Job board advertising models and the quality of applications | Talent Matters
EP217 | Performance models and the future of job board advertising - Dave talks to… Simon Wingate 🎧 https://open.spotify.com/episode/2P2a9WVQTu0Z7c7tNLaa0A?si=PiZMMlKNQ7uYrlwZ8e0G0w 📖 https://wave-rs.co.uk/blog/dave-talks-to-simon-wingate --- If job boards are able to have confidence in the number of applications they are likely to deliver in a certain sector, location, or salary range, they’ll have a way to market a performance model like duration, for example charging x amount per unit but with the likelihood that they’ll deliver x number of applications. This is where data enables smarter candidate sourcing strategies and where data driven recruitment goes further - the greater the access to data, the higher the likelihood that the job board can deliver the desired outcome. The evolution of data will also change the effectiveness and cost of performance-based models. “Performance-based works when you can deliver performance,” quips Simon. That may seem obvious but there’s a huge difference between charging per application click and developing your service to maximise the number of application clicks you drive. What recruiters want when buying a performance service is an understanding of cost, an understanding of how quickly you can deliver applications, and the ability to upweight or downweight a campaign.
