How To Take Over The Internet With Your Job Posting


For all of the benefits of the internet, it definitely has made recruiting harder. Gone are the days where job seekers looked in their local newspaper for all the job postings. Oh no, now THOUSANDS of applicants are looking at THOUSANDS of jobs all the time.


The chances that your ideal candidate is even engaging with your job posting are, as I'm sure you're aware, lower than you would like. There are so many places to post a job, and so many other job titles competing for applicants' attention. I talk about "winning the war on talent" a lot around here, but truly... it starts to look like a war zone out there. You post on Indeed, LinkedIn, ZipRecruiter, and Monster. You send your job posting to the local Worksource and other communities for job seekers. You advertise the job on the company Instagram and Facebook pages. But there are two main problems with this approach:

  1. Yours is not the only posting on any of those sites I just listed. Applicants can scroll through HUNDREDS of job titles in very little time at all, and all those job postings are competing with yours.

  2. Sure, you're going to get a lot of applicants, but... how many of those applicants are actually, well, qualified?

And that's where Programmatic Job Advertising comes into play.

Programmatic job advertising is artificial intelligence that tailors when, where, and what jobs are posted to be viewed by a job seeker. And if you hear the phrase "artificial intelligence" (AI) and immediately picture a robot uprising, I've got good news: instead of taking over the world, this AI will ensure that your job postings are in front of the right candidates at the right time at the right price.


With programmatic job advertising, you don't have to be beholden to job board hell. Instead, the whole internet opens up to you. Your job shows up as an ad to prospects, and those ads can show up all over the internet. And the AI harnesses both the browsing data of your ideal job seeker as well as sophisticated algorithms to show them the right ad, at the best time and place, based on the likelihood they’ll positively engage with the listing.


This has some major benefits. To list a few:

  1. You can laser-focus on your ideal, qualified candidate, as you get to set the rules of who the AI targets.

  2. It expands your reach. No longer do you have to just cross your fingers that your ideal candidate just happens to log into Indeed today; the software will take your job to THEM.

  3. $$$. You can avoid both over- and under-spending by setting the right bids and budget caps.

  4. AI learns and adjusts, optimizing efficiency whenever it can, so an ad that isn't working won't go stale on a job board. If posts on a certain website aren’t converting applicants, a good platform that’s configured correctly may yank the ads entirely, or try different wording.

Let the AI bring your job to your applicant, and save time and money by doing so. Win-win-win!



Oh, and One More Thing...


For those of you who may be planning your upcoming annual engagement survey... take the time between now and when it kicks off to highlight some of the things you have worked on as a results of last year's survey. Whenever you gather feedback from your employees, the WORST thing you could do is nothing. If that is the case for you, read this quick post about taking action or reach out and we can talk through actions you can take. And for those that have taken action, did you remember to communicate that back to your employees? It sounds something like this:


"Thank you for your feedback. Because of your experience (comments, insights, etc.), we have worked hard to improve XYZ. We know we still have work to do in that area and look forward to hearing your new insights in the upcoming survey."


No need to be too fancy. If you want to add more detail, great! If not, that is also ok. Just don't miss the opportunity to remind employees of the good work you are doing and that you're listening to them.