A #SHRM19 Interview with Appcast

This is a 2019 SHRM Annual Conference and Exposition (#SHRM19) interview is with Appcast, a developer of programmatic job advertising technology. Below is a quick Q&A with Annie Pullen, Marketing Manager.

Who is Appcast!? Tell us everything, just as you would someone approaching your booth and asking you this question at #SHRM19 in Las Vegas.

Appcast is the leading developer of programmatic job advertising technology in the United States. From our pay-per-applicant job ad exchange to our innovative recruitment advertising optimization platform, Appcast is changing how employers, recruitment & staffing firms, ad agencies, and job sites attract high-quality job seekers.

As a team of recruiting industry veterans, technologists, & data scientists, we believe that data and software can help employers, recruitment & staffing firms, job sites, and agencies alike dramatically improve recruitment outcomes.

Let us in on the magic. What’s the recruiting process like at Appcast? How do you utilize your own tech and processes to recruit the best?

At Appcast, we recruit with our future employees in mind. We want to reach people who are interested in working hard and helping to push our recruitment advertising mission forward. We advertise our own positions on Appcast Exchange to gain access to more candidates than any single job site.

We also have an exceptional data set at Appcast that allows us to look under the hood of job ads and their jobseeker interactions to understand what works and what doesn’t when engaging candidates throughout the web. Data from 2.5 plus billion job applications has helped us identify the “sweet spots” of job ad performance. At Appcast, we’ve structured our own job ads accordingly - with brief, straight forward job titles, job descriptions that provide information that candidates really care about, and a seamless, mobile-friendly apply process. With these simple enhancements, we’ve been able to attract and hire high-quality talent.

If you’re interested in learning more about the job ad performance referenced, download our 2019 Recruitment Media Benchmark Report.

What are the biggest challenges companies face when recruiting new talent? How do they overcome those challenges?

The biggest challenge that companies face when recruiting talent in today’s market is a lack of enough quality candidate volume. Unemployment is the lowest it’s been since the 1960s and hiring companies are feeling the pain of not enough interested or reachable candidates.

To combat this inevitable challenge, employers can take a more granular approach to recruitment advertising and adjust their strategy to optimize performance in specific hiring markets. While yes, nationwide unemployment is low, there is state-by-state variance that can be accounted for. As competition for talent varies by market, employers can understand how this will impact their recruiting strategy. States with lower unemployment rates indicate a more competitive market. Adjust your strategy to gain access to the talent that your organization needs within specific markets by allocating more recruitment advertising budget and resources toward these specific challenging markets.

What do you wish more HR professionals and recruiters knew about job advertising?

HR professionals and recruiters would get better results from their job advertising practices if they implemented a data-driven strategy to measure ROI. Today, the best talent acquisition teams implement marketing strategies, set KPIs, and benchmark goals to help drive and convert talent throughout every stage of the recruiting funnel. The gist: the more you test, the more you know. When thinking about recruitment advertising as a part of the bigger picture of a recruitment funnel, making small changes can deliver exponential ROI from your budget that you allocate to candidate sources and job advertising vendors.

Uncovering performance data from your recruitment advertising sources is a crucial first step. First, pick a quality “benchmark” or quality metric that you can use to evaluate all your sources commonly. Oftentimes, this metric could be as close to a final hire as possible (for example, candidates who pass phone screens or make it through a background check). While how you identify and measure quality is discernible, how you measure the performance of your recruitment advertising sources should be analyzed and evaluated across an even playing field. With this insight, hiring organizations can reallocate and shift budget away from their sources that don’t deliver against their quality scores to the ones do.

For anyone who won’t be able to make it to the Appcast booth in Las Vegas, what do you want them to know?

At Appcast, we’ve endeavored to create solutions that are of value to our customers to help them solve real challenges they face on a day-to-day basis. Our pay-per-applicant solution Exchange - the no.1 job ad exchange - allows employers to reach more candidates than any single job site. Within our network of 10,000 plus  job, social, and consumer sites, employers can advertise their open positions based on the type of candidates that they need. It’s built for the enterprise, easy-to-use and employers are only charged for candidates delivered into an ATS or CRM.

Stop by the Appcast Booth (#1542) at this year’s SHRM Annual Conference to learn how you can advertise your open positions on Exchange. To learn more about Appcast’s solutions, visit https://appcast.io. You can also visit our resource library to access content about the latest recruitment advertising research, best practices, and trends.


Visit the Appcast Booth #1542 at #SHRM19!


The SHRM Blog does not accept solicitation for guest posts.

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