In part 1 of this article, we introduced programmatic recruiting, which is the idea of taking the recruiting process and optimizing it through technology. The end result of programmatic recruiting is that job ads are placed where they will be most relevant – a result which may change for each role, and may change moment to moment, and gets updated in real time. Today, we’re taking a look at how this differs from our existing recruiting, and we’re also outlining more of the benefits of it.
How is Programmatic Recruiting Different than What We Do Now?
Recruiters already know that there are a wide range of places a job ad could be posted and promoted – each with varying degrees of how targeted that ad will be. Which one is best for any given role can be assessed by a person, and this is probably something you already do. But it can be assessed much faster through technology—especially for organizations that have widely varying needs where they may need to utilize different avenues at different times for different roles.
Programmatic recruiting takes the long assessment time out of the equation by using data and technology to get near immediate answers to what job ad placement and promotion will yield the best results for any given vacancy. It also has the advantage of near-immediate course correction or improvement—something that is next to impossible to do manually.
Benefits of Programmatic Recruiting
For employers considering implementing programmatic recruiting, the main reasons are:
- Faster time to hire. Programmatic recruiting methods get the job ad in front of the right people quickly, which gives the highest likelihood it will be seen by the most qualified candidates right away. This in turn means less time waiting to come back to full productivity after a role becomes vacant.
- Reduced cost per hire. This is a counter-intuitive benefit, because many people assume it will cost more to implement and utilize technology, but that doesn’t need to be the case since the process gets streamlined. Less time and money are spent posting the job in places where the best qualified candidates may or may not see it. This improved efficiency can translate to decreased total costs in the recruiting process.
What has been your experience with programmatic recruiting? If you haven’t tried it yet, is it something your organization is considering?