How programmatic technology can help solve recruiting challenges

The after-effects of Covid-19 pandemic have changed the recruitment landscape and businesses need to stay ahead of the curve to attract and retain the best talent. The situation is peculiar largely because of the high unemployment rates coupled with increased demand of manpower in key sectors, such as IT. Hence, there is a significant difference in demand and supply which could be attributed to various reasons including the gap that the pandemic has created that has led to the consumption of the best talent.

However, technology could be instrumental and efficient in resolving the current challenge faced by the recruiters. This article will establish how programmatic technology can help address various issues and challenges that the recruiters (and aspirants) meet in the current scenario.

A Brief Analysis of Recruitment Challenges

Last year was dominated by recovering recruitment levels and high turnover from the Great Resignation. 2022 wll be focussed on ‘rightsizing’ and ‘quality hires’. Many theories exist as to why this is - boomers are retiring early, contract employees aspiring for higher salaries and perks, the 'break' Covid-19 pandemic made individuals rethink how they want to work. While companies struggle to fill positions, leave rates remain on the rise, and many workers are quitting jobs. For a recruiter, the challenges could be summarised as follows:

• Lack of talented and skilled job-seekers
• People having a look at the open positions but not applying
• A gap in demand and supply of workers
• The existing advertising methods do not work in the current environment

It is clear that there is a lack of interaction between job seekers and providers. A recruiter might be looking for a remote worker but the hiring strategy has not changed. A recruiter might be experiencing too many irrelevant applications as people are desperately looking for job switches and kickstart their careers. The situation is quite complex and can increase the hiring budgets significantly due to the slow hiring and ineffective recruitment tools used (in the current scenario). This is where programmatic job advertising can be included in the hiring strategy based on the advantages it has to offer.

What is Programmatic Job Advertising?

In most simple words, this technology is used to buy, place (distribute), and optimize job ads – and their associated budget -automatically across the Internet. Programmatic job advertising allows for end-to-end recruiting evaluation and improvement. The skillset availability and requirements could see a gradual gap created. Any actions that have been done to help generate excellently, well-matched employment visitors can make the entire process a lot easier in this challenging hiring market.

The Programmatic Technology Edge

Different types of technologies help in contextual, behavioural, locational and device-based targeting for the recruiters. An automatic algorithm uses advanced analytics to determine the correct placement of the ads on the target websites or forums. This eventually helps better control ad spending and more results for an open job position. The overall reach of the advertiser is also higher as programmatic advertising now makes up 72% of all digital display advertising expenses.

Making use of Automation in Recruitment through Programmatic Recruitment

Using mechanical principles, the built-in technology, programmatic recruitment could be a game-changer. These should assist in increasing the campaign's productivity and effectiveness. Automation, in essence, allows a recruiter to create custom rules that switch on or off specific activities when the project satisfies pre-determined criteria. This might include things like suspending or resuming advertising for particular jobs if a recruiter receives a certain number of applications. Without changing the job title on the ad, one may ensure that the job post witnesses more prospects by including any other related job titles that candidates are looking for. One can use location upgrades to target job searchers in multiple places, such as nearby metro areas or commutable locations outside of the primary job location. This maximizes your financial return and rapidly shuts down ineffective advertising.

The Impact of WFH

For many recruiters, work-from-home is a boon because their geographic location no longer confines them. Talented individuals from second and third-tier cities are easy to find. Simultaneously, current employees who have relocated to their hometowns can continue working from home without interruption. An organization's policies determine whether or not remote or hybrid work culture is permitted. The requirements of workers and organisations have changed due to remote working and WFH. Hence, a job opening can witness applications from almost all parts of the world, thereby ensuring that the time of hiring a candidate could be long and the process of recruitment could be inefficient. Hence, programmatic job advertising could ensure that irrelevant applications could be controlled and the hiring process could be made more effective.

Summing up

To sum up, programmatic job advertising has several benefits, including scalable and flexible spending based on which a monetary ceiling on recruitment advertisement could be applied. In addition to this, it helps reach a larger and more focused audience based on which the recruitment process is more effective. Since targeting issues are often faced by recruiters in a challenging job market, this could be the best way to get real-time data and ensure that the challenges are effectively targeted.