Announcing: Greenhouse’s Integration with Appcast

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We're excited to announce the Greenhouse partnership with the pay-per-applicant job ad exchange, Appcast! Appcast is a new way to advertise your open jobs on a ‘pay-per-applicant’ basis across a network of thousands of career and consumer sites. It works seamlessly with Greenhouse and requires no further integration. Best of all, it’s free to deploy and simple to use...you only pay when someone applies to your job ad. 

What this means to Greenhouse Users:

The pay-per-applicant job ad exchange enables Greenhouse users to focus their recruitment advertising budgets more efficiently by paying only when a job application is completed on their corporate career site. 

Greenhouse users will:

  • Pay only when a candidate applies
  • Set your own price that you're willing to pay for an applicant
  • Advertise your open positions to millions of job seekers from thousands of sites
  • Leverage programmatic advertising to find the candidates you need
  • Get proven quality candidates
  • Free to deploy

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Why should you use a pay-per-applicant job ad exchange to advertise your open positions?

Rather than paying per-word (as one would when placing a classified ad), per-posting (via job boards), or per-click (via job aggregators), the pay-per-applicant model allows employers to set their own price on a ‘cost-per-applicant' basis and pay for the result they really want: a completed job application. This revolutionary model is a way for recruiters to focus their job advertising budget more efficiently by paying only when a job application is completed on their corporate career site.  

As organizations look to improve quality of hire in a competitive job market, talent acquisition leaders must identify the best way to source and engage applicants without overspending. This becomes increasingly challenging as the internet grows and job sites become more crowded.

Leveraging a pay-per-applicant model, employers can increase the visibility into their recruitment advertising efforts, evaluate the ROI on job ads and reposition their talent acquisition strategies as needed.

Above and beyond the pay-per-applicant model, Appcast also brings advanced programmatic, online ad buying to the market. Using a sophisticated ‘rules-based buying’ engine, programmatic job advertising ensures budget dollars are focused on hard-to-fill or critical vacancies that need applications. In addition, employers have the ability to set ad budgets by month or day, job, job function, and business unit.

What are 3 things that users should keep in mind for effective job advertising?

1. Measure your mobile application 

More than 40% of traffic arriving at an employer’s recruitment portal from a job board comes from a mobile device. Yet the percentage of clicks that convert to a completed job application is a fraction of the clicks that convert from a desktop. The reason is simple: it’s harder to apply from a mobile device than it is from a desktop. This may be due to: 

  • Platform issues, such as the inability to store a resume on a mobile device.
  • The apply portal not rendering correctly on a small screen.
  • The length of the apply process, which becomes exaggerated when performed on a mobile phone.

If 40% of traffic can’t apply for jobs on your website, then that traffic is not valuable to you. Armed with your data, it is important to speak with your vendor and find opportunities to optimize your campaigns. If you have a goal cost-per-applicant, communicate this. The site may be able to send you higher-converting desktop traffic to help you reach your goals.

2. Shorten your apply process.

The ability to apply efficiently to job postings is incredibly important, as candidates are likely to abandon an application that is length, laborious or time-consuming. The number of clicks that convert to a completed job application drops by almost 50% when the application asks 50 or more questions compared to an application that asks 25 of fewer questions.

Significant drop-off rates are also apparent when the candidate is faced with six or more application pages, or an application takes longer than five minutes to complete.

On a cost-per-click media model, recruiters literally pay each time a potential applicant clicks through to the employer’s recruitment portal. Thus, how many people actually complete an application is a huge driver of ROI.

3. Shift to a model that delivers maximum ROI.

Cost-per-application buying is the new kid on the recruitment media block. Under this model, the organization does not pay unless a candidate actually applies for a job sponsored on the system. CPA has material advantages over other types of recruitment media:

  •  You only pay when the advertising converts.
  • Low mobile apply rates do not affect advertising spend, though they remain undesirable for other reasons.
  • Application drop-off rates, aggravated by lengthy and time consuming apply processes, do not affect the bottom line. 
  • Pay-per-applicant job advertising gives a 100% return on recruitment spend when measuring the cost-per-applicant.

Pay-per-applicant advertising has the potential to radically increase the efficiency of your recruiting spend. This is particularly true for hard-to-fill vacancies that receive few applications and industries that experience significant mobile traffic and thus, significant mobile drop-off. By analyzing your tracking data, you will quickly identify those jobs where the pay-per-applicant model could even reduce recruitment spend and deliver strong performance compared to other pricing models.

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