When the pressure to hire is on, it can feel like you have to sacrifice quality of hire in order to fill the recruiting funnel and hope there are enough quality candidates coming through.
But quantity and quality of hire don’t have to be separate focus areas; with the right approach, you can rise to the requirements of your talent acquisition goals, no matter how demanding, while constantly improving your quality of hire at the same time.
Enter AI-based programmatic job advertising.
With the mix of your strategy and AI-based programmatic job advertising, you’re able to promote your jobs to match your quality of hire criteria (and help eliminate bias), building a diverse, high-quality talent pipeline for today and tomorrow.
Read on to learn more about how this can support your goals.
Rally Note: To learn even more about improving the quality of candidates, download our How To Guide, Talent Attraction Strategies that Improve Quality of Hire.
The AI-based programmatic job advertising advantage
Programmatic job advertising platforms learn where to promote your jobs the same way as you do but much faster, more efficiently, with much more information at their disposal and with less bias.
Instead of manually checking to see which sources are producing the most applicants, allocating more budget to those sources, testing which job titles resonate with which audiences, making sure jobs reach a diverse applicant pool and performing the myriad other tasks involved in refining your job ads, you can trust AI to do this process more quickly and effectively.
AI technology helps job advertising automate and expand the process, giving talent acquisition teams a competitive advantage over posting job ads manually.
This is why AI-based programmatic job advertising technology offers such a competitive advantage for talent acquisition teams. If you’re advertising programmatically, your strategy is based on so much more information and making educated decisions so much quicker than employers advertising manually. In fact, companies using programmatic advertising are 2 times more likely to improve time to fill and 3 times more likely to improve the quality of their sources, according to Aptitude Research.
The best part is that this improvement never ends; AI technology is always taking in more information, learning and automatically adjusting your job advertising settings to perform optimally. This also happens with little-to-no involvement required by you, freeing up your time to focus on other recruiting and marketing responsibilities.
When using programmatic job advertising with AI technology to place and optimize job ads, you are able to save time and focus on other recruiting and marketing efforts.
It’s important to emphasize how AI technology will optimally place your jobs, as it touches on benefits of programmatic advertising beyond just the number of candidates reached. Ideally you want to reach as many candidates as possible, from all kinds of backgrounds and demographics, but within this, you want the candidates you’re reaching to meet your quality criteria. So as you evaluate programmatic job advertising platforms look for how they can assure quality of hire, including:
- Asking questions to candidates who explore your job ads to make sure that their core values align with yours and to ensure that the candidate is a good fit
- The option to include in your ads a brand video or employee story
- Source diversification to help you expand your reach to more qualified candidates
- Personalized self-nomination capabilities to encourage adoption and provide better metrics on the diversity of their applicant pool by source.
Rally Note: Check out our webinar, New Ways Conversational AI and Automation Help You Hire Faster, for even more strategies for utilizing automation and AI to attract, convert and hire quality candidates faster.
Eliminating bias
According to the Aptitude Research State of Programmatic Job Advertising Report, 28% of employers who use programmatic advertising say it improves diversity sourcing.
This technology helps eliminate bias, as even the best recruiters (whether they mean to or not) inject their own bias into their recruiting efforts. Software, on the other hand, does not. It only knows to achieve your recruitment goals as cost efficiently as possible, taking in new information all the time without running it through a biased filter and adjusting accordingly.
—————
The bottom line is that programmatic job advertising is an important technology for every talent acquisition and Recruitment Marketing team to consider. It helps you reach more candidates, improve the quality of candidates you reach, spend your budget more effectively, reach a more diverse talent audience and free up time for you and your team to focus on other ways of attracting and engaging with talent. If that doesn’t sound like a competitive edge, we don’t know what does!
For even more pro tips and examples for how you can use programmatic job advertising to improve quality of hire, download our How To Guide, Talent Attraction Strategies that Improve Quality of Hire.
