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Helping Staffing Firms Fill More Open Job Orders, Faster and More Cost-Effectively
Mandy Wittschen · Jul 9, 2019
Haley Marketing Announces New Programmatic Job Advertising Services, Publishes Free Guide to Programmatic Advertising
In an increasingly complex and unpredictable recruiting landscape, Haley Marketing, the largest website development, social and recruitment marketing firm serving the temporary staffing and executive recruiting industries, has launched new programmatic job advertising services and published their free Guide to Programmatic Job Advertising.
Competing in an Increasingly Complicated Job Advertising Landscape
Loss of organic traffic from Indeed, nationwide unemployment at 3.6%, a proliferation of job boards and aggregators, advances in technology, and changes in job-seeker behavior have made recruiting more complex and challenging than ever for staffing professionals. Traditional job advertising methods are no longer efficient and deliver unpredictable results.
Advertisers in other industries already use programmatic advertising to address problems like these. U.S. advertisers are slated to spend nearly $60 billion on programmatic display in 2019, and by 2021, nearly 88% of all digital display ad dollars ($88 billion) will transact programmatically. Adoption has been much slower within the staffing and recruiting industry, however. With less than one-quarter of firms currently using a programmatic approach, those that do employ the technology have a marked competitive advantage.
Haley Marketing’s performance marketing experts launched new programmatic job advertising services to enable staffing companies to capitalize on this critical opportunity. Using machine learning and rules-based bidding, these services optimize job distribution and spend to deliver the ideal mix of candidates for open job orders, and fill high priority jobs, faster.
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Also relevantServicesArticle
Programmatic Job Advertising for Staffing
Haley Marketing
Programmatic Job Advertising
Programmatic Job Advertising for Staffing | Haley Marketing
Get more ROI from your staffing job ads with programmatic management that uses data, testing and ongoing optimization to drive more applications.
Recruitment Marketing — Programmatic Job Advertising
Get more ROI from your job ads.
Make smarter decisions about where—and how—you advertise your jobs. We manage your job advertising to help you generate the quality and quantity of applicants you need without overspending.
Review My Job Ad Spend
See campaign results →
We were burning through our Indeed budget with nothing to show for it. Haley rebuilt our programmatic strategy and our cost per application dropped 35% in 60 days.
Director of Recruiting, Mid-Size Industrial Staffing Firm
What's included in Programmatic Job Advertising
Is Programmatic Job Advertising the right fit?
For staffing firms that want more control over job advertising spend—and better insights to guide where those dollars go.
Explore Career Sites →
How Programmatic Job Advertising works
Make every advertising decision with better data—then keep testing and adjusting to improve performance.
Review Your Current Advertising
We examine your jobs, recruiting priorities, current advertising spend and where your applications are currently coming from.
Put Your Budget Where It's Needed
Determine where to advertise your jobs and allocate more resources to the positions that need the most recruiting support.
Find What Works
Test job boards, job titles and advertising strategies to identify opportunities to generate more applications efficiently.
Keep Improving Performance
Analyze the data and adjust your strategy and spend based on what's producing the results you need.
Programmatic Ads
See results →
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This Will Make You Successful at Programmatic Job Advertising
Haley Marketing · Feb 12, 2019
What will result in success?
With any investment made by your staffing agency, it could be internal hiring, recruiting spend, marketing spend, etc., you think about it. Before signing that paperwork or making that decision to move forward, that question probably pops up.
Considering programmatic job advertising shouldn’t be any different.
It’s a question we are asking to prospects and clients when they inquire about using programmatic software to manage their recruitment budgets. Why? Because if we don’t know what success is before we begin, how are we going to measure success after implementing the strategy and tactic? In three months, six months or a year, confusion sets in as we have a lot of data but no idea if we met the goal of the staffing agency.
Let’s look at three areas where staffing agencies and recruiters can find success when using programmatic job advertising.
(Before you panic, we don’t need answers to all of these areas before starting programmatic advertising.)
Applications (or Interviews) Needed to Fill an Open Position
One of the most common questions we receive when talking to a job board publisher on behalf of a staffing agency is “How many applications does the client need to fill its open position?” There’s a very good thought process behind that question.
When creating an estimate for recruitment spend, job board publishers (think Indeed, ZipRecruiter, Neuvoo, Adzuna, Talroo) will look at the number of jobs requiring sponsorship, as well as the geography and the type of position. The suggested budget per job will be different for a warehouse worker in Texas compared to a nurse in New York City. It will be different for an IT contractor compared to an administrative assistant.
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Improve Your Job Advertising Results and ROI
Mandy Wittschen · Jan 26, 2021
Improve Your Job Advertising Results and ROI
Looking for better ways to increase the ROI of your job advertising spend?
Programmatic job advertising brings these three benefits to each staffing agency that implements the tactic:
- No Annual Contracts
- Automated Posting
- Data to Make Better Decisions
No Annual Contracts
There are benefits to a 12-month agreement. It guarantees a service for a defined period. However, it doesn’t guarantee the results from that service.
Let’s walk through an example.
A staffing agency signs a 12-month contract with a job board in March. It works well for March-June, but in July, something happens. That job board stops delivering. Candidate quality decreases. Candidate quantity decreases.
Your staffing agency is stuck. Less than halfway through a 12-month agreement, and you’re regretting it every day until the end of February.
And job boards make it very easy to lock into those 12-month agreements. Yes, there are benefits. But mainly, it benefits the job board more than your staffing agency.
Avoiding the long-term contract and staying in a month-to-month position maintains flexibility for your staffing agency.
Let’s walk through another example. One that just happened with one of our clients.
A construction staffing agency experiences the down season for job orders in its industry during December. However, they want to be aggressive because they want to fill their pipeline now. They want to get candidates, so the pipeline is filled when they receive more job orders in March and April.
For their recruitment team, we increased the budget for a period of four to six weeks. At the end of that time, we can reduce the spend back to its normal level.
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Getting With the Program(matic)
Haley Marketing · Apr 8, 2021
challenges and goals, our performance marketing specialists recommended a programmatic approach to drive more qualified applications, while maximizing the efficiency of their job advertising spend:
- First, we set up specific campaigns based on the various industries in which they recruited: office/administrative, light industrial, healthcare and security.
- Next, we created distribution and bidding rules to meet the urgency of their recruiting needs. For example, we allocated higher budgets for hard-to-fill, immediate needs.
- Then, we worked with job publishers to find the best solutions for distributing BOS’ jobs. We even found new networks for their jobs, including the Appcast Exchange network (a blind network of 10,000 job sites), neuvoo and ZipRecruiter.
- Once initial job performance data came in, our experts continually refined the program to meet their changing needs and further improve their results.
The Results
Programmatic job advertising has been extremely effective in helping BOS recruit more qualified job seekers – without impacting their cost per application:
Reduced “zero application” jobs from 67% to 3%!
- In the month prior to starting programmatic: Of 92 sponsored jobs on Indeed, 62 received no sponsored applications.
- In the first month of programmatic: BOS Staffing sponsored 66 jobs, and just 2 received no sponsored applications.
Increased total applications by 8% without increasing cost per application (CPA).
- In the month prior to starting programmatic: $7.41 CPA, 6.0% conversion rate
- In the first month of programmatic: $7.49 CPA, 7.1% conversion rate, which led to 53 more applications (8% increase)
Expanded job titles to generate more applications.
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