Programmatic Job Advertising
Lately, I’ve seen a lot of discussion going on about Programmatic Job Advertising. Some claim that Programmatic Job Advertising is the same as Programmatic Advertising; some claim it’s totally different and thus shouldn’t be called programmatic.
What is Programmatic Advertising?
Programmatic Advertising means that software analyses the result of advertising and then tries to repeat successful practices. For example if it sees that when you visit Booking.com on your mobile, look at a hotel, but don’t book the hotel and then when you’re shown an ad on Facebook via desktop at night that tries to get you back to this page about the hotel, you actually book the hotel, it will try to do the same thing again. Not just when you visit a hotel page on your mobile again and don’t book, but also when others (similar to you) do this. Can you imagine a marketer sitting behind his computer at night waiting for you to go to Facebook and then hitting a button to show you an ad? Not really, right? That’s why we use software to figure out what works, but also then to execute those things that work over and over again.
Job Board Summit Chicago
One of the highlights of our summits has been our panel debates, our delegates have enjoyed listening to our panels of experts, then contributing and shaping the debate. This year’s North American Summit is no different and we have three great panels discussing the “big subjects” that affect our industry today.
Our first panel is our client user session, it’s one that over the years has generated lively debate and often disagreement between what our panels say they want versus what our audience experience day in and out running their operations. This year’s panel includes Kyle Power, Director of Interactive Marketing at the huge healthcare staffing firm CMG, Mike Temkin, Vice President of Strategic Planning and Development at Shaker Recruitment Advertising & Communications and Steve Levy, Recruiter, Industry Commentator and recently handling recruiting for Indeed, our moderator for this session is Richard Padgett, CEO Jobserve/ComputerJobs.
Jobs2Careers are our lead sponsor at the North American Job Board Summit in Chicago later this month, 23/24th June and have been supporting the event for many years, we have therefore enjoyed seeing their incredible growth and got to know them well.
I got a few minutes with them recently and asked them a few questions and the first was a simple who are you and your mission statement;
Jobs2Careers is a performance-based job search engine with more than 20 million registered users and over 1 billion monthly searches. Our mission is to innovate the way talent effectively finds work and employers find talent. For more information, visit Jobs2Careers.com/employers.
Our good friend and Job Board Summit keynote speaker Randy Reece from Avondale Partners has provided us some market insights after the Q1 results from LinkedIn and Indeed were reported.
It is safe to say that these two business have become the “powerhouse” of the industry, Randy comments “Indeed had a phenomenal March quarter, reaching revenue of ¥25.6 billion (US$222 million). Revenue grew 82% Y/Y in USD.
Last 12 months, Indeed recorded revenue of $706 million (64% growth). Year-over-year comparisons had been running below 60% growth prior to the impressive March 2016 quarter.”
Keith Robinson, industry commentator adds “It’s also well documented that Indeed are starting to pivot their model from a pure play aggregator into a “solutions” business and the recent launch in the U.S of their Indeed Hire will provide another revenue line.”
Randy is VP and Senior Business Analyst at Avondale Partners, as well as a veteran commentator on the Job Board and Staffing Sectors. He’s one of our keynote speakers and kicks off Day Two, giving an “Analysts Overview of Where We’ve Been and Where are We Going”.
Randy certainly has his finger on the pulse – nine months ago he wrote in one of his analyst reports that the LinkedIn share price was too high! We always find his comments insightful and we’re delighted that he’s joining us in Chicago.
2016 headlines seem dominated by drama and controversy across the world, but in amongst the doom and gloom, this article originated in the US, with advice and insights that apply globally. The message? Job Boards remain relevant and indeed essential – because they work. And the Jobg8 take on all of this? Just read on for our advice …..
The author Dave Zielinski argues strongly that “Job Boards remain a major source of quality candidates for employers, and as such it pays for recruiters to be smart consumers of the burgeoning number of boards at their disposal”. The Jobg8 team certainly agrees with this – every week we add a new “startup” Job Board to our global network, so we’re seeing an increase of choices for both job seekers and recruiters.
Zielinski goes on to say that “Job Boards have long been a popular punching bag for the recruiting vanguard. The boards represent old technology, the recruiters’ mantra goes. They use outdated pricing models. They’re on their last legs, to be usurped by more-modern job search strategies”.
Louise Grant, CEO of Jobg8 and organiser of the largest Job Board Summits in North America and Europe, concurs to a degree: “again we’d agree with the sentiment but not the total reality. Job seekers still look for jobs on Job Boards, in overwhelming numbers. Survey after survey consistently shows that Job Boards are either the No. 1 or No.2 source of external candidates for employers.”
Kyle Power heads up Interactive Marketing at CHG Healthcare, one of the largest and most successful staffing firms in the U.S healthcare sector, Kyle is joining us on the Candidate Panel at the summit.
He is responsible for both CHG’s own site and how that generates traffic and candidates as well as all the supplier/partners that CHG work with.
Kyle agreed to answer a few questions prior to the summit and I’m sure these will stimulate debate and some questions during the panel session, what becomes immediately clear from my interview is that one, Kyle sees “supplier” as business partners and two, expects solutions to the business issues he faces relating to traffic, quality etc.