Insider tips to building extraordinary careers websites

Insider tips to extraordinary careers websites

The three main sources of traffic on any corporate website are customers, shareholders and potential (and often existing) employees. It’s a sad fact that […]

5 Questions you need to ask your agency before paying for programmatic advertising

In the right hands, programmatic advertising can offer many benefits to your marketing strategy. With over 50% of US marketing executives agreeing it is either extremely, or very effective.

In the wrong hands however, your ads could get lost in the miasma of digital advertising on the internet and never seen. Or perhaps even worse your ads could be seen in places that are not aligned with your company values, as was the case for US telecom giant Verizon, who’s ads appeared in extremist/hate-speech videos on YouTube.

So how do you know who has the right hands?

We’ve compiled 5 key questions to ask any potential advertising agency about programmatic advertising before you hand over even a dollar of your precious digital marketing budget.

#1- Can they explain what Programmatic Advertising is?

It’s easy for an agency to sell you on the benefits, but if they are only rattling off 3 letter acronyms and speaking in jargon buzzwords, they might not be the best people to help you. The right agency will be able to break it down for you in a down-to-earth, and relatable way.

Say you were going in for surgery… It’s all well and good for your doctor to tell you how much better you’ll feel without that pesky inflamed appendix, but if they can’t actually explain how and why your appendix needs removing, are you really going to let them near you with a scalpel?

It’s not unreasonable to ask for a little bedside manner from your advertising agency too.

 

#2 – Do they understand your audience?

One of the key benefits of advertising programmatically, is the ability to specify your target audience so precisely. You obviously have a good grasp of your own target audience, and can pass on the demographic and behavioural information you have , but how else will the agency be profiling your audience?

Do they have their own data sets (second-party data) that they can employ to further target your audience and ensure your ad will be successful? What about access to third party data? These data-sets can be bought from other institutions such as news media, credit-card companies, or entertainment corporations such as Ticketek, and they can all offer insights into your potential audience.

The quality of the data your agency has access to will determine the quality of the results of your ads.

 

#3 –  What are they doing to protect the values of your brand?

The next big question to ask a potential agency, is what measures they will have to prevent your ads being seen next to content that may be detrimental to your brand values. A blacklist can stop the programmatic software from purchasing ad-spaces that appear on pornographic or extremist sites.

 

A more in depth blacklist will go further, and screen for sites with high bot activity. It has been reported that 51.8% of all internet traffic is bot activity, with 28.9% of this being ‘bad bots’ such as impersonators, spammers and hacker tools. There are certain sites that these bots are more frequent, and a proficient agency will have contingencies within their strategy to avoid these sites.

It’s also useful to ask how often the agency updates their blacklists, as these undesirable sites have a tendency of popping up regularly under new domain names.

#4 – Are your ads being seen by a human?

Even if your ads appear on reputable and contextually desirable sites, how will your agency ensure that it is still a human who is viewing your ad, and not a bot?

Bot activity is again on the rise, and now forms the majority of online traffic. So if you are paying your agency per impression of your ad, it’s only reasonable that you make sure those impressions are not being wasted on bots. Again, proficient agencies will have standards on viewability, and will optimise the ads to only appear where there is evidence of human activity. After all, bots aren’t going to fill out a form or purchase your product.

 

#5 – How will they be analysing the results?

Unlike a billboard or newspaper ad where it can be difficult to track how many people are seeing the ad and acting on it directly, with digital advertising we can get much more specific ROI data. Particularly with the programmatic software, the depth of analytics possible can be overwhelming. This is one of the reasons why 43% of marketers outsource this process.

The important thing to ask whoever you are outsourcing it to though, is what types of analytics are they running to optimise their results? Are they analysing views of ad impressions or how many clicks the ad receives?

Getting the best ROI from your advertising, starts with getting the best people on the job.

Speaking of the best people, have you met our team here at Lightbox Communications?

6 Steps to creating a candidate experience that trumps your competitors

For those in the world of recruitment and talent attraction, it can be all too easy to focus only on the talent that you successfully hire. While we hope you’ve made the successful applicants feel welcome and fulfilled within your organisation, how did you treat the unsuccessful ones?

Companies around the world are now beginning to realise the awesome power and at times awful consequences of the Candidate Experience.

Jan Tegze has actually created an equation to measure the potential cost to your business through poor candidate experiences, and while we won’t go into all the math-y details, suffice to say it’s A LOT!

Virgin Media UK estimated a potential £4.4 million (approx. $7.8M AUD) in lost business due to applicants severing their consumer relationships with Virgin Media and switching to their competitors. All due to negative candidate experiences. This figure doesn’t even take into account the 27% of candidates that research says will go on to “actively discourage others” from applying to the company – with figures like this, who needs Glassdoor to destroy your Employer Brand?

Can your organisation afford these kinds of costs?

Wouldn’t you rather be the company these people turn to for satisfying, fulfilling, dare we say, even enjoyable candidate experiences? Never fear! Here are six helpful strategies that can light the way to making your candidate experience the best in your industry.

But what is it?

First things first – what the hell is a candidate experience anyway? When does it start, when does it finish, who is involved, what makes it good or bad? Quite simply, the candidate experience is every interaction your desired talent has, not just with your HR department,

but with your whole business.

 

STEP 1

Calling it a ‘candidate’ experience is actually quite misleading, because it all starts before a person even knows they want to work for your company. ‘The Talent Experience’ might be a more apt description.

Your current employees are surely telling their friends and family what it’s like where they work. Are they sharing good things that make potential quality talent want to work for you too? Or are they griping about the lack of communication between the management tiers, or that there’s never any room in the staff fridge for their lunch? Step 1 to improve the talent experience is to work on the relationships you have with your current employees.

 

STEP 2

The next step is to make sure your online presence isn’t turning candidates away before you even receive a resume. Do you fall into the 60% of employers who do NOT monitor their presence or brand on social media?

While you’re at it, why not add us on Facebook?

Not only are recruiters using social media to screen applicants, but 67% of job seekers are also using social media to gain insights into company culture. Make sure your business is putting its best branded foot forward with its online presence. This is important not just for social media platforms, but with your company website as well…

 

STEP 3

Does your career section adequately describe your company and the positions you have available? Because 55% of candidates are saying company career sites don’t tell them enough about working for a company, and 36% say that job descriptions aren’t clear enough. If you want to get a step ahead of your competitors, make sure your career section is crystal clear and diamond sharp in its details.

 

STEP 4

Now you’ve successfully enticed a potential candidate to hit apply, the experience outcome now hangs on how cumbersome your application process is. Having a process that takes too long, or asks candidates to upload a resume, but then still asks them to manually fill out fields of basic questions is going to have negative effects on their experience. It may even deter them completely, as 60% of candidates will abandon applications that are too long or complex.

 

STEP 5

Once you have all of the applicant’s details, and the task of screening, assessing, interviewing and recommendation slowly narrows the candidate pool, don’t forget to spare a thought for those you have turned down along the way. No one enjoys being rejected, but the talent experience isn’t determined by the outcome of the application. Most often it is the level of feedback and communication that determines a positive or negative experience.

Are you letting people know what stage their application is currently at? Do they have an estimated timeline for when they can expect a result? Do they know why their application has been declined? Is there a resource you can direct them to help with future applications? These are all communications you can have with applicants throughout the process that will make them feel that you appreciate their desire to work for you and the time they’ve taken to apply.

81% of job seekers said continuous communication would greatly improve overall experience.

 

STEP 6

The final step to improving the talent experience your company offers, is to keep improving! Requesting feedback from both successful and unsuccessful candidates at all stages of the process is only going to help you understand where you can improve, and help your candidates feel their opinion is valued.

 

Need Help Implementing a New Candidate Experience Strategy?