee-engagement/
Build a successful enterprise mobility strategyAjit Gokhale
Build a sustainable , scalable and fail-safe mobility strategy for your enterprise. Mobien Technologies helps companies create a robust, ROI driven mobility strategies.
This document summarizes key findings from the 2014 Apperian Executive Mobility Survey of 100 executives on their companies' mobility programs and strategies. The main findings are:
1) Executives cited improved business processes as the top benefit of mobility investments, followed by increased employee satisfaction and competitive advantage.
2) Apps supporting customers and specific business roles were seen as having the greatest impact on productivity and ROI.
3) Security was the top challenge cited for mobility programs, though momentum continues to increase with over 70% planning to equip over 1,000 users with mobile apps in the next two years.
4) Companies more satisfied with adoption had higher levels of internally developed custom apps both currently and planned compared
The document summarizes the findings of a study conducted by Forrester Consulting on the costs of developing mobile apps. It identifies 10 key drivers that influence app development costs, including resources, timeframes, complexity, cross-platform capabilities, updates, testing, data integration, analytics, security, and process change management. The study found that following best practices could save an average organization 10% on building apps and 20% on running apps. Not following them could double app development costs. Understanding these drivers can help organizations optimize costs and deliver apps more efficiently.
Putting Wearables to Work (via Salesforce.com)Ian Gertler
What's the state of wearble technology in business? Salesforce.com explored this with early adopters and enterprise organizations to see where things are heading and what the future trends could be.
An Issue of Insightssucess “The 10 Most Prominent Field Service Solution Providers, 2018" apprises some of the top performing FSM companies with best-in-class solutions for different industries.
The State of UC: Future Adopters Poised to Reap Benefits via CloudMari Hansen
Companies like yours are successfully addressing communications and collaboration challenges with UC. Learn what holds others back - and how to overcome those obstacles.
Impact of Poor Basic Skills: The Employer PerspectiveIpsos UK
Trinh Tu, Research Director, Ipsos MORI Social Research Institute delivered this presentation on the Impact of poor skills: Employer perspective at 'Improving basic skills: An international perspective on a UK dilemma'; an Academic Conference sponsored by the Department of Business, Innovation & Skills (BIS) and Ipsos MORI’s Social Research Institute held on 14 January 2015.
White paper employee engagement img zineKelly Verdonk
06
KellyNo ResponsePermalink
White paper: How a mobile first strategy can increase employee engagement
In this white paper imgZine analyzed two of its internal enterprise apps to determine the engagement level of employees. It shows that engaging internal enterprise apps can help enterprises achieve their desired business outcomes.
Today, engaged employees are more important than ever. They understand what it takes for a company to be successful and want to be involved in the organization’s everyday affairs. While internal enterprise apps offer a great opportunity to promote productivity and engagement, only a small number of companies have started to leverage their benefits.
Download the white paper here: http://imgzine.com/how-a-mobile-first-strategy-can-increase-employee-engagement/
Build a successful enterprise mobility strategyAjit Gokhale
Build a sustainable , scalable and fail-safe mobility strategy for your enterprise. Mobien Technologies helps companies create a robust, ROI driven mobility strategies.
This document provides an analysis report on customer relationship management (CRM) at Aptech Ltd, an Indian information technology education company. It discusses Aptech's Customer Response System (CRS), which captures student feedback, complaints, queries to better understand customer experience. CRS aims to improve customer service, product design, and the overall delivery process. It also analyzes how CRM works and is implemented at Aptech to enhance customer satisfaction and center performance through customer data collection and knowledge management. The report examines CRM strategies at Aptech from both a business and customer perspective to increase profitability in the competitive IT education industry.
Evaluation of the use of Open Source Based E CRM in MSMEs with Technology Acc...ijtsrd
Todays business activities have entered the modern era, which uses technology as the media. The application of technology is not only done by large companies, but also in MSMEs. The application of ERP technology, especially in CRM to manage customer relations with a company is very necessary for the interests and progress of a company. The business processes of the Weaving X MSMEs that use CRM are still running conventionally, where there is no adequate customer management which causes problems such as a collision that often happens in customer consultation schedules, the lack of real time information in customers, and the company is overwhelmed in communication with customers who are living in far places. The solution to this problem is to apply E CRM technology which is a model of managing customer relationships online. With the use of open source software such as Odoo both companies and customers can enjoy the convenience and benefits of services and features in the application. This is based on the evaluation of the testing conducted on 20 respondents regarding the implementation of Odoo based E CRM which showed the perceived ease of use with a percentage value of 48.33 agree and the perceived usefulness of 53.33 strongly agree . This means that the Odoo based E CRM is considered to be very helpful for a company in managing relationships with its customers. Julianty Surasma Surung "Evaluation of the use of Open Source Based E-CRM in MSMEs with Technology Acceptance Model (Tam)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30346.pdf Paper Url :https://www.ijtsrd.com/engineering/information-technology/30346/evaluation-of-the-use-of-open-source-based-ecrm-in-msmes-with-technology-acceptance-model-tam/julianty-surasma-surung
Its an Online Job Portal..
it was our BE Project..
u can view it on http://jobportal.akshay.uco.im/
if is case you want our project or the contents just mail me on ajay.maurya24@yahoo.in
CMOs: Time for digital transformation or risk being left on the sidelinesruttens.com
CMOs: Time for digital transformation or risk being left on the sidelines. Digital Transformation checklist for marketeers.
Based on the Accenture Interactive 2014 CMO Insights Survey, CMOs are selling themselves short. The question isn't whether CMOs can effectively take advantage of digital channels – they are proving they can – but whether they can be more visible change agents for digital transformation across the organization.
As every business becomes a digital business, C-suite executives will need to collaborate to drive successful digital transformation. No CMO wants to be left on the sidelines.
Nucleus Research surveyed 223 CRM decision makers and found that adding mobile access to CRM increases sales force productivity by 14.6% on average. Adding social CRM capabilities further increases productivity by 11.8% for a total increase of 26.4%. Mobile access is most commonly provided through smartphones like the iPhone, while social CRM typically involves integrating external social networks into existing CRM systems. As mobile devices and social networking become more integral to business, CRM vendors will need to provide stronger mobile, social and analytic capabilities in order to remain competitive.
The document provides a quarterly analysis of major Indian IT firms such as TCS, Infosys, HCL, Wipro, and Cognizant and their performance in the healthcare and life sciences sector. It summarizes key deals, revenue growth rates, and operating margins for each company's healthcare business segment for the quarter ending December 31, 2015. It also provides historical context and commentary on trends in the healthcare practices of each company.
This document discusses how to maximize earnings from affiliate marketing. It recommends branching out from just selling ebooks to offer physical products and higher-priced items through affiliate programs. Using the right tracking and link generation tools allows affiliates to scale. Creating top 10 lists and reviews around popular products brings in intent-based traffic. Building a passionate audience through quality content establishes trust and increases conversion rates. Pay-per-click advertising provides a predictable way to acquire new customers.
This document discusses the opportunity that mobility provides for businesses to reinvent themselves beyond just mobilizing existing processes and products. It provides examples of companies that have innovated their offerings and business models through mobile, such as a smart pill bottle that improves medication adherence. The document advocates that companies should not just mobilize their existing business but reinvent it, and provides drivers for innovating products, business models and processes. It concludes by stating that reinvention starts with understanding customers and employees.
Company paid? BYOD? Congratulations- you're both! Whether you know it or not, your company exists in a hybrid landscape of both corporate-paid and individually-paid (BYOD) wireless devices. That's the reality. The question is, what are you going to do about it?
[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.
Thomas Harriot and John White surveyed the Roanoke colony in North Carolina. John White returned to find the word "Croatoan" carved on a tree, but the fate of the Lost Colony remains a mystery. Two major European powers, Spain and England, sought to settle the New World. Spain was primarily interested in gold and silver, while England hoped to find religious freedom for persecuted groups like the Huguenots. Martin Frobisher and others launched exploratory voyages for England seeking the Northwest Passage.
Alliance 2014 - Public Sector User GroupKerry Foster
The document summarizes the Alliance 2014 conference hosted by the Public Sector User Group (PSUG). It lists the board members and speakers that participated in the event. It describes public sector track presentations and a closing event. It thanks attendees for supporting PSUG and announces that Alliance 2015 will take place in Nashville, Tennessee.
[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] 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
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.
The document discusses talent management strategies for employee engagement. It covers encouraging employees to take ownership of their careers through profile and performance management. Profile management involves tracking employee certifications, skills, and goals. Performance management is facilitated through an online system and includes setting SMART goals, conducting check-ins, and evaluations. The goal is to link employee development to organizational objectives through clear expectations and two-way communication between managers and employees.
The document provides an overview of an organization's new Talent Management system that replaces previous performance evaluation processes. The Talent Management system focuses on two parts: profile management, where employees create and maintain their profiles; and performance management, which is an ongoing process that includes setting goals, conducting check-ins, self and manager evaluations. The system is meant to increase employee involvement in their careers and support two-way communication between managers and employees.
[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
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.
The document outlines principles for effective teaching and learning of language. It discusses beginning with clear objectives, encouraging student-set goals, and the importance of motivation. It also emphasizes learning as a social and integrative process that incorporates listening, speaking, reading and writing. A conducive learning atmosphere that encourages active participation and handles errors tactfully is important. Learning should be an active, reflective process where students construct their own meaning and make real-world connections through performance-based assessment.
This document provides an analysis report on customer relationship management (CRM) at Aptech Ltd, an Indian information technology education company. It discusses Aptech's Customer Response System (CRS), which captures student feedback, complaints, queries to better understand customer experience. CRS aims to improve customer service, product design, and the overall delivery process. It also analyzes how CRM works and is implemented at Aptech to enhance customer satisfaction and center performance through customer data collection and knowledge management. The report examines CRM strategies at Aptech from both a business and customer perspective to increase profitability in the competitive IT education industry.
Evaluation of the use of Open Source Based E CRM in MSMEs with Technology Acc...ijtsrd
Todays business activities have entered the modern era, which uses technology as the media. The application of technology is not only done by large companies, but also in MSMEs. The application of ERP technology, especially in CRM to manage customer relations with a company is very necessary for the interests and progress of a company. The business processes of the Weaving X MSMEs that use CRM are still running conventionally, where there is no adequate customer management which causes problems such as a collision that often happens in customer consultation schedules, the lack of real time information in customers, and the company is overwhelmed in communication with customers who are living in far places. The solution to this problem is to apply E CRM technology which is a model of managing customer relationships online. With the use of open source software such as Odoo both companies and customers can enjoy the convenience and benefits of services and features in the application. This is based on the evaluation of the testing conducted on 20 respondents regarding the implementation of Odoo based E CRM which showed the perceived ease of use with a percentage value of 48.33 agree and the perceived usefulness of 53.33 strongly agree . This means that the Odoo based E CRM is considered to be very helpful for a company in managing relationships with its customers. Julianty Surasma Surung "Evaluation of the use of Open Source Based E-CRM in MSMEs with Technology Acceptance Model (Tam)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30346.pdf Paper Url :https://www.ijtsrd.com/engineering/information-technology/30346/evaluation-of-the-use-of-open-source-based-ecrm-in-msmes-with-technology-acceptance-model-tam/julianty-surasma-surung
Its an Online Job Portal..
it was our BE Project..
u can view it on http://jobportal.akshay.uco.im/
if is case you want our project or the contents just mail me on ajay.maurya24@yahoo.in
CMOs: Time for digital transformation or risk being left on the sidelinesruttens.com
CMOs: Time for digital transformation or risk being left on the sidelines. Digital Transformation checklist for marketeers.
Based on the Accenture Interactive 2014 CMO Insights Survey, CMOs are selling themselves short. The question isn't whether CMOs can effectively take advantage of digital channels – they are proving they can – but whether they can be more visible change agents for digital transformation across the organization.
As every business becomes a digital business, C-suite executives will need to collaborate to drive successful digital transformation. No CMO wants to be left on the sidelines.
Nucleus Research surveyed 223 CRM decision makers and found that adding mobile access to CRM increases sales force productivity by 14.6% on average. Adding social CRM capabilities further increases productivity by 11.8% for a total increase of 26.4%. Mobile access is most commonly provided through smartphones like the iPhone, while social CRM typically involves integrating external social networks into existing CRM systems. As mobile devices and social networking become more integral to business, CRM vendors will need to provide stronger mobile, social and analytic capabilities in order to remain competitive.
The document provides a quarterly analysis of major Indian IT firms such as TCS, Infosys, HCL, Wipro, and Cognizant and their performance in the healthcare and life sciences sector. It summarizes key deals, revenue growth rates, and operating margins for each company's healthcare business segment for the quarter ending December 31, 2015. It also provides historical context and commentary on trends in the healthcare practices of each company.
This document discusses how to maximize earnings from affiliate marketing. It recommends branching out from just selling ebooks to offer physical products and higher-priced items through affiliate programs. Using the right tracking and link generation tools allows affiliates to scale. Creating top 10 lists and reviews around popular products brings in intent-based traffic. Building a passionate audience through quality content establishes trust and increases conversion rates. Pay-per-click advertising provides a predictable way to acquire new customers.
This document discusses the opportunity that mobility provides for businesses to reinvent themselves beyond just mobilizing existing processes and products. It provides examples of companies that have innovated their offerings and business models through mobile, such as a smart pill bottle that improves medication adherence. The document advocates that companies should not just mobilize their existing business but reinvent it, and provides drivers for innovating products, business models and processes. It concludes by stating that reinvention starts with understanding customers and employees.
Company paid? BYOD? Congratulations- you're both! Whether you know it or not, your company exists in a hybrid landscape of both corporate-paid and individually-paid (BYOD) wireless devices. That's the reality. The question is, what are you going to do about it?
[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.
Thomas Harriot and John White surveyed the Roanoke colony in North Carolina. John White returned to find the word "Croatoan" carved on a tree, but the fate of the Lost Colony remains a mystery. Two major European powers, Spain and England, sought to settle the New World. Spain was primarily interested in gold and silver, while England hoped to find religious freedom for persecuted groups like the Huguenots. Martin Frobisher and others launched exploratory voyages for England seeking the Northwest Passage.
Alliance 2014 - Public Sector User GroupKerry Foster
The document summarizes the Alliance 2014 conference hosted by the Public Sector User Group (PSUG). It lists the board members and speakers that participated in the event. It describes public sector track presentations and a closing event. It thanks attendees for supporting PSUG and announces that Alliance 2015 will take place in Nashville, Tennessee.
[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] 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
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.
The document discusses talent management strategies for employee engagement. It covers encouraging employees to take ownership of their careers through profile and performance management. Profile management involves tracking employee certifications, skills, and goals. Performance management is facilitated through an online system and includes setting SMART goals, conducting check-ins, and evaluations. The goal is to link employee development to organizational objectives through clear expectations and two-way communication between managers and employees.
The document provides an overview of an organization's new Talent Management system that replaces previous performance evaluation processes. The Talent Management system focuses on two parts: profile management, where employees create and maintain their profiles; and performance management, which is an ongoing process that includes setting goals, conducting check-ins, self and manager evaluations. The system is meant to increase employee involvement in their careers and support two-way communication between managers and employees.
[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
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.
The document outlines principles for effective teaching and learning of language. It discusses beginning with clear objectives, encouraging student-set goals, and the importance of motivation. It also emphasizes learning as a social and integrative process that incorporates listening, speaking, reading and writing. A conducive learning atmosphere that encourages active participation and handles errors tactfully is important. Learning should be an active, reflective process where students construct their own meaning and make real-world connections through performance-based assessment.
Dokumen tersebut membahas tentang sistem ekskresi manusia khususnya organ ginjal. Ginjal berfungsi menyaring darah, mereabsorpsi zat berguna, dan menambahkan limbah untuk dikeluarkan dalam bentuk urine. Ginjal terdiri atas tiga bagian yaitu korteks, medula, dan pelvis yang masing-masing memiliki peran penting dalam proses pembentukan urine.
In this panel, we take a look at:
- Finding the Right Tools and Technologies: With so many mobile recruiting point solutions and platforms to choose from, selecting the right technology can be critical. We’ll look at some of the products and providers on the market and best practices for vendor selection and implementation.
- Social Media & Mobile Engagement: We’ll hear some of the best ways to engage candidates and amplify your message on social media, as well as how technologies like SMS and mobile-enabled CRM capabilities are changing the way employers engage with candidates on the go.
- Mobile Metrics & Measurement: Learn different approaches for measuring, analyzing and reporting mobile recruiting results as well as the critical success metrics and benchmarks established by the early adopters – and their employers – on the panel.
- Mobile Strategy: Learn how to build mobile into your existing processes and workflow, and optimize existing systems and solutions while incorporating mobile into your current talent acquisition strategy.
Kontagent: 2013 Mobile sophistication & strategy study May 2013Brian Crotty
Most companies have responded to the growth in mobile with ad-hoc development instead of a complete mobile strategy. Not surprisingly, mobile-first organizations are more advanced than mobile mainstream counterparts, with only 25% having a well-defined mobile strategy. Additionally, more than half of respondents rated their mobile sites below average. The study found that mobile readiness and data savviness are keys to success, but most organizations have room for improvement in these areas.
RECRUITMENT CHALLENGES AND HOW TECHNOLOGY ENABLES RECRUITERS TO OVERCOME THEMhire me
Now that recruitment is 100% digital, it’s important to utilize mobile technology into your recruitment process to reach and engage more candidates. With 9 out of 10 job seekers using their mobile devices to search for open job positions, mobile recruiting is a critical element in a company’s recruitment strategy and process.
Mobile technology is enabling recruiting and staffing firms to empower their sales and account management teams. Having mobile access to applicant tracking systems (ATS) and customer relationship management (CRM) tools allows account managers to spend more time with clients, access up-to-date candidate and job information during meetings, and enter new jobs and notes from client meetings in a timely manner. While recruiters may not fully utilize mobile capabilities currently since they work primarily from offices, mobile access provides flexibility that could help recruiters perform tasks outside of regular hours. However, many firms have yet to adopt mobile solutions due to limitations in functionality, usability issues in moving desktop systems to mobile, and resistance from experienced recruiters accustomed to older methods.
The document summarizes key findings from a survey of 332 professionals regarding enterprise mobility programs. Some of the main findings include:
- More than 1/3 of programs are rolling out apps to over 5,000 users, while another 1/3 are rolling out to under 1,000 users.
- Improved business processes and increased user satisfaction were the top benefits sought from mobility investments.
- Productivity apps and field service apps were seen as having the greatest impact on productivity and ROI.
- Security was the top challenge cited, followed by determining ROI and lack of budget.
- Over half of respondents had little or no visibility into important app usage metrics.
- Developing apps for core business processes and improving
Transforming Customer Engagement in UtilitiesRNayak3
Most utilities don't have to compete to gain and keep their customers, each utility company must design a customer engagement model that works best for it
[Report] 2017 Recruitment Media Benchmark ReportAppcast
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/
This document summarizes a study conducted by Forrester Consulting on behalf of Phunware regarding mobile application development among midsize companies. The key findings were: 1) Providing basic mobile app features is not enough, customers expect new value-adding features; 2) Many midsize businesses lack tools to customize mobile experiences; 3) Most midsize businesses face challenges building a business case for mobile app investment due to inability to measure usage and decide on features. The document also provides recommendations for companies to focus on meeting specific customer needs with mobile apps and designing a strategic roadmap.
70% of Candidates Use Mobile Devices to Search for Jobs… Will They Find Yours?Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/70-of-candidates-use-mobile-devices-to-search-for-jobs-will-they-find-yours/
Job seekers are leading the way when it comes to mobile adoption; a recent survey showed 70% of all candidates, including 65% of those already employed, reported using their mobile devices to search for job opportunities, citing convenience and availability as their most common reasons. Employers have struggled to adopt and execute mobile recruiting strategies. Browser incompatibility with recruiting software, difficulty capturing applicant information, and poor candidate experience are just a few of their challenges.
With Talemetry, employers can turn the ATS they already have into a mobile recruiting platform that candidates can really use, making recruiters more effective and efficient to decrease time-to-fill and cost-per-hire.
In this webinar, you will learn how Talemetry can help:
- Create mobile-friendly career sites with consistent brand environment and user experience across devices
- Enable applicants to apply for jobs directly from their mobile devices using their LinkedIn profiles, increasing applicant flow and improving talent pipeline
- Reach more candidates faster in real time
- Provide a scalable platform that integrates with your enterprise applicant tracking system
website: www.talemetry.com
blog: www.talemetrytoday.com
Digital Transformation for Utilities: Creating a Differentiated Customer Expe...Cognizant
Utilities stand to reap large gains in customer-service efficiencies and user experience satisfaction by adopting a mobile-centric approach with apps that cover a wealth of transactional and engagement features.
Candidates are spending more time looking for jobs on their mobile devices, but most employers aren’t capitalizing on this trend. In this presentation, LinkedIn's Vaibhav Goel and Sachit Kamat show you how the mobile environment impacts job postings and what you need to be successful with mobile job seekers.
Subscribe to our blog: http://linkd.in/18yp4Cg
Follow our LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Bring Agility in your Customer Service through Low code adoption and improve ...LCDF
Bring Agility in your Customer Service through Low code adoption and improve customer engagement.Creating Frictionless Customer
Service Applications with a Modern Development Platform.
Why companies should care about e-care, Digital customer service is now a strategic imperative, but its adoption is hampered by weaknesses in delivery strategies and incomplete measurement of its effectiveness
[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!
ROB'S JOBS
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This document discusses the growing importance of mobile applications for businesses and consumers. As communication through mobile devices increases, having a mobile strategy and mobile apps is essential for business success. The document outlines key mobile trends, such as the rise in smartphone usage and mobile interactions. It then discusses how businesses can use mobile apps internally for tasks like sales and externally to better engage customers. The document also explores best practices for developing successful mobile apps, such as planning, design, testing and support.
Mobile apps in the transportation industryAlex Zaltsman
InnoviMobile outlines use case for mobile apps in the transportation industry such inefficiencies in reporting hours of service, vehicle to vehicle communication, driver shortages, the "deadhead" problem, supply chain optimization, and workforce assistance applications.
White paper the 4 key reasons 70 percent of telco digital transformations fai...Martin Kievit
Within this white paper we zoom in to why Telcos struggle to deliver successful transformation programmes.
What is it they do wrong and how could they prevent this.
We also look into the different approaches Telcos take when it comes to technology and implementation partner choices
Mobile Recruiting effectiveness - IRS ReportGheethu Joy
This document is an independent research study report submitted by Gheethu Maria Joy to fulfill the requirements for a Master of Business Administration degree from Cochin University of Science and Technology. The report examines the effectiveness of recruitment apps among potential job applicants who are students at selected colleges in Kerala. The study was conducted under the guidance of Dr. Sam Thomas. The report includes sections on the declaration, acknowledgements, table of contents, executive summary, literature review, research methodology, data analysis, findings, conclusions, and references.
New Standard for Customer Contact Performance
The world of customer contact was already changing dramatically. New channels were altering the way brands interacted with customers.
Automation was redefining the role of customer
engagement employees.
Cloud solutions and generational shifts were reshaping conceptions
about the traditional contact center environment.
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Tim Sackett's webinar presents simple strategies to start 'attracting' talent to your organization.
[Webinar] What is Programmatic Job Advertising?Appcast
This document discusses programmatic job advertising and its advantages over traditional recruitment advertising methods. It begins with an overview of the history of recruitment advertising and how it has evolved from print ads to digital ads online. It then explains what programmatic advertising is, how it works through automated software, and its benefits like more even budget distribution and expanded audience reach. The document also provides examples of client success stories seeing reduced costs-per-hire and better performance through using programmatic approaches. It concludes that programmatic advertising will continue growing as the dominant approach for online recruitment advertising.
[Webinar] The Second Wave of Recruitment MarketingAppcast
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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.
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[Webinar] How Contingent & Gig Recruiters are Generating New Talent SuccessAppcast
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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.
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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.
[eBook for Job Sites] Expanding your Job Site to Include a Pay-for-Performanc...Appcast
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The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
2. Consumers today use their mobile devices for everything; to check social
updates, verify their bank balance, talk to their kids and see how the
weather is going to be. It’s no surprise that consumers are using their
phones in their job search.
But there’s a problem. In every other interaction, the consumer touch
point has improved when moved to the mobile device. Processes have
been rethought, and they have gotten better. Right now, it’s a lot easier to
check your bank balance on your mobile phone than through a desktop
web browser.
That has not happened in recruitment. Our data, gained from a
longitudinal study of every major applicant tracking system in 15 different
industries, reveals a startling statistic. For every 100 candidates who click
through from a job advertisement to a recruitment portal on a desktop
device, eight will complete an application. For mobile click-throughs, the
completion figure is just 1.5%.
What this data is telling us is that while the rest of the consumer world
has kept pace with mobility, and changed with mobility, recruiting has
not. For hiring managers and recruiters, the mobile disconnect is costly.
Today’s advertising models charge recruiters each time an applicant clicks
on a job advertisement, regardless of what the job seeker does next.
When completion rates are low, applicant sourcing costs are
commensurately high.
The business case for improving mobile recruitment platforms is
compelling. Data hints at a growing wave of mobile candidates who want
quick, easy application processes. They are not finding them. The
purpose of this white paper is to cut through the misinformation and give
a definitive assessment of what works for mobile users, what doesn’t
work, and why.
In our conclusion, we provide guidance for you to make the necessary
changes to your own mobile recruitment processes and achieve a
measurable return on investment.
I do hope you find it useful.
Mobile Recruitment Strategy 2015
2
Chris Forman,
Founder and CEO
of Appcast
3. Mobile Recruitment Strategy 2015
3
In 2014, 50% of job applicants
used their mobile phone to
search and apply for jobs.
Executive Summary
Introduction: Mobile is Changing
the Recruiting Game
Only 1.5% of job seekers who use a mobile phone to click through
from a job advertisement to a corporate careers site complete a job
application.
Lengthy, complex and time consuming applications act as a barrier to
mobile applicants. Applications that take more than 15 minutes to
complete experience a 365% degradation in completion rates.
Most of today’s recruitment advertising models work on a
cost-per-click basis. The low mobile completion rate means that
recruiters are paying for applicants who abandon their application,
driving up recruitment costs.
Considerable cost savings can be made by changing the application
business process to a “need to know” model.
Recruitment and advertising technology is swiftly changing to address
the mobile revolution.
The mobile explosion is changing the recruiting game. In 2010, only 10%
of job applicants used their mobile phone to search and apply for jobs.
By 2014, that figure had risen to 50%.
With the seismic shift towards mobile-savvy job-seekers, recruiters face a
stark choice. They must either strategize for radical change or
compromise their ability to compete for talent.
This white paper looks at the challenges faced by human resources
professionals in the wake of the mobile revolution. Using data gained
from studies of over 500,000 applicant tracking systems, it takes an
in-depth, data-driven look at the harsh impact the mobile application
process has on recruiting costs and outcomes. It then considers how
new technologies will help human resources professionals control
mobile sourcing costs while still recruiting with maximum efficiency.
4. In the retail, sales and technology sectors, just 1% of mobile
applicants complete a job application.
In the aircraft manufacturing, consulting, staffing and insurance
industries, the mobile click-to-apply ratio drops to 0%.
Mobile Recruitment Strategy 2015
4
The advent of mobility means
that applicants can apply for
any job, from anywhere, at any
time.
Job Seeker Attitudes Toward Mobile
Recruiting
Figure 1: Click-to-apply ratios by device
30 employers, mixed ATS. April/March 2014.
The advent of mobility means that applicants can apply for any job, from
anywhere, at any time. With new technologies, candidates are able to
click through from a job advertisement to the recruiter’s careers portal,
apply to that opening and receive confirmation of the application from a
single mobile device.
Yet job seekers clicking through on a mobile device are far less likely to
complete a job application than those applying on a device with a built-in
keyboard, as Figure 1 shows.
8.25%
ALL DEVICES
1.50%
MOBILE DEVICES
5. 10.6% of people complete a job application that asks fewer than 25
questions, as Figure 2 shows.
That figure drops by half (5.7%) when the application asks 50
questions or more.
9.8% of people complete an application that is shorter than five pages
in length.
The ratio degrades to just 5.8% when the application is longer than 15
pages.
Mobile Recruitment Strategy 2015
5
67% of job seekers
do not apply from mobile
because they can’t upload or
edit a resume from their
phone.
Barriers to Mobile Completion
Figure 2: Click-to-Apply Ratio: # of Questions
Mobile applicants experience a number of barriers that lead them to quit
before completing a job application. Some of these barriers are platform
issues. Without a radical change in technology it will remain almost
impossible for candidates to upload their resumes via a smart phone.
But even if recruiters circumvent the platform limitations, for example, by
giving candidates the ability to link their application with their LinkedIn
profile, mobile click-to-apply degradation would not be solved.
One-form information requests, which collect every piece of data a
recruiter might potentially need, regardless of the requirements of the
job, are the primary cause of job seekers quitting part way through an
application.
12.00%
14.00%
# of Questions
1-25 26-50 50+
10.00%
8.00%
6.00%
4.00%
2.00%
0.00%
10.60%
7.51%
5.68%
6. Mobile Recruitment Strategy 2015
6
Applicant rates drop by a
staggering 365% if an
applicant takes more than 15
minutes to complete.
Figure 3: Click-to-Apply Ratio: Time
The most significant metric is the time it takes a candidate to complete
an application. Application rates drop by a staggering 365% if an
application takes more than 15 minutes to complete.
Fundamentally, the small screen exacerbates existing problems within
the application business process. Recruiters must streamline the way
they ask questions and the questions they ask job seekers in order to
keep abreast of the demands of mobile users.
Why Mobile Completion Rates
Matter
Shifting toward a “need to know” process model, where only essential
questions are asked of job-seekers, will impact two areas: talent and
cost.
Talent
Speed of hire processes are essential if the employer is to remain
competitive in today’s aggressive job market. In theory, comprehensive
data collection allows human resources professionals to quickly screen
out individuals who do not have the required skills and experience.
12.00%
14.00%
# of Minutes
1-5 6-15 15+
10.00%
8.00%
6.00%
4.00%
2.00%
0.00%
12.47%
3.61%
6.97%
7. Mobile Recruitment Strategy 2015
7
“That’s okay. We save money in
the long run. It’s more efficient
to screen people out up front!”
Hiring managers report administrative efficiencies when adopting
application processes that pre-screen candidates. In some industries,
this argument is fair.
Compare these figures with data from the healthcare and technology
sectors:
In retail, the number of mobile job applicants is NOT sensitive to the
complexity of the job application. However, significant drop off does
occur in the healthcare and technology sectors. In today’s job market,
does anyone want to screen out applicants in healthcare and
technology?
One application we reviewed in the retail sector requiring the
completion of 25 fields experienced a similar click-to-apply ratio
(3.75%) as an application requiring the completion of 108 fields
(3.70%).
Also in retail, an application that took just 7 minutes to complete
experienced an almost identical click-to-apply ratio (3.75%) as an
application that took 30 minutes to complete (3.72%).
In healthcare, one application comprising 81 fields set out over nine
pages achieved a 2.81% click-to-apply ratio. A second mobile
application comprising just 23 fields set out over two pages achieved
an 8.28% click-to-apply ratio; almost a three-fold increase.
Technology follows a similar pattern to healthcare, as Figure 4 shows.
Figure 4: CTA ratios by application length
Industry # of fields # of pages Time (mins) CTA
Technology 146 9 21 3.70%
Technology 16 1 7 4.71%
Technology 10 1 2 7.53%
Technology 10 1 2 8.00%
8. The sourcing cost-per-applicant is $5 when 10% of click-
through candidates complete an application;
It follows that:
A fifteen minute apply process would cost the recruiter
$43,000 in advertising spend.
A five minute apply process would cost the recruiter
$24,000 in advertising spend.
The sourcing cost-per-applicant is $50 when only 1% of
click-through candidates complete an application.
Mobile Recruitment Strategy 2015
8
Every question eliminated from
the application reduces
applicant sourcing costs.
Cost
Today, most recruitment advertising platforms charge on a pay-per-click
basis. Under this model, recruiters pay each time a job-seeker views their
job advertisement and clicks through to the employer’s recruitment
portal, regardless of what the job seeker does next. If the application
process is not optimized for mobile use, and the job seeker abandons
the application, the recruiter experiences zero return on their
investment.
If we assume that:
The business case for improving the mobile candidate experience is
compelling. Figure 5 shows how sharply the cost-per-applicant rises, the
more time the application takes to complete. The cost hike is entirely due
to rapid drop off in completion rates.
Bluntly put, every question eliminated from the application reduces
applicant sourcing costs. Using the average sourcing costs per applicant
specified by our research (as shown in Figure 5), and assuming 200 hires
with 30 applicants per hire, we can extrapolate that:
Recruiters can achieve $19,000 in direct savings, simply by reducing the
mobile application time from 15 minutes to 5 minutes.
9. Figure 5: Long applications = Higher costs
$12.00
$14.00
$16.00
# of Minutes
1-5 6-15 15+
$10.00
$8.00
$6.00
$4.00
$2.00
$0.00
$4.01
$7.17
$13.85
Mobile Recruitment Strategy 2015
9
Rules-based media buying lets
the recruiter specify their own
financial parameters and
smartly engineer the allocation
of job advertisement spend.
The Future for Mobile Recruitment
Recruitment media is changing and this will have a profound impact on
hiring managers, and their budgets, over the next few years. In the future
we expect to see greater partnership between employers, job boards
and technology providers to improve recruitment outcomes and yields.
Attracting Candidates: “Rules-Based”
Buying Versus “Site-Based” Buying
Recruiters are still making strategic decisions about where to place job
advertisements to attract the best candidates. This is out of kilter with
consumer advertising, which has embraced the efficiencies and
transparency of big data.
Big data and its companion, big analytics, keeps tabs on web users
through their dialogues within the digital ecosystem. By tracking their
browsing preferences across a range of sites, advertisers can target
advertising to and for the individual consumer, ensuring relevance for
the consumer and revenue for the advertiser. The key idea here is that
artificial intelligence makes better placement decisions than people to
improve marketing ROI. It is predicted that programmatic media buying
will have a profound effect on the way that hiring managers advertise
and track applicant sourcing spend.
10. Mobile Recruitment Strategy 2015
10
Programmatic ad buying puts the right advertisement before the right
audience at the right time. This brings tight focus to recruitment
strategy and high yields on advertising spend.
Big data can target or retarget the desired audience across the web,
wherever they may be. Facebook, for example, has unveiled plans to
harvest the bountiful data it holds on account holders and sell
personalized advertising based on the recipient’s information. Web
users will receive targeted ads whether they are checking their social
media updates or checking the weather.
Thus, job advertisements will have a wider reach, attracting a passive
audience who might not actively search job boards. In an aggressive
job market, smart data lets recruiters renew their focus on targeting
the already employed to provide them with a competitive talent
advantage.
Rules-based media buying lets the recruiter specify their own financial
parameters and smartly engineer the allocation of job advertisement
spend. For example, the recruiter could set a rule that shuts down job
advertisements once they attract a certain number of applications,
and redirect the advertising spend toward the jobs that have too few.
This ensures that budget dollars are focused on hard-to-fill vacancies
that need applications.
The cost implication is significant. We looked at over 211,000 applications
across 15 companies and grouped the jobs by the number of
applications each job received. As you can see from Figure 6, the jobs
openings in Group E received an average of 72 application per job.
Despite there being more than twice the number of jobs on offer in
Group A, that group received no applications. This equates to a zero
return on the recruiter’s investment for jobs advertised in Group A.
Rules-based buying hones, quite precisely, what is done with the big data
and lets recruiters retain tight control over their inventory. The inherent
efficiency of the system means less cash output in terms of advertising
dollars for greater reward.
Rules-based buying lets
recruiters retain tight control
over their inventory.
11. Mobile Recruitment Strategy 2015
11
A 0 - 5,754 12.5%
B 146 9 13,517
Figure 6: Employers will benefit
GROUP APPS/JOB APP COUNT JOB COUNT % AVE APPS MEDIAN APPS
29.4%
C 16 1 8,239 17.9%
D 10 1 15,506 33.8%
E 10 1 2,925 6.37%
0
2.32
6.34
17.00
72
0
1
6
15
58
Measuring ROI: Cross Platform
Tracking
Currently, a job seeker who views an advertisement on their mobile
device but applies for the job later that day through the recruiter’s career
portal from their desktop will have their application tracked as originating
from the corporate careers site rather than the original source. This is
because applicant tracking systems cannot associate the multiple
devices a perpetually connected job seeker might use during their job
search.
Analytics platforms are now tying together the various devices people
use to browse the web. Rather than being logged as a unique visitor on
each device he uses, the job seeker will show as a single user and their
progress tracked through the application process from device to device.
It is expected that cross platform tracking will raise the low click-to-apply
ratio for mobile devices and dramatically improve the return on
investment of job sites.
Conclusion
There is no doubt that the mobile explosion does, and will continue to,
have a profound impact on the recruitment process. The challenge now
is for recruiters to provide a seamless application experience between a
mobile device and an online recruitment portal.
The analytics and ‘rules based’ buying that comes with these new models
will preclude 36% of applies going to 6% of jobs... while 12.5% of jobs
don’t get a single apply.
12. Mobile Recruitment Strategy 2015
12
The challenge is not just a technology issue. Complex recruitment
processes deter mobile applicants. The data shows a built-in business
case for streamlining the questions asked of job applicants, and the way
that recruiters ask them. In a low supply/high demand recruitment
environment, where the talent pool is mobile-centric, recruiters can
double applications and slash recruitment costs by creating a better
mobile apply process across the board.
In the future we expect to see greater partnership between employers,
job boards and technology providers. As recruiters look to implement
more focused advertising delivery strategies, big data and analytics will
be used to create personalized experiences that will yield significant
lifts in conversion.
Recruiting with Appcast
On January 1, 2014, StartDate Labs launched Appcast™, the industry’s
first pay-per-applicant job ad exchange. Appcast allows talent acquisition
leaders to focus their recruitment advertising budgets more efficiently by
charging only when a job application is completed on an employer’s
corporate career site.
Appcast brings advanced programmatic online ad buying to the human
recruitment capital market. Above and beyond the pay-per- applicant
pricing model, Appcast’s ‘rules-based buying’ engine delivers great
applicants to the recruitment portal and ensures budget dollars are
focused exclusively on hard-to-fill or critical vacancies that need
applications.
Already utilized by many leading companies, Appcast is focused on
maximizing the efficiency of recruiting ad spend in a streamlined, user-
friendly way. Hiring managers set the rules on how they wish to sponsor
jobs and how much they are willing to pay. There are no minimum
budgets or long-term contracts.
To learn more about Appcast and sign up for a demo, visit:
http://www.appcast.io
In the future we expect to see
greater partnership between
employers, job boards &
technology providers.