Recruiters take on more hiring responsibilities than ever before, which leads to busy schedules. This is especially true during times of high competition for talent or when there are crucial jobs to fill.
A typical day for a recruiter might involve any of the following: acquiring new sourcing channels, optimizing campaigns, managing recruitment marketing spend, hiring candidates and keeping an overview of the entire process. Companies rely on recruiters’ management and organizational skill sets to handle all these tasks and bring in the best possible talent.
With so many moving parts and incoming data to analyze, it’s necessary for recruiters to maximize efficiency wherever possible. The most successful recruiters aim to automate many standardized processes in order to focus on the high-value qualitative tasks, such as hiring or process improvements.
Common Challenges in Recruitment and Media Management
A recruitment funnel contains multiple sources and channels through which job seekers begin interacting with hiring teams. Not only must they communicate directly with prospective job seekers and applicants across these various channels, but they also must manage channel performance, pricing and more.
Optimizing sources and channels manually takes full-time organization, leaving very little time for qualitative hiring tasks. Sourcing data is oftentimes siloed and difficult to compare across all channels. Plenty of variables must be taken into account, including whether the data comes from the top or bottom of the funnel, if it’s categorized as first or third party data or even if it’s reliable or not for the task at hand. The disconnected nature of recruitment data makes manual optimization a challenge, since recruiters must look at both the smallest details (e.g. ad clicks) and the largest big-picture metrics (e.g. Employee Lifetime Value).
One thing is certain: recruiters must have a time-efficient way to evaluate all performance data and cost data – the latter of which must be normalized across channels to properly identify which are performing the best. That’s where Unified Management can help.
The Real Benefits of Unified Management
Recruiters have access to an array of tools that make their jobs easier, especially when it comes to aligning various sources of traffic data into one analytics dashboard. This is called Unified Management, and it’s simple to achieve when using a Recruitment Demand-Side Platform (DSP).
Unified Management from a DSP affords plenty of benefits for recruiters, including:
Simple data collection and insights
End-to-end tracking across the job seeker journey can quickly become a mess of various data types from multiple sources. Unified tracking, analytics and insights dashboards make extracting crucial insights an intuitive and simple process. Recruiters not only get a better overview of application funnels and job seeker behaviors, but they can also weigh quantitative data against qualitative data more easily.
Access to a larger audience
DSPs offer access to their own publisher networks, so recruiters can expand reach on advertisements. Coupled with existing ad channels, these new areas serve as a cost-efficient means for maximizing campaigns. Recruiters can enjoy knowing their carefully crafted campaigns are gaining maximum visibility in the right types of audiences.
Automated optimization
Recruiters can breathe easy knowing that a DSP automatically optimizes campaign parameters and pricing, taking into account the data from the entire portfolio of traffic channels. With a wide breadth of data collected automatically, the entire process becomes a “smart” campaign. Job advertisement placing and CPC/CPA bidding are just a few of the areas that automatically get adjusted and optimized based on set targets.
Unified Management is about simplifying, centralizing and optimizing. All of these together help recruiters reduce the amount of time spent on analyzing channel data, setting budgets or placing media – and instead keeps them focused on job interviews, candidate onboarding and recruitment process improvements.
Bottomline: Unified Management through a DSP is a key way for recruiters to streamline their work flow, and make better hires.
Ultimately, saving hours on channel optimization and media planning frees up time for recruiters to focus on what they do best: face-to-face interaction and qualitative tasks. Unified Management is an easy way to achieve this at scale within a hiring team. With automation, simplified data collection and access to larger audiences, recruiters are better equipped to make quality hires, faster.
- TMP Programmatic Jobs: Audience Extension - October 8, 2020
- Radancy’s Programmatic Jobs – Part 3: Business Intelligence - March 18, 2020
- Radancy’s Programmatic Jobs – Part 2: Budgeting Intelligence - February 19, 2020
- Radancy’s Programmatic Jobs – Part 1: Campaign Automation - January 28, 2020
- Putting Candidates at the Center of Your Recruitment Strategy - December 17, 2019
- In Pursuit of Perfection: Using Testing for Conversion Rate Optimization - November 22, 2019
- Job Content 101: How to Optimize Job Ads for Results - November 5, 2019
- Recruitment Automation: How to Automate Applicant Sourcing - October 22, 2019
- Recruitment Analytics 101: How to Collect and Analyze Data for Recruitment Success - September 11, 2019
- Recruitment Funnel: How to Optimize the Job Applicant Experience - August 19, 2019
