Performance-based programmatic ads are becoming an impactful and widely-adopted tool for marketing companies and their clients throughout the world, but it seems that it hasn’t had the same effect in the world of Recruitment Marketing. So, you may be asking yourself, what are strategic options for programmatic advertising for recruitment and job industry?
HELPING EMPLOYERS FIND TALENT FASTER AND MORE EFFICIENTLY
Streamlining Your Advertising For Ideal Candidates
Programmatic advertising in the job market streamlines all of your advertising through a performance-driven system. By doing this, these ads are subsequently streamlining the most ideal candidate for the job, which is what programmatic is designed to do in the first place.
Significant Increase in Job Ad Performance
When employers choose to go through platforms like Indeed and LinkedIn to post a job listing, there is no real control or visibility – you don’t know what’s performing well and what is being seen. You want to be reaching your target audience to fill these job positions, and without programmatic, you don’t know if you’re reaching that desired audience. By utilizing programmatic advertising, employers see a significant increase in how well their job listings are actually performing, with the added bonus of directly reaching their target employee.
No Wasteful Spending
Across the digital and recruiting landscape, advertisers often seek to not only increase performance, but to cut costs as well. With ATF’s Campaign Audience Retargeting offering within programmatic, we make that possible. Employers can retarget users who saw one of their ads and reach them with different creative types. Drive higher performance and decrease total campaign costs by blending creative types and increasing unique touchpoints.
PROGRAMMATIC: A JOB ADVERTISING SOLUTION
- Site Retargeting – A relevant user visits the Careers page of your website. Retarget them with a relevant recruiting ad based on their site visit.
- Search Retargeting – A potential employee searches for keywords related to a job search, career, interview, resume, etc. Retarget them with ads based on these relevant search terms.
- Keyword Contextual Retargeting – In this case, a potential employee might be reading content related to starting a new career or specific job types. Retarget them with ads based on the context of the content they’re reading.
- Addressable Geo-Fencing – Addressable Geo-Fencing with ATF is truly the best thing to happen to recruiters looking to hire new talent. Recruiters can use Addressable Geo-Fencing to target competitive businesses by targeting only the frequent visitors of those businesses with the goal of showing ads to only the employees at those businesses. For example, a dentist looking to hire a new assistant could upload a list of addresses of local dentist offices within 20 miles and choose to target only the frequent visitors. This would only target the dentists and their assistants and not the patients or other infrequent visitors. And if you don’t have a list to go off of, ATF can curate a list for you.
Job Recruitment Advertising for the Healthcare Industry: A Case Study
