Any company with data is a publisher, and I won't be surprised where a LOT of companies with latent data stores will start an ad business. === Indeed has long had an ad business that allows companies to buy search ads on Indeed's website. Those ads can now run on publishers' websites that target specific pools of job candidates — like tech workers. The first ad network Indeed is launching is called the Tech Network, which companies can use to place display ads on 50 tech websites — including The Next Web and developer-focused Stack Overflow — that claim to reach more than 500 million monthly visits combined. Job seekers who click on the ads are redirected to Indeed's website to fill out a job application. #adtech #programmatic
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Casual Friday industry read: 📖 • Indeed's strategy of placing job ads on publications - not new, but makes I wonder if it's now more cost-effective at this crucial timing for specific targets. 🤔 • Google's Large Customer Sales Unit cuts - opportunity or more competition for smaller advertisers? 💼📉 #JobAdvertising #BusinessStrategy #Google
Jobs Site Indeed Tries New Ad Tools as Google Lays Off Hundreds of Ad Staff
inc.com
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🚀 #Indeed's new Special #Media Networks aim to transform #recruitment, offering advanced #ad tools for #employers to reach candidates. A #game-changer in #job #advertising! Curious about Indeed's latest move? 💼📈📱 #News #BusinessNews
Indeed Launches Special Media Networks To Help Employers
spotlight.designrush.com
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The traditional, duration-based pricing model for job posting ads is rapidly fading away. What's replacing it? 💲 Cost-per-Click 💲 Cost-per-Application 💲 Cost-per-Hire Each model offers its own set of advantages and challenges, making it crucial for employers to understand the key metrics for evaluating their effectiveness. In this week's article, we delve into the four primary pricing models and the metrics that can help employers make informed decisions. Check it out! https://lnkd.in/ghcmD_xs #HiringAtScale #Recruiting #PricingStrategies
Key recruiter metrics for the four, primary job ad posting pricing models - College Recruiter
collegerecruiter.com
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Programmatic job advertising has transformed recruitment, leveraging data-driven insights to optimize job ad placement. The below article gives insights on maximizing the benefits of programmatic job advertising and optimizing recruitment strategies. For instance, 70% of job applicants are now completing their applications on mobile devices. People may be on-the-go, and don’t have the time to scroll through long-winded, overly-complicated job descriptions. Whether it's a visual ad on social media or a detailed listing on a job board, diversifying content can help organizations reach candidates where they are most active. #Recruitment #HR #ProgrammaticAdvertising #DataDrivenInsights
Mastering Programmatic Job Advertising: Strategies to Enhance Job Descriptions
info.recruitics.com
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Maximizing Your Reach The Benefits of Using Multiple Job Advertising Platforms https://lnkd.in/gWqZ9Epj Are you struggling to find the right candidates for your job openings? Look no further! In this blog post, we will explore the benefits of using multiple job advertising platforms to maximize your reach and find the perfect fit for your company.
Maximizing Your Reach The Benefits of Using Multiple Job Advertising Platforms
jobisite.com
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Do you know the difference between traditional and dynamic job ads? 👀 Dynamic ads in general have long been embraced by e-commerce giants such as Amazon and Zalando to optimize their inventory CPA across millions of products. But, somehow, in recruitment marketing dynamic ads have not yet been as widely embraced. Where traditional job ads require manual A/B testing, dynamic ads adjust in real-time based on candidate data. This makes dynamic job ads incredibly effective, especially on platforms like Facebook where you can access a wealth of candidate data for personalised job advertising. Here’s how you’ll benefit from running dynamic job ads: → You can hyper-personalise ads by tailoring them to each candidate’s unique interests and browsing behaviour. → Dynamic ads are always up-to-date through a seamless integration with your XML job feed, so you’re always showcasing the most current job openings. → By leveraging your business data, you can create hyper-targeted campaigns automatically and significantly simplify your ad buying Here’s how it works: Simply upload your job feed and set up your dynamic job ad campaign in one go. Wonderkind’s dynamic ads technology automatically promotes your most relevant job openings to candidates who’ve shown interest to apply. Ready to get started with dynamic ads? Feel free to get in touch, we’d love to show you the details in a quick demo. #dynamic #job #advertising
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Companies must ensure their recruitment efforts generate quality leads to justify their spending. Programmatic job advertising offers efficiency, preventing over-inflated payment for applications and aiding in cost-effective hiring. However, to maximize the effectiveness of programmatic advertising, companies must target the right audience. This highlights the significance of job description content. Crafting job descriptions aligned with job seekers' expectations attracts candidates with the necessary skills and qualifications. Dig into essential practices for crafting job descriptions that’ll optimize your programmatic advertising efforts here: https://lnkd.in/ega8Awy5 #recruitmentmarketing #talentacquisition #programmatic #programmaticjobadvertising #recruitment
Mastering Programmatic Job Advertising: Strategies to Enhance Job Descriptions
info.recruitics.com
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Why should you care about the number of job views/clicks you receive? For as long as I can remember my conversations have always been focused on two metrics when looking at external job advertising - “how many applications does (channel x) give me?” and “how many hires?” Both are important metrics, but the crucial thing is they miss the top of the funnel, and so you miss a piece of the overall picture. It’s like being a content creator on Youtube and paying no attention to your views, just the number of subscribers. What I love about looking at number of clicks is that it’s the simplest part to diagnose. There’s two ways you can get more clicks: 1. Spend more money on advertising 💰 2. Better optimise your jobs for organic search 🔍 If your strategy is focus on the first point you will always be trying to fill a leaky bucket. However, focus on point two and the inverse happens, you actually need to spend less. The more organic traffic your jobs receive, the better job you’re doing “advertising” your roles, right? Here’s 4 ideas to help you perform better in organic search: ✍ Optimise your job title for your audience. It should match what your candidates are searching not your internal org chart. 🏠 Advertise in the optimum location. This isn’t as simple as it sounds, sometimes advertising nearby can be better than an exact office location. Plus we’re playing a new game nowadays if the roles are remote only. 🤑 Tell candidates your salary range. This improves every metric in job advertising 📈 Understand and optimise for search engine performance (mainly google.) This could be a whole post on it’s own and I won’t pretend it’s my expertise. I recommend following Alexander Chukovski for more information on this. Finally, I know what some people will be thinking “clicks are useless if they don’t convert into applications!”… I agree with you, so I’m going to do another post on why should care about conversion rates soon 😀
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After the recent chat about #Google Job Ads, and the potential threat it could present to the current talent attraction tools, it's interesting to note that they appear to have abandoned the rollout. Whether this turns out to be the end, or merely a pause in proceedings of Google job ads, time will tell....Thanks Alexander Chukovski for sharing this. #talentacquisition #jobs #jobadvertising #talent #ai
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Did a small Danish company cause Google to abandon the Job Ads product? On Friday, news broke out that Google will stop the Job Ads products in the alpha stage. Recruitics first confirmed it, but then people from other programmatic job advertising platforms I spoke to confirmed this. It is not that I don't buy the explanations that Google decided to focus on AI and the recruiting marketing being too small for them. It sounds logical. Then there is the industry chatter - Google Jobs could have converted better (well, the UX was awful) and was too expensive. The last part I don't buy into is that they can price them as they like, especially in the alpha phase. So, here are my thoughts on why Google is killing Job Ads - someone from Google started clicking on jobs, and after going through 3 redirect loops and creating two accounts, they said there is no way we are releasing this. Somewhere before or after that, the Jobindex claim hit Google, which was the last stroke. Too much risk. Is the product then really dead? Recent changes in Google Jobs (the organic product) make me think this is not the end of Google Job Ads. P.S. - You can still see Job Ads in the US - the product will be stopped at the end of March. Full blog post: https://lnkd.in/dVM4R9Jr #googlejobs #recruitmentmarketing #googlejobads
Google killing the Job Ads product before it goes live
alexanderchukovski.com
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Understanding programmatic job advertising can give your hiring efforts a significant boost. Our beginner's guide explains the fundamentals and advantages of this powerful recruitment tool. Check it out now! 🔗 https://lnkd.in/gAae2yEZ #JobAdvertising #TalentAcquisition #EarlyCareerHiring #CollegeRecruiter
A beginner’s guide to programmatic job advertising - College Recruiter
collegerecruiter.com
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9moCompanies leveraging latent data for ad businesses is a growing trend. Indeed's Tech Network, tapping into 50 tech websites, illustrates the expansion of ad capabilities beyond their own platform. This move reflects the broader shift of data-rich entities evolving into publishers, emphasizing the dynamic landscape of adtech and programmatic strategies.