What are the differences between programmatic and job ad distribution systems?

Job advertising by employers, employment advertising agencies, recruitment process outsourcing (RPO) organizations, and even job boards like College Recruiter has evolved from the traditional classified advertising model of posting a job to one or perhaps a few media outlets like job boards and paying a flat fee regardless of the results to an increasingly sophisticated process driven by technology.

With the emergence of programmatic job advertising systems and job distribution systems, recruiters and HR professionals have more options than ever before to reach the right candidates for their open positions. But many of those who are newer to recruitment advertising or who are bringing their knowledge up-to-date struggle to understand the differences between programmatic job advertising systems like Appcast, JobAdX, Joveo, PandoLogic, and Recruitics and job distribution systems like Broadbean and eQuest. In this article, we’ll explore those differences and examine the benefits and drawbacks of each.

Programmatic Job Advertising Systems

Programmatic job advertising systems are designed to automate the process of job ad placement and optimization. In other words, they use data and algorithms to make decisions about where and when to post job ads to reach the right candidates at the right time. Appcast, for example, uses a proprietary algorithm to analyze job postings and predict which job boards and social networks are most likely to attract qualified candidates.

Appcast’s software, for example, is built to adjust bidding strategies in real-time, allowing recruiters to target and attract the right candidates with personalized ads. By integrating with applicant tracking systems (ATS), programmatic advertising systems like Appcast can automate the posting process, monitor performance, and adjust strategies to optimize recruitment spending.

One of the main benefits of programmatic advertising systems is that they can save recruiters time and money. By automating the posting process, recruiters can focus on other aspects of their job, such as candidate engagement, screening, and selection. Moreover, programmatic advertising systems provide real-time insights into the performance of job ads and allow recruiters to adjust strategies accordingly.

However, there are some drawbacks to programmatic job advertising systems. For one, they can be expensive, especially for smaller businesses or those with limited recruitment budgets. Additionally, they rely heavily on algorithms and data, which means that human expertise and intuition can sometimes be lost in the process.

Job Distribution Systems

Job distribution systems, on the other hand, are designed to simplify the process of job ad posting. These systems allow recruiters to post job ads on multiple job boards with a single click, rather than having to manually enter information on each job board. eQuest and Broadbean are two examples of job distribution systems that allow recruiters to easily post job ads to multiple job boards, including niche sites and social networks.

Job distribution systems like eQuest and Broadbean offer several benefits to recruiters. Firstly, they can save recruiters time and effort by eliminating the need to manually post job ads on multiple job boards. This can be particularly useful for recruiters who are hiring for multiple positions at once. Additionally, job distribution systems can help recruiters reach a wider audience by posting job ads on niche job boards and social networks that may not have been on their radar otherwise.

One of the drawbacks of job distribution systems is that they do not offer the same level of optimization and targeting as programmatic advertising systems. Recruiters may still need to manually adjust job ad placement or bidding strategies to ensure that their ads are reaching the right candidates. Moreover, job distribution systems may not provide real-time insights into the performance of job ads, which can make it more difficult for recruiters to adjust strategies as needed.

Choosing the Right System

When it comes to choosing between programmatic job advertising systems and job distribution systems, recruiters should consider their specific needs and budget. Programmatic advertising systems may be more expensive, but they offer more automation and optimization capabilities. Job distribution systems, on the other hand, may be more affordable and convenient for recruiters who are looking to post job ads quickly and easily.

Ultimately, the decision between programmatic job advertising systems and job distribution systems will depend on a recruiter’s recruitment strategy, budget, and the level of automation and optimization they require. By understanding the benefits and drawbacks of each system, recruiters can make an informed decision about which approach is right for them.