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Author: Travis

Getting the band back together: Chris Dues is joining the flock

Posted on by Travis

If you’ve seen any super hero sequel or story of a team with a time-jump then you’re well informed about the ‘band back together’ trope.

Basically after a period of time the team has to come back together to take on another threat/problem/galactic invasion.

In our case that period of time has been a little over 4 years; the new problem? Re-thinking the $36 billion dollar job advertising industry.

And so we get to the meat of this post.

I’m happy to announce that Chris Dues is (re)joining us at Boostie as a partner and will lead our sales and account management efforts.

A quick backstory: Chris has been in the work-tech space since 2012. He had a sterling career at Daxtra before we convinced him to join us to lead sales at Herefish.

After Herefish was acquired by Bullhorn in 2020, Chris led automation sales strategy and then moved up to Global Account Director for enterprise sales.

Today he joins Boostie to run all things sales and accounts and we’re happy to have him (back) on the team.

Chris has worked with some of the largest human capital brands in the world and has a ton of experience providing practical, no-BS guidance.

We’re excited to welcome Chris as a partner and teammate and looking forward to building our brand and business together.

A JuMP Into Something New: Job Marketing Platforms & The Future of Job Advertising

Posted on by Travis

In today’s digital world, the recruitment landscape is evolving more rapidly than ever. With the advent of programmatic advertising and the rise of Job Marketing Platforms (JMPs), businesses are redefining how they connect with potential candidates. Our latest eBook, “Taking Flight,” delves into this new era of talent acquisition, and here, we’ll touch on some of the pivotal points from this transformative guide.

The Shift to Digital and Programmatic Advertising

The journey from traditional job boards to the dynamic world of digital recruitment is a testament to the changing face of talent acquisition. Programmatic advertising has set the stage for a more targeted approach, where job ads reach not just any audience, but the right one. With “Taking Flight,” we explore how this shift is not just a trend but a response to the evolving job market where candidate behavior dictates strategy.

The Emergence of Job Marketing Platforms

At the heart of this transformation is the Job Marketing Platform (JMP). Moving beyond the capabilities of traditional programmatic advertising, JMPs offer a holistic solution. They integrate behavioral targeting, ad creation, and landing page optimization, ensuring a seamless and engaging candidate experience. Our eBook dives deep into how JMPs are redefining recruitment, offering insights into their functionalities and advantages.

Key Marketing Channels and Their Impact

Understanding the various channels used in programmatic job advertising is crucial. From social media platforms to search engines and job aggregators, each plays a unique role in attracting potential candidates. In “Taking Flight,” we provide a nuanced view of these channels, backed by compelling statistics that underscore their effectiveness.

The Future of Recruitment

Looking forward, the role of JMPs in the hiring process is undeniable. They represent a shift towards more integrated, data-driven, and responsive recruitment strategies. As we highlight in our eBook, embracing JMPs is not just about keeping up with the times; it’s about leading the charge in the future of hiring.

For businesses looking to navigate the complexities of modern recruitment, understanding and utilizing a Job Marketing Platform is no longer an option—it’s a necessity. “Taking Flight” is more than just a guide; it’s a blueprint for the future of hiring, offering actionable insights and strategies to elevate your recruitment process.

Ready to revolutionize your talent acquisition? Dive into “Taking Flight” and explore the full potential of a Job Marketing Platform. The future of hiring is here, and it’s time to take the lead.

Visit our eBook page to download your copy of “Taking Flight” and embark on a journey to recruitment excellence.

Boo-sting Passive Candidates

Posted on by Travis

Gather round dear readers.

As the moon casts an eerie glow across the job market, it’s time to embark on a spine-tingling journey into the world of passive candidates.These elusive job seekers lurk in the shadows of the professional realm, just waiting to be discovered.

Join me as we uncover where candidates quietly haunt the dark corners of your recruitment radar, leaving no trace until the right opportunity comes gently rapping, rapping at their chamber doors.

Grab a flashlight as we enter the realm of passive candidates and turn the scare factor down and the hiring factor up!

First, a passive primer

[turning off Vincent Price button on keyboard now]

I think we all have a pretty good idea of what ‘passive candidate’ means, but here is a short primer of their characteristics for the uninitiated.

Passive candidates are individuals who are currently employed and not actively seeking a new job but might be open to new career opportunities if the right one comes along. These candidates are typically content in their current roles, and they may not be actively applying for jobs or reaching out to recruiters.

While they may not be actively looking, research shows anywhere from 75-96% of people are always open to exploring a new role…if it’s a good fit.

So it’s not that a passive candidate isn’t open to moving, they just aren’t actively looking.

For reference, here are some characteristics most passive candidates share.

  1. They’re gainfully employed – they are already working for another company, in a role similar to your opening.
  2. Not actively job hunting – they aren’t applying to 5 jobs a day or proactively searching for a new job.
  3. They’re valuable at their current job – they have the skills, expertise and experience you need.
  4. More selective – they aren’t in a rush to find something new and can be slow to respond or make a move.

While it may seem impossible to break-through the barrier, with the right strategy and tools, you can get in front of passive talent and move them into your camp.

While they may not be actively looking, research shows anywhere from 75-96% of people are always open to exploring a new role.

Sourcing passive talent

When I first entered the world of recruiting technology in 2007, passive talent was as elusive then as it is now. The good thing about today though, is we have tools to get in front people in ways we didn’t 16 years ago.

  1. Behavioral targeting – this involves using the data and preferences that users share on their public profiles to identify and reach out to potential passive candidates. By leveraging information such as job titles, industry affiliations, and interests, recruiters can create highly targeted ad campaigns.
  2. Referral programs – Encourage your internal employees and contractors to refer passive candidates they may know from their professional networks. Passive candidates are more likely to consider job opportunities when they come through trusted connections. Implementing an employee referral program can be an effective way to tap into your employees’ networks and identify potential passive talent.
  3. Social talent communities – Connect with talent on social networks and build online talent communities or talent pools. Invite connections with similar interests to join and stay engaged with your organization’s updates and job opportunities.
  4. Targeted advertising – Getting an ad in front of the right person at the right time is important. It’s even more important when that person isn’t looking a new job, let alone yours. Using broad-reach advertising allows you be ever-present to a group of people you’d like to drive to your open roles.
  5. Candidate engagement – Likely the most foundational of all concepts. Consistently engaging with candidates makes them more likely to look to your firm vs a competitors. Automation makes this easier than ever and having a high-touch experience for every person in your ATS leads to better recall, faster placement times and improved brand reputation.

Remember that building relationships and establishing trust are key when targeting passive candidates. These tactics should be part of a broader recruitment strategy that considers the unique needs and preferences of passive talent in your industry.

Outro

[turns on Vincent Price button…eek!]

As the moon sets and our time draws to a close, our exploration of the enigmatic world of passive candidates nears its end.

Just as behavioral targeting brings precision to your recruiting, referrals light the path forward, and strategic advertising beckons talent from the shadows. Remember, dear reader, that while the journey may seem as intricate as a maze in a haunted house, these tactics are your lantern in the dark.

Embrace the thrill of the hunt and the joy of discovering hidden gems among passive talent. With the right blend of strategy, networking, and technology, you can unlock the crypt and unveil the stars of your team.

As the clock strikes midnight and the spectral winds of the job market settle, we say farewell to our journey into the mysterious realm of passive candidates.

We’ve been building something pretty cool

Posted on by Travis

We made our first, official announcement right before Memorial Day. So, it’s fitting this post is dropping right before Labor Day.

Between the bookends of Summer, we’ve been at work building something pretty special and today I wanted to share some details with you all.

To recap, we are building Boostie to offer alternative job advertising channels for recruiting and staffing teams. Our ad technology can reach candidates that may not ‘live’ on a job board and provide them with a simpler way to apply to jobs.

We are pairing modern ad technology with a focus on candidate experience and conversion and cannot wait to share that with you. For sectors like nursing, retail & industrial, we think this will open up a whole new world.

Boosting

A deep integration into the ATS makes boosting a job feel native and seamless. Our integration with Bullhorn is complete and we’re working on HR ATS’ for mid-market and enterprise (to be announced later).

Copy and pasting between systems sucks, so having direct access to open jobs AND having UI inside the ATS makes is easy to boost a job and collect candidates. There is no extra data entry required.

Also, as a marketer who’s managed millions in ad spend and created ads for the past 16 years or so, Boostie’s ability to create ads and landing pages on the fly is pretty f-in cool.

GenAI

We can’t be in 2023 and fail to mention generative AI. At Boostie, we’re leveraging a couple language models to better summarize job descriptions and to find the right candidate audience to target.

We will be exploring GenAI further and slotting it into key areas of our workflows to create a better and enriched experience for our customers and their candidates.

Landing Pages

V1 of our landing pages closes to the loop between ad and ATS. The best part, we create branded landing pages for you on the fly. This follows standard digital ad best practices by having a 1:1 relationship between the ad and landing page. Relevancy for the candidate is key.

What’s next

We’re still building and will be evaluating alternative channels to fold into the Boostie network.

X (formerly Twitter) recently made an announcement where job ads will be a new ad unit. This is exciting and we’re exploring.

If you’re interested in hearing more and joining our beta list, please reach out.

Thank you,

Travis

The Role of Artificial Intelligence in Streamlining the Recruitment Process

Posted on by Travis

The recruitment landscape is evolving rapidly, and artificial intelligence (AI) is playing a significant role in shaping the future of talent acquisition. With the power to streamline recruitment processes and improve efficiency, AI is transforming the way organizations find and hire top talent. This article will explore the various ways AI is enhancing candidate sourcing, screening, and engagement to create a more efficient and effective recruitment process.

  1. Candidate Sourcing and Job Matching AI-driven algorithms can analyze vast amounts of data, including online profiles, resumes, and job descriptions, to identify suitable candidates for specific job roles. By automating the sourcing process, AI technology can save time and resources while ensuring that only the most relevant candidates are shortlisted.
  2. Resume Screening and Ranking Manual resume screening can be time-consuming and prone to human bias. AI-powered tools can quickly scan and analyze hundreds or even thousands of resumes, identifying keywords, skills, and experience that match the job requirements. This automated process not only saves time but also reduces the risk of overlooking qualified candidates due to human error.
  3. Chatbots and Virtual Assistants AI-powered chatbots and virtual assistants are revolutionizing candidate communication and engagement. They can handle routine tasks, such as answering frequently asked questions, scheduling interviews, or providing feedback, freeing up recruiters’ time for more strategic activities. Additionally, these tools can provide a more personalized and efficient experience for candidates throughout the recruitment process.
  4. Predictive Analytics AI-driven predictive analytics can help organizations make better-informed hiring decisions. By analyzing historical data, these tools can identify patterns and trends that can predict a candidate’s potential success in a given role. This information can be invaluable in selecting the best-fit candidates and reducing turnover rates.
  5. Video Interview Analysis AI technology can also be used to assess candidate performance during video interviews. By analyzing factors such as facial expressions, speech patterns, and body language, these tools can provide insights into a candidate’s personality, soft skills, and cultural fit, further informing the hiring decision.
  6. Bias Reduction AI has the potential to minimize unconscious bias in the recruitment process by focusing on objective data rather than subjective impressions. By using AI-driven tools for sourcing, screening, and assessment, organizations can create a more inclusive and diverse workforce.

The integration of artificial intelligence into the recruitment process has the potential to transform talent acquisition, making it more efficient, effective, and unbiased. By leveraging AI-powered tools for candidate sourcing, screening, and engagement, organizations can stay ahead of the curve and secure top talent in a competitive market. Embrace the power of AI and watch as it revolutionizes the recruitment landscape.

Posted in AI

Maximizing Recruitment Advertising ROI: Advanced Techniques and Tools

Posted on by Travis

Looking to get the most value from your recruitment advertising budget? You’ve come to the right place. Discover advanced techniques and tools that can help optimize recruitment advertising efforts and boost return on investment (ROI). Get ready to revolutionize the way you approach recruitment advertising and attract top talent.

  1. Rethink your strategy: Focus on quality over quantity It’s time to move beyond posting job ads everywhere and hoping for the best. Instead, focus on targeting the right candidates by choosing the most effective platforms for your specific industry and job requirements. This way, you’ll attract quality applicants and minimize time spent on sorting through irrelevant applications.
  2. Embrace programmatic advertising If you haven’t already, it’s time to start exploring programmatic advertising for recruitment. This technology automates the ad buying process and optimizes ad placements in real-time based on performance data. By using a data-driven approach, you can reduce costs and reach the right audience more efficiently.
  3. Test, analyze, and optimize Don’t just set and forget your recruitment campaigns. Continuously monitor and analyze their performance, making adjustments as needed. A/B test different ad creatives, headlines, and platforms to find the most effective combinations. The more you fine-tune your campaigns, the better your ROI will be.
  4. Leverage social media and employee advocacy Social media can be a goldmine for recruitment if used effectively. Encourage your employees to share job postings and company culture updates on their personal networks. This not only increases your reach but also adds credibility, as job seekers are more likely to trust recommendations from people they know.
  5. Use tracking and analytics tools There are several tracking and analytics tools available that can help you measure the performance of your recruitment advertising campaigns. Platforms like Google Analytics and specialized recruitment marketing software can provide valuable insights into candidate behavior, ad performance, and conversion rates. Use this data to make informed decisions and improve your overall strategy.
  6. Don’t underestimate the power of employer branding An attractive employer brand is a powerful recruitment tool. Invest in creating an engaging and authentic employer brand that showcases your company culture, values, and employee experiences. This will not only help attract top talent but also reduce cost-per-hire, as candidates will be more inclined to apply to your company.
  7. Continuously upskill your recruitment team Lastly, ensure your recruitment team is always up to date with the latest industry trends and technologies. Regular training and skill development will keep them at the top of their game and enable them to create more effective recruitment advertising campaigns.

Boosting ROI in recruitment advertising is all about being strategic, agile, and data-driven. By implementing these advanced techniques and tools, any organization will be well on its way to attracting top talent while making the most of its recruitment budget. Good luck, and happy recruiting!

How To Optimize Your Digital Job Ads

Posted on by Travis

The digital age has revolutionized the way people search for jobs. According to a survey by Pew Research Center, 79% of Americans have looked for jobs online, with 34% of them saying the internet was the most important resource available to them in their job search. This means that digital job ads are now more important than ever if you want to attract top talent and fill your open positions quickly.

However, simply posting a job ad online is no longer enough. In today’s competitive job market, optimizing your digital job ads is crucial to ensure they stand out from the crowd and reach the right candidates. In fact, according to a survey by CareerBuilder, 72% of job seekers say they spend less than five minutes reviewing a job posting before deciding whether to apply.

To make sure your digital job ads are effective, it’s important to follow best practices and leverage the latest digital advertising tools and techniques. By doing so, you can increase the visibility of your job postings, target the right candidates, and ultimately fill your open positions with top talent.

In this article, we’ll explore some tips and strategies for optimizing your digital job ads, from attention-grabbing headlines and visuals to targeted advertising and analytics. By the end, you’ll have a better understanding of how to create job ads that stand out from the competition and attract the right candidates to your company.

Here are some tips for optimizing your digital job ads:

  1. Use attention-grabbing headlines: Your headline is the first thing job seekers will see, so make sure it’s attention-grabbing and relevant. Use keywords that job seekers might be searching for, such as the job title or specific skills required.
  2. Keep it concise: In today’s fast-paced world, job seekers don’t have time to read long job descriptions. Keep your ad concise and to the point, highlighting the most important aspects of the job and what sets it apart from others.
  3. Use visuals: Visuals can be a powerful tool for attracting job seekers’ attention. Use images and videos to showcase your company culture and what it’s like to work there.
  4. Highlight benefits: Job seekers want to know what’s in it for them. Highlight the benefits of working for your company, such as flexible schedules, competitive salaries, or opportunities for growth and advancement.
  5. Make it mobile-friendly: More and more job seekers are searching for jobs on their mobile devices, so make sure your ad is mobile-friendly. This means using a responsive design that adapts to different screen sizes and making sure the application process is easy to complete on a mobile device.
  6. Use targeted advertising: Digital advertising allows you to target specific audiences based on factors such as job title, location, and interests. This can help you reach the right candidates more effectively and save money by not advertising to people who aren’t a good fit.
  7. Measure and adjust: Finally, make sure you measure the success of your digital job ads and adjust your strategy accordingly. Use analytics tools to track things like click-through rates, application rates, and time to fill. This will help you identify what’s working and what’s not, and make changes to improve your results over time.

By following these tips, you can optimize your digital job ads to attract top talent and fill your open positions more quickly and efficiently. Remember, your job ad is the first impression job seekers will have of your company, so make it count!

Programmatic Job Ads vs. Traditional Job Ads

Posted on by Travis

Are you tired of the same old methods of job advertising? Do you want to reach a wider pool of potential candidates while also saving time and money? If so, programmatic job advertising might be just the thing for you!

Programmatic job advertising is a relatively new approach to job advertising that leverages data and technology to automate the process of job postings and reach the right candidates at the right time. In simple terms, it’s like using a robot to do your hiring for you.

So, how does it differ from traditional job advertising methods? Well, let’s start with the basics.

Traditional job advertising methods typically involve posting job openings on job boards, company websites, or through newspaper classified ads. While these methods can be effective at reaching a wide audience, they often require a lot of manual effort and can be quite costly.

Programmatic job advertising, on the other hand, is all about efficiency and precision. It involves using algorithms and artificial intelligence to analyze job posting data and target specific audiences based on their job search behavior and preferences.

With programmatic job advertising, job postings are automatically distributed to multiple job boards, social media platforms, and other relevant sites, ensuring maximum exposure and reach. Plus, because the process is automated, it takes much less time and effort than traditional methods.

But that’s not all. Programmatic job advertising also allows for more precise targeting of potential candidates. By analyzing job seeker data, programmatic advertising platforms can identify which job seekers are most likely to be interested in a particular job posting and deliver the posting directly to them.

This means that programmatic job advertising can help you find candidates who are a better fit for your job openings, while also reducing the number of unqualified applicants who apply.

Another benefit of programmatic job advertising is its ability to track and measure the success of your job postings. With traditional job advertising methods, it can be difficult to determine which channels are driving the most candidates to your job postings. With programmatic job advertising, you can track and analyze data in real-time to see which channels are performing the best and adjust your strategy accordingly.

Of course, like any new technology, programmatic job advertising does have its drawbacks. One of the main concerns is the potential for bias in the algorithm. If the algorithm is trained on data that is biased towards certain demographics or job titles, it could perpetuate those biases and lead to a less diverse pool of candidates.

Additionally, some job seekers may be put off by the idea of their data being analyzed and used to target job postings to them. This could lead to privacy concerns and decreased trust in the hiring process.

Overall, programmatic job advertising is an innovative and efficient way to reach a wider pool of potential candidates while also saving time and money. It offers a more precise and data-driven approach to job advertising that can help you find the right candidates for your open positions.

So, if you’re looking for a new way to streamline your hiring process and improve the quality of your job candidates, programmatic job advertising might just be the way to go. Just be sure to keep an eye on any potential biases and privacy concerns to ensure a fair and transparent hiring process.

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