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12 January 2016

How Automated is Your Job Distribution System?

Posted by Team Talemetry

Recruiters have long known that one key to achieving success in attracting the best candidates is automating the job ad distribution process. Although the technology has been around for many years, allowing recruiters to post one job to many job boards, there is now a tremendous opportunity to realize increased value, efficiency, and a positive impact on your company’s bottom line through new “fully automated,” predictive job distribution methods and technology. With a shrinking supply of active candidates available to fill much needed jobs, recruiting organizations need every advantage.

Partially Automated Job Distribution

Recruitment practices are traditionally largely decentralized, with many recruiters operating autonomously trying to fill job requisitions. Though job ad distribution may be called “automated,” recruiters still have to open each individual job requisition, review the requisition, and then select the job boards they believe are most appropriate for that type of job (or just choose all of the available boards!).Cogwheel Gear Mechanism Icon Inside the Target on Digital Background. Business Concept..jpeg

This "automated" approach still requires recruiter intervention for each job and is based entirely on the recruiter’s evaluation of the contents of the job requisition, leaving this process open to human error. This often results in too many unqualified applications to be weeded out in the candidate vetting process, and ultimately creating difficulty in the hiring process. 

If any analysis is conducted regarding the effectiveness of candidate sources and subsequent hires, it is similarly decentralized and subject to the individual capabilities of a recruiter. There is little holistic and standardized evaluation of the effectiveness of each job board in drawing the best candidates into the company’s talent pool.

It’s no secret that many organizations historically overspend on job boards. But the idea that the process is “automated” is a bit of an overstatement. 

Full Predictive Automation

Request Demo While many organizations continue with a decentralized, “half automated” approach to job distribution, higher performing recruiting departments utilize newer, more effective automation tools to get more of the right candidates.

Centralization and predictive automation are key components of this new way of distributing jobs. And the goal is streamlined and effective “candidate attraction,” as new systems expand beyond job boards to social media sites, recruiting agencies, and other digital job ad outlets to ensure that the best and brightest candidates are attracted to your job ads.

Newer automated job distribution systems centralize the distribution and analysis of performance, freeing recruiters to focus on evaluating and hiring candidates. 

And they’re smart. Once a requisition is opened, the system can determine which job boards, social media sites, and recruiting agencies are best suited for the job posting, based on business rules that are associated with that particular job family. The jobs are posted automatically by the system – to the most effective channels – with absolutely no recruiter intervention needed. 

Using fully automated job distribution system also allows for centralized comparison of the success of your distribution channels. With each post, the organization and the system gain important insight into the effectiveness of posting channels by source, job family, and more, allowing for continual optimization of your recruiting budget.

This type of approach also enables the analysis of free job boards versus paid job boards on an apples to apples basis. Typically free job postings that are “scraped” from your career site may be effective, but the reporting is limited to the number of visitors to your job posting. You get no feedback as to whether the candidate actually submitted an application or not. 

This makes the data basically meaningless in evaluating the effectiveness and efficiency of free job boards. Using a fully automated job distribution system allows you to measure how many candidates viewed, applied, and are eventually hired for your jobs. Now you can evaluate your free job ads side by side with all your other sources, allowing for huge potential savings. 

Benefits of Full Job Distribution Automation

There are many benefits to using a fully automated job distribution system. One of the most important benefits is that it will free up time for your recruiters. Time that can be better invested in vetting candidates referred by the system and actually conducting the more personalized tasks required within the hiring process. 

Also, centralized analytics and automated application of job posting rules allow for the fine-tuning of your hiring process as you and the system get more data on the relative effectiveness of all of your hiring channels. Imagine automatically knowing exactly which channels are best for filling routine, high volume jobs and which are best for highly-skilled jobs and hard-to-fill positions. A more accurate analysis of free job boards in comparison to paid job boards will enable you to more effectively manage your recruitment budget as you will be able to tell if the free job boards are producing the same or better results in attracting the best candidates to submit applications for your job postings. Fully automated, predictive job distribution systems can be effectively used for most of your job requisitions, which will speed up the time between opening the job requisition, bringing candidates into your job pipelines, and getting hires on board to fill them.

Think your job distribution system is “automated?” With all of the benefits that can be derived from using a fully automated job distribution system, it may be time to take a second look. In today’s highly competitive hiring market, a fully automated, predictive job distribution system can give your company a competitive edge in hiring the best candidates, while reducing your operating costs, and positively impacting your bottom line.


Topics: recruitment marketing, job distribution

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