Online advertising has undergone a radical shift in the last 6 years. Rather than relying on teams of media buyers and analysts, most online advertising is now bought, placed, and optimized “programmatically”using “big data” and software.
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Most of us espouse corporate ideas and future plans that make great sense to everyone who is just like you and me... assuming that you are a corporate, white collar worker, that is highly educated, in a salaried position, with focused career growth.
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Once you have created outcome based job descriptions, as described in Part I, that focus on selling the candidate the job, the next step is to get that job description in front of the right people.
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Today, consumers use their mobile devices for everything; to check social updates, verify their bank balance, talk to their kids and see what the weather is going to be like each day. It is no surprise that consumers are using their phones in their job search.
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With advancements in recruitment technology come new terminology, slang, and lingo. In an ever-evolving industry, keeping up with change is the new normal. Recruiters are now responsible for evaluating and measuring a variety of new metrics to analyze the performance of advertising media.
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Thirty years ago when a company needed to advertise a job, it simply called the local paper, provided copy, bought an ad slot and then waited for resumes to arrive. It was a simple decision and the ad ran until the role was filled.
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