Today on the Weekly Dose I review the programmatic job advertising platform, Pandologic. Programmatic job advertising has been around now for a decade, but still, it hasn’t caught on as it has with our Marketing peers who have been using the technology successfully to lure customers for decades.
95% of Talent Acquisition job advertising budget is still mostly spent on traditional types of job posting products: Indeed sponsored jobs, LinkedIn job postings, ZipRecruiter, other job boards, some radio, some TV, billboards, a sexier career site no one sees, etc. 95%!
For the most part, TA hasn’t changed how we advertise for jobs in decades.
While there are a number of programmatic job advertising tools on the market, Pandologic has truly gone all-in on utilizing artificial intelligence to make their technology more efficient and easier to use. One of the reasons so many great TA shops haven’t yet tested using Programmatic Job Advertising is that it quite frankly seems complex. And while the science behind can be complex, Pandologic has made a simple and intuitive platform that any TA pro can easily use to get better results on their job postings.
I like to think of Pandologic as Programmatic 2.0. It’s not just about distribution (traditional programmatic – put the job everywhere at once), but the utilization of AI-driven decision-making of when and where. Precisely placing your jobs in front of the kind of job seeker you’re looking for when they’re engaged on the internet.
What do I like about Pandologic?
- Really the only fully-automated programmatic job advertising platform. You can set it and forget it, many of the programmatic tools take some constant watching.
- Pandologic’s AI will constantly make micro-adjustments to get the best results, including constantly testing and making small language changes to your posting to get the best results.
- Full AI, no human in the loop. You set your campaign goals and it goes out and gets the applicants.
- An overall reduction in job advertising spending for the same traffic you have now or increased traffic for the same spend.
- Easily integrated with your ATS to pull in job postings.
I’m a big fan of programmatic job advertising technology. I think too many TA leaders continue to play this game trying to figure out which “site” is the best one for them, getting into long-term relationships that cost too much money and quite frankly are inefficient. At the end of the day “advertising” is about the best results for the lowest cost.
One word of caution that I constantly try and educate TA pros and leaders on. Programmatic isn’t a silver bullet for hard-to-find talent. If you need Software Engineers in a market where there are very few Software Engineers, Programmatic technology can’t magically make Software Engineers where there are no Software Engineers! But, it can help get your job advertising in front of those few, for less money.
Pandologic for the most part is an enterprise-level TA tool. More than likely they are best utilized with organizations that hire at volume, 500+ hires per year, or it also would work for organizations hiring less, if the vast majority of roles are similar in nature (I.E., we hire 200 Nurses a year, etc.) I think every enterprise and large volume TA shop should be testing Programmatic in 2021.
Thanks for the post – really helpful. I’m trying to get to know more about PandoLogic and their solution. Given that you seem up to speed on the industry and solution, I’d be curious to get your opinion/thoughts on a couple of things.
I guess (1), what are the alternatives to this platform? I’ve seen JobAdX and Recruitcs, but not sure if those are close alternatives. What about Eightfold?
(2) Do you have any opinion on what the close alternatives are and how they compare to PandoLogic?
And then (3) it seems like this *should* be a fast growing space given the perceived value proposition here – i.e., makes the recruiting process more efficient and effective. Why do you think it’s been so slowly adopted over time?
Would appreciate any feedback here. Thanks!
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