Push notifications. Video ads. Mailing lists. Text message alerts.

Today’s avenues for reaching job candidates are more varied than ever before. This potential for reaching candidates in brand new ways allows employers to get in touch with more quality candidates — and faster. Yet, with more possibilities comes more management responsibility. For recruitment marketers without the right tools, this can become overwhelming and tedious. 

This post explains one of the biggest challenges for recruitment marketers as they approach new avenues of candidate sourcing, and how technology can help solve it. But first — a short primer about the current job-seeking landscape. Recruitment marketers must have a keen knowledge of how today’s candidates search for employment.

Understanding the modern-day job search.

Today’s job candidates value choice in their activities, and the job search is no exception. A decade ago, job boards functioned as the primary means of connecting with candidates. Today, they represent just one piece of the sourcing puzzle. Social media channels, search, email newsletters, programmatic ads, and various types of alerts serve as major opportunities for employers to reach candidates. 

Consider all the combinations of devices, platforms and digital media that candidates may interact with on a daily basis. Recruitment marketers who best understand these avenues — and can use them resourcefully — are those best equipped to unlock significant potential in candidate sourcing. 

Candidates today exhibit unique behaviors, such as:

• Heavy smartphone reliance: At least 38% of daily media interactions happen on smartphones.
• Multi-screen use: Because mobile devices are “always around,” they can be in use simultaneously alongside a desktop, laptop, or TV. 
• Reachable via notifications and alerts: Job boards, for example, are now sending text and messenger alerts about new positions.
• Cross-media activity: A candidate who listens to podcasts, browses social feeds, and watches subscription video is “hyper-reachable” via programmatic advertising — even as a passive job seeker. 

That brings us to an important distinction: the difference between active and passive job searching. Active job seekers may spend time perusing job boards or initiating relevant searches, whereas passive job seekers may be open to opportunities without taking concrete steps (and therefore, are more likely to be reached via ads, social or other media). Knowing which channels reach both types of job seekers is a key part of successful audience expansion.

The Challenge: Managing multiple distribution channels can be tedious and inefficient. 

With so many combinations of contexts and channels, how can recruitment marketers expect to keep up? Managing multiple sources at once — without any method of unification — has its downsides. 

A great deal of time is required, both upfront and for maintenance. It takes effort to set up and run each channel effectively. Moreover, it’s difficult for recruitment marketers to derive holistic insights from multiple channels in ways that make sense for a given campaign. 

Solution: A unified platform maximizes audience reach and campaign efficiency. 

Managing candidate sourcing channels manually can quickly become a time sink — or worse yet, a drain on resources. This begs the question: Why make the attempt at all? 

Fortunately, unified platforms bring relief to any ensuing clutter or chaos as recruitment marketers take on more inventive ways to reach candidates. Perhaps the biggest (and least quantifiable) benefit of a unified platform is that it helps reduce impediments to innovation.

That being said, there are plenty of immediate and measurable benefits. TMP Programmatic Jobs, for example, brings job ad management all together in one place; that means ads from job boards, display, social, and all other relevant candidate touchpoints can be monitored and optimized with minimal effort. This makes it easier than ever for recruitment marketers to reach both active and passive candidates across the entire web.

Features that make this possible include:

• Multi-channel sourcing integration. Monitor traffic from job boards, alerts, emails, and all sources.
• Custom integration with trusted publishing partners. Access the right media and an extended network across the TMP Programmatic Exchange, plus integrate job boards that aren’t a part of this network through TMP Programmatic Direct. 

Bottom Line: Recruitment marketers can streamline their workflow and reach candidates at scale using just one platform.

There’s the manual approach, and then there’s the approach of using just one platform that gives access to 95%+ of relevant candidate audiences. TMP Programmatic Jobs is a platform that leaves no room for competitors to gain the talent advantage.

Integrating all the varieties of devices, channels, and media into one dashboard, TMP Programmatic automates the most challenging aspects of a recruitment marketer’s daily tasks. 

Streamlined management of channels makes room for game-changing audience expansion — and that’s something every employer should be striving for in today’s competitive hiring climate. 

Our unified platform, augmented by rich data and deep industry expertise, is revolutionizing how employers attract and hire the talent they need. Want to see what we can achieve together? Connect with us today.

• About the Author
• Latest Posts

About Spencer Parra

Spencer Parra is the VP of Product Management for advertising and data products at Radancy. In that capacity, Spencer and his team of product managers, program managers, data scientists, and data analysts work to develop products in a data driven mindset. As the leader of Advertising products, he works to bring a holistic full funnel approach to Radancy’s advertising technology stack with Programmatic Jobs at its foundation. Through data products, he tells the story of media performance via Radancy’s Metrics Gateway and helps ensure data is democratized through Radancy’s unified platform. Spencer came to Radancy from the Perengo acquisition in mid 2019 where he served as Lead Product Manager and a member of the founding team. With Perengo, he worked towards the vision of leveraging the same rigor and concepts from ecommerce advertising technology to the recruitment advertising space. Prior to Perengo, Spencer launched and supported in-app advertising products at Criteo as a solutions engineer. Spencer holds a B.S. in Aerospace Engineering from the Massachusetts Institute of Technology.

• 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