Talent Attraction in a Google For Jobs world Richard Collins Co-Founder
ClickIQ: Automated Talent Attraction Technology Uses AI and Programmatic technology to automate, manage and optimise performancebased recruitment advertising. Multi-award-winning: Onrec 2018 Best Technical Innovation. Global Recruiter: Best Innovation 2018 UK based, independent and private equity backed.
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5 Key recruitment trends and how technology can help adapt your Talent Attraction Strategy
Trend 1: Media changes and increased complexity 1. Google for Jobs launched. 2. LinkedIn launched Talent hub / Insights 3. Recent Indeed acquisitions: Glassdoor - $1billion Workopolis, Resume.com. 4. Facebook Jobs launched. 5. Rise of networks eg Ziprecruiter, JobG8 and Stepstone merges Total and Jobsite 6. Microsoft acquired GitHub and Bing for Jobs - coming soon?
What Does the Future Look Like? 1. The big 4 dominate 2. Move to performance buying CPC/CPA 3. Programmatic Automation 4. Rise of the ecosystem 5. Network buying 6. Increasing consolidation
Need to adapt Your Media Attraction Strategy Just posting jobs and hoping for the best is no longer enough 1. Google: Google for Jobs compliant, start of applicant journey 2. Indeed: Active job seekers 3. LinkedIn: Active Sourcing, white collar, Expensive 4. Facebook: Passive sourcing, blue collar, conversion issues 5. Job boards: Networks to extend reach for Apply ready jobseekers, and reduce CPA
Allocate Spend in Proportion to Difficulty
Trend 2: Move to Performance Buying Reach Without Risk Google, Indeed, LinkedIn and Facebook all work on a performance basis. Increases reach significantly without additional cost. Network media: Groups of job boards come together in networks to compete with larger players, often via third party sales houses. Single point of media buying and management across multiple job boards.
Use Automation Technology To Optimise Spend All of the major players work on a pay-per-click basis - you will need software to manage and optimise it. Rules based systems, combined with predictive analytics, real-time data and programmatic buying to create individual marketing campaigns around individual jobs.
Trend 3: Candidate shortages 1. Economy at full employment 2. Brexit 3. Candidate shortages in key skill areas
Target Passive Job Seekers With Social and GDN Facebook and Google Display Network have some great tools to target audiences. Active Sourcing Automatic CV database/talent pool searching eg Opening.io, Google But remember passive job seekers may not have a CV ready to go and are probably on their mobile.
Trend 4: Change in working demographic Millennials, Gen Z, and Gig economy and blue collar workers 46% of workers will be Millennials by 2020 and 20% will be Gen Z Use mobile and social media Don t like traditional application forms or job boards Often apply out of hours Freelancers and Gig economy will be the majority of workers, by 2027 Changing expectations - consumerisation
Enter the Chatbots Able to convert from passive channels and mobile Better ROI on ad spend through experiential marketing - candidate focused conversion The best tool for pipelining - 8x better engagement rates
Trend 5: Downward pressure of cost and speed to hire Move to InHouse TA teams Reduce % use of agency hires More efficient media buying Competitive market requiring faster speed to hire Strain on resourcing team headcount
Tech solution: Automation throughout the funnel Deploy automation tools throughout the recruitment funnel. Use of AI.
Conclusions Questions? Richard@ClickIQ.co.uk