October 27, 2023 • 16 mins
Ever wondered how recruitment marketing has evolved to become so complex and diversified over the years? Join us in a riveting discussion with Doug Ries SVP of Business Development at VONQ, who brings his vast two-decade-long experience to the table. This conversation traces the journey of job postings, touching on the rise of programmatic advertising and the increasing sophistication of employers.
Special mini series recorded with Oleeo at HR Tech 2023 with hosts Ryan Leary, Brian Fink, and Shally Steckerl
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:07):
And we are back on at the Olio booth in HR Tech,
broadcasting right from thefloor here in the middle of the
event.
With me today is my old friend.
When I say old, I mean reallyold Doug Rees from Bonk.
Now you can't tell from hislooks, but he's really old.
(00:28):
However, he looks like he's 20,which is exactly how he looked
when I first met him 20 yearsago.
You're too kind, so the mannever ages.
But anyways, talking about aman who never ages, you've been
in this industry, and I mean jobdistribution, job posting,
advertising, what do you want tocall it?
For Several decades now 23years.
(00:49):
Yeah, and in fact you've, like,innovated some of the solutions
in the space.
Speaker 2 (00:54):
We've done a lot of work over the past couple of
decades we have yeah, We've donea lot of job distribution.
Speaker 1 (00:59):
Doug and I used to work together at a company that
did some pioneering work backthen, and since then he's had a
couple of other jobs.
But now you are.
What's your role now?
Your VP of partnerships or?
Speaker 2 (01:10):
Yeah, I'm the Senior Vice President of Business
Development for North America.
Speaker 1 (01:14):
Which is partnerships and, and, yeah, business
development here coverspartnerships channels as well as
some direct sales.
Speaker 2 (01:22):
Cool, cool, cool.
Speaker 1 (01:24):
So, in your walks, if you will, what has evolved?
What has evolved in a way that,like it's grown in job
distribution, in job advertising, in recruitment marketing.
Let's call it.
Speaker 2 (01:38):
Sure sure.
Yeah, there are some obviousthings like programmatic.
Speaker 1 (01:42):
That's new, that's new.
Speaker 2 (01:43):
In the last couple of decades, I think the savviness
of employers has really evolved.
Of course there's the obvious23 years ago we were sending a
lot of jobs out to YahooClassifieds and news groups, and
stuff like that.
That aren't really a thinganymore.
Speaker 1 (02:04):
So destinations have changed but Destinations have
changed.
Speaker 2 (02:09):
They've gotten a bit more intelligent and employers
are really looking for a truemix of what they're doing with
recruitment marketing.
They want to do someprogrammatic.
They want to have their postingcontracts with large job boards
.
They want to publish out toniche sites, local sites.
(02:30):
Many need some level ofdiversity distribution,
compliance, posting.
Speaker 1 (02:35):
So it's a flexibility , it's a mix, where it used to
be a lot more kind of homogenous, like we advertise here and
here and that's it.
Get me to monster and hot jobs,and so now there's a variety of
destinations and a variety ofchoices and you're saying that
the buyer, the employer, is moresavvy and understanding that
(02:58):
there's sometimes when you wantto get the word out broadcastly
and sometimes when you want togo niche.
So they need guidance with thatand they need a system that
helps them do all that, becausemanually it's a bear.
Speaker 2 (03:11):
Employers are more savvy, they also.
They still need assistance, andwe've gotten smarter over the
years.
Speaker 1 (03:19):
The technology is providing the technology has
gotten smarter.
Speaker 2 (03:23):
Recruitment advertising services have gotten
smarter.
Speaker 1 (03:26):
Okay, so do we know now what makes people click on a
job and we still haven'tfigured that out yet.
Speaker 2 (03:33):
Yeah, I don't know that anyone's truly figured that
out?
Speaker 1 (03:37):
I don't think so.
Speaker 2 (03:38):
It's got to all start with the job title, right, yeah
.
And then the job copy.
You know that stuff goes.
That's ages old.
Speaker 1 (03:44):
Yeah, that's all.
That's an avatar, that'scopywriting.
How are you drawing someone inOgilvy?
Kind of set the stage for that,yeah, but the clicking and all
that.
I mean there's just you've gotto.
You have to have a mix.
Speaker 2 (03:57):
You have to have a mix.
There's no silver bullet.
It has to be somethingattractive and, as you know, the
whole process has to be prettypainless.
Right, you want to?
Speaker 1 (04:07):
remove friction.
That's true, yeah, removefriction.
Speaker 2 (04:09):
That's for sure.
Speaker 1 (04:11):
So, on the results side right, you and I had many a
let's call it dynamicconversation around attribution
of source of hire, which, backway back when it was basically I
(04:32):
mean, people were literallyasking the candidate how'd you
hear about the job?
And that was okay.
People thought that by askingthe candidate you'd get an
answer, and then they learned.
Well, the candidates, most ofthe time, just picked the first
answer or the default answer orthe one that they recognize, and
it really wasn't accurate.
And then you've got sort of theURL tracking and hashtags, and
(04:54):
you got pixels and all that.
We still don't really know,though.
So what I've heard is the jobdistributor and the way to track
it now is tracking what theycall apply completions, and
they're.
This is another way of chargingfor performance paid for
(05:16):
performance.
Is that you only pay us whensomeone applies?
Is that the answer, or are westill just kind of bumping
around in the dark?
It feels to me like that's astep in the right direction, but
just a step, because you stillhave apply abandonment, you
still have original attribution,multiple points of attribution.
Speaker 2 (05:38):
Yeah.
So there are a couple ofquestions in there.
One is source attribution,which the easiest way to
accomplish that is using sourcecode source IDs in apply URL
strings and that becomes a truesource identification, hard
coded.
Now, that doesn't go backthrough that individual's path
(05:58):
of searching and finding thatjob beyond the site that they
clicked from.
Speaker 1 (06:02):
So it's the most recent source?
Speaker 2 (06:04):
Yeah, but that certainly is a true way to find
out where they clicked, and itdoes break.
Speaker 1 (06:10):
People do see the job and they go to the website and
look for the job and apply anddon't use the link.
So that still happens withpeople that are suspicious.
I still get replies to emailoutreach from my sourcing team
where the candidate says I'm notreally sure this is a
legitimate job or whatever.
(06:31):
So they reply to the email Isthere really someone here or is
this spam?
And we reply back and I'm likeno, that's really it, that's the
link, please click on it andapply.
So there's still that.
So if we can't really, ifthat's not the solution, if
paper applies not the solutionthen what is it?
Is it a paper interview?
Speaker 2 (06:51):
Well, I think it's still important to look at job
postings as advertisements.
Yep okay right, so you'repaying for as an advertisement.
Speaker 1 (06:59):
Traffic.
Speaker 2 (06:59):
Yes, and is paying for each application from that
advertisement.
Is that right?
Is that the most efficientthing to do?
I'm not sure about that, youknow, and you're not guaranteed
that every applicant is ofquality.
Speaker 1 (07:20):
That's true, right.
So an application could just bewhat level of?
Speaker 2 (07:22):
quality are you ultimately paying for?
Speaker 1 (07:24):
Right, just because they apply doesn't mean they're
even remotely.
Speaker 2 (07:28):
Yeah, okay, so if you're paying for an
advertisement, pay for anadvertisement.
Speaker 1 (07:31):
Make sense.
Speaker 2 (07:32):
Take an applicants, evaluate them, increase the
traffic, but it's important alsoto track your posting, your
sites, your vendors and ensurethat you're getting the quality.
Getting a ton of applicantsdoesn't mean you're getting a
ton of quality.
Speaker 1 (07:46):
So audit right, it's kind ofyou're buying it, but you
also need to audit what youbought.
Speaker 2 (07:53):
Yeah, and your job distribution vendor, even your
ATS, is going to have reportsthat you can use, that you can
view the analytics results fromsites your click rates, your
apply rates, your higher rates.
Speaker 1 (08:09):
What about going back into that original source or
the multiple source attribution?
I've seen some technology outthere where they are essentially
using kind of craftingmechanisms to attach an IP
address, multiple IP addresses,to you so they capture your
(08:32):
interest via an email.
Now they know, okay, thisperson we don't know who they
are this nameless person clickedon this email.
We know that it was this emailthat we sent.
So now we're going to associatethat activity with this IP
address and then, if they comeback and they fill out a form,
now we know their name.
And if they come back and theyclick on an article, now we know
their interest.
And it's sort of building thissort of three-dimensional
(08:55):
profile.
There's technology out there.
It just existed in marketingNot that long ago that they
created all these ways towelcome you back.
Instead of saying, hi, stranger, fill out a form.
It's like oh, welcome back,doug, you were interested in
water recycling last time.
(09:16):
Would you like to learn moreabout that?
So that is helping us.
Speaker 2 (09:19):
This site uses cookies.
Speaker 1 (09:21):
Yeah, this site uses a cabinet, and that's no longer
cookies.
Now it's actually tracking yourIP address and recognizing that
your phone is one address andyour desktop is another one, and
it puts them together andstarts serving you dynamic
content, and you don't have tofill out forms over and over
again.
Is that the future of tracking,or is that just way too
(09:43):
complicated for what it's worth?
Speaker 2 (09:46):
That sounds pretty complicated for job posting
advertisements.
So I'm not sure, you're notsure.
Speaker 1 (09:55):
I'm not sure, because I'm wondering if I had.
I've got some money and I'mgoing to buy some contracts.
That's already done, they'resigned, so I'm going to
advertise there because Ialready paid for it.
I got some one offs that I knowI need because this particular
skill set is a front end view jsdeveloper and they have their
(10:16):
own group of whatever youdiscuss, your group or whatever.
So I know I can post there andget their attention, because I
can pay 200 bucks and get theattention of exclusively viewjs
developers, because that's that.
So you've got the big one,you've got the niche one, then
you've got the I don't know.
Let's call them influencers.
There's some guy out therethat's really well known for
(10:37):
being the voice of viewjs, but Idon't know where people are
reading him.
Is there a way to capture that?
It's a completely different.
You know, bob Smith is theviewjs king and I want to get
access to his audience.
But he's got Twitter, he's gotTikTok, he's got LinkedIn, he's
(10:59):
got Instagram, he's got.
You know how do I tap into that?
Speaker 2 (11:03):
Enter this podcast code when you log into my.
That sounds good.
That sounds good.
So is there ever?
Speaker 1 (11:09):
going to be an influencer?
Sorry, is there ever going tobe an influencer marketplace for
jobs?
Speaker 2 (11:17):
I think there already is.
Speaker 1 (11:18):
Yeah.
It's called networking ohthat's yeah, never heard of that
.
That's a good point, yeah.
Speaker 2 (11:25):
Well, one of the things that you make a great
point around the different typesof posting that organizations
do.
So normally an organization in,we'll say, normal employment
market will have three, four,maybe five contracts with job
boards, annual contracts, wherethey can maybe post unlimited
(11:47):
jobs or a lot of jobs Right orparking slots or whatever.
Yeah in addition to that,they'll for probably 50 to 60%
of their jobs.
They'll need to go out and postthose to additional sites on an
on demand ad hoc.
As needed right.
So what Vonk has done is we'vebuilt some intelligent job
(12:07):
posting solutions that we whitelabel into hiring platforms and
it accommodates customersposting jobs to their annual
contract.
Speaker 1 (12:17):
So half the time you're doing that by route and
it just happens, and then everyonce in a while you need to do
the specialty and then theplatform just says all right,
you need to boost yourapplications for this one job.
Here's three things that youcould do.
Speaker 2 (12:30):
Yeah, we serve up a marketplace with 3,000 options
in it.
Speaker 1 (12:34):
And it buys them on which?
Speaker 2 (12:35):
ones.
So it provides recommendations,filters, search, and they can
just be purchased in the moment.
Speaker 1 (12:43):
So streamlining that, consolidating it?
How does somebody end up onthat?
How does the destination,whatever view that JS careers
end up on your marketplace?
Speaker 2 (12:56):
Well, a job board reaches out to us or a customer
requests it, and we reach out tothe job board and then you're
like, hey, we want to add you.
Yeah, sure, that's easy A waythat a user ends up in the
marketplace.
Perfect example an iSim's userclicks the advertise button next
to their requisition inside ofiSim's and they're dropped into
(13:16):
the marketplace and they canmake purchases there.
So we make it very easy.
Speaker 1 (13:19):
So I got 10 jobs eight of them are performing
well.
Two of them are really slow, soI'm going to click on that
button and go.
I need to boost this one by acouple of things that way, and
then they see the results.
What about just the like searchengine marketing stuff that we
used to talk about?
You know, paper click andthat's not job boards, that's
(13:42):
not career destinations, that'sthe web, like open web.
Speaker 2 (13:47):
Yeah, we do a little bit with Google, sponsoring and
boosting jobs on Google.
That's still relevant then haveyou looked at that lately?
Speaker 1 (13:57):
No, I wanna-.
Speaker 2 (13:58):
They still don't make it very easy for job seekers.
Speaker 1 (13:59):
No, they don't.
Yeah, they don't make it veryeasy for an employer.
I don't know how useful that isanyway.
If I want to post a job onGoogle, I'd have to like become
a Google advertiser.
Drop a credit card, do thewhole keyword optimization.
I think it's clunky.
I mean, you know it works.
If your business depends onadvertising, then you solve, you
(14:21):
know how to advertise.
But if you're a recruiter, youdon't know how to advertise.
That's not your thing, it's notyou know.
So yeah, there's a big barrierfor entry there, so all right.
So what have you seen here inthe trade trail floor that
really impressed you of like wow, that's hot, that's new, that's
interesting, that's a gooddirection.
Speaker 2 (14:50):
I'm trying to avoid saying anything about AI.
Speaker 1 (14:52):
Yeah, don't say the word.
Ai Say machine learning or deeplearning or language models.
Speaker 2 (14:58):
Right, Well, there are a lot of vendors that are
doing some more sophisticatedstuff with analytics.
There are also vendors that arekind of reaching beyond the ATS
concept to more user-friendlyhiring platforms.
And that stuff is interesting.
(15:18):
Generally impressed with howlarge the show is.
Speaker 1 (15:24):
It's definitely the biggest I've heard.
Speaker 2 (15:25):
I haven't been to HR Tech in a while and it's really
been a great show Great turnout,great vendors and really good
conversations there.
Speaker 1 (15:38):
Well, you heard it here, Doug.
Thanks so much for joining us.
Speaker 2 (15:41):
Thank you show.
Speaker 1 (15:42):
We are live at the HR Tech, right on the floor and
sponsored by the Olio booth.
Olio, olio, all right, thankyou, and we'll see you next time
.
And we are back on at the Olio booth in HR Tech,
broadcasting right from thefloor here in the middle of the
event.
With me today is my old friend.
When I say old, I mean reallyold Doug Rees from Bonk.
Now you can't tell from hislooks, but he's really old.
(00:28):
However, he looks like he's 20,which is exactly how he looked
when I first met him 20 yearsago.
You're too kind, so the mannever ages.
But anyways, talking about aman who never ages, you've been
in this industry, and I mean jobdistribution, job posting,
advertising, what do you want tocall it?
For Several decades now 23years.
(00:49):
Yeah, and in fact you've, like,innovated some of the solutions
in the space.
Speaker 2 (00:54):
We've done a lot of work over the past couple of
decades we have yeah, We've donea lot of job distribution.
Speaker 1 (00:59):
Doug and I used to work together at a company that
did some pioneering work backthen, and since then he's had a
couple of other jobs.
But now you are.
What's your role now?
Your VP of partnerships or?
Speaker 2 (01:10):
Yeah, I'm the Senior Vice President of Business
Development for North America.
Speaker 1 (01:14):
Which is partnerships and, and, yeah, business
development here coverspartnerships channels as well as
some direct sales.
Speaker 2 (01:22):
Cool, cool, cool.
Speaker 1 (01:24):
So, in your walks, if you will, what has evolved?
What has evolved in a way that,like it's grown in job
distribution, in job advertising, in recruitment marketing.
Let's call it.
Speaker 2 (01:38):
Sure sure.
Yeah, there are some obviousthings like programmatic.
Speaker 1 (01:42):
That's new, that's new.
Speaker 2 (01:43):
In the last couple of decades, I think the savviness
of employers has really evolved.
Of course there's the obvious23 years ago we were sending a
lot of jobs out to YahooClassifieds and news groups, and
stuff like that.
That aren't really a thinganymore.
Speaker 1 (02:04):
So destinations have changed but Destinations have
changed.
Speaker 2 (02:09):
They've gotten a bit more intelligent and employers
are really looking for a truemix of what they're doing with
recruitment marketing.
They want to do someprogrammatic.
They want to have their postingcontracts with large job boards
.
They want to publish out toniche sites, local sites.
(02:30):
Many need some level ofdiversity distribution,
compliance, posting.
Speaker 1 (02:35):
So it's a flexibility , it's a mix, where it used to
be a lot more kind of homogenous, like we advertise here and
here and that's it.
Get me to monster and hot jobs,and so now there's a variety of
destinations and a variety ofchoices and you're saying that
the buyer, the employer, is moresavvy and understanding that
(02:58):
there's sometimes when you wantto get the word out broadcastly
and sometimes when you want togo niche.
So they need guidance with thatand they need a system that
helps them do all that, becausemanually it's a bear.
Speaker 2 (03:11):
Employers are more savvy, they also.
They still need assistance, andwe've gotten smarter over the
years.
Speaker 1 (03:19):
The technology is providing the technology has
gotten smarter.
Speaker 2 (03:23):
Recruitment advertising services have gotten
smarter.
Speaker 1 (03:26):
Okay, so do we know now what makes people click on a
job and we still haven'tfigured that out yet.
Speaker 2 (03:33):
Yeah, I don't know that anyone's truly figured that
out?
Speaker 1 (03:37):
I don't think so.
Speaker 2 (03:38):
It's got to all start with the job title, right, yeah
.
And then the job copy.
You know that stuff goes.
That's ages old.
Speaker 1 (03:44):
Yeah, that's all.
That's an avatar, that'scopywriting.
How are you drawing someone inOgilvy?
Kind of set the stage for that,yeah, but the clicking and all
that.
I mean there's just you've gotto.
You have to have a mix.
Speaker 2 (03:57):
You have to have a mix.
There's no silver bullet.
It has to be somethingattractive and, as you know, the
whole process has to be prettypainless.
Right, you want to?
Speaker 1 (04:07):
remove friction.
That's true, yeah, removefriction.
Speaker 2 (04:09):
That's for sure.
Speaker 1 (04:11):
So, on the results side right, you and I had many a
let's call it dynamicconversation around attribution
of source of hire, which, backway back when it was basically I
(04:32):
mean, people were literallyasking the candidate how'd you
hear about the job?
And that was okay.
People thought that by askingthe candidate you'd get an
answer, and then they learned.
Well, the candidates, most ofthe time, just picked the first
answer or the default answer orthe one that they recognize, and
it really wasn't accurate.
And then you've got sort of theURL tracking and hashtags, and
(04:54):
you got pixels and all that.
We still don't really know,though.
So what I've heard is the jobdistributor and the way to track
it now is tracking what theycall apply completions, and
they're.
This is another way of chargingfor performance paid for
(05:16):
performance.
Is that you only pay us whensomeone applies?
Is that the answer, or are westill just kind of bumping
around in the dark?
It feels to me like that's astep in the right direction, but
just a step, because you stillhave apply abandonment, you
still have original attribution,multiple points of attribution.
Speaker 2 (05:38):
Yeah.
So there are a couple ofquestions in there.
One is source attribution,which the easiest way to
accomplish that is using sourcecode source IDs in apply URL
strings and that becomes a truesource identification, hard
coded.
Now, that doesn't go backthrough that individual's path
(05:58):
of searching and finding thatjob beyond the site that they
clicked from.
Speaker 1 (06:02):
So it's the most recent source?
Speaker 2 (06:04):
Yeah, but that certainly is a true way to find
out where they clicked, and itdoes break.
Speaker 1 (06:10):
People do see the job and they go to the website and
look for the job and apply anddon't use the link.
So that still happens withpeople that are suspicious.
I still get replies to emailoutreach from my sourcing team
where the candidate says I'm notreally sure this is a
legitimate job or whatever.
(06:31):
So they reply to the email Isthere really someone here or is
this spam?
And we reply back and I'm likeno, that's really it, that's the
link, please click on it andapply.
So there's still that.
So if we can't really, ifthat's not the solution, if
paper applies not the solutionthen what is it?
Is it a paper interview?
Speaker 2 (06:51):
Well, I think it's still important to look at job
postings as advertisements.
Yep okay right, so you'repaying for as an advertisement.
Speaker 1 (06:59):
Traffic.
Speaker 2 (06:59):
Yes, and is paying for each application from that
advertisement.
Is that right?
Is that the most efficientthing to do?
I'm not sure about that, youknow, and you're not guaranteed
that every applicant is ofquality.
Speaker 1 (07:20):
That's true, right.
So an application could just bewhat level of?
Speaker 2 (07:22):
quality are you ultimately paying for?
Speaker 1 (07:24):
Right, just because they apply doesn't mean they're
even remotely.
Speaker 2 (07:28):
Yeah, okay, so if you're paying for an
advertisement, pay for anadvertisement.
Speaker 1 (07:31):
Make sense.
Speaker 2 (07:32):
Take an applicants, evaluate them, increase the
traffic, but it's important alsoto track your posting, your
sites, your vendors and ensurethat you're getting the quality.
Getting a ton of applicantsdoesn't mean you're getting a
ton of quality.
Speaker 1 (07:46):
So audit right, it's kind ofyou're buying it, but you
also need to audit what youbought.
Speaker 2 (07:53):
Yeah, and your job distribution vendor, even your
ATS, is going to have reportsthat you can use, that you can
view the analytics results fromsites your click rates, your
apply rates, your higher rates.
Speaker 1 (08:09):
What about going back into that original source or
the multiple source attribution?
I've seen some technology outthere where they are essentially
using kind of craftingmechanisms to attach an IP
address, multiple IP addresses,to you so they capture your
(08:32):
interest via an email.
Now they know, okay, thisperson we don't know who they
are this nameless person clickedon this email.
We know that it was this emailthat we sent.
So now we're going to associatethat activity with this IP
address and then, if they comeback and they fill out a form,
now we know their name.
And if they come back and theyclick on an article, now we know
their interest.
And it's sort of building thissort of three-dimensional
(08:55):
profile.
There's technology out there.
It just existed in marketingNot that long ago that they
created all these ways towelcome you back.
Instead of saying, hi, stranger, fill out a form.
It's like oh, welcome back,doug, you were interested in
water recycling last time.
(09:16):
Would you like to learn moreabout that?
So that is helping us.
Speaker 2 (09:19):
This site uses cookies.
Speaker 1 (09:21):
Yeah, this site uses a cabinet, and that's no longer
cookies.
Now it's actually tracking yourIP address and recognizing that
your phone is one address andyour desktop is another one, and
it puts them together andstarts serving you dynamic
content, and you don't have tofill out forms over and over
again.
Is that the future of tracking,or is that just way too
(09:43):
complicated for what it's worth?
Speaker 2 (09:46):
That sounds pretty complicated for job posting
advertisements.
So I'm not sure, you're notsure.
Speaker 1 (09:55):
I'm not sure, because I'm wondering if I had.
I've got some money and I'mgoing to buy some contracts.
That's already done, they'resigned, so I'm going to
advertise there because Ialready paid for it.
I got some one offs that I knowI need because this particular
skill set is a front end view jsdeveloper and they have their
(10:16):
own group of whatever youdiscuss, your group or whatever.
So I know I can post there andget their attention, because I
can pay 200 bucks and get theattention of exclusively viewjs
developers, because that's that.
So you've got the big one,you've got the niche one, then
you've got the I don't know.
Let's call them influencers.
There's some guy out therethat's really well known for
(10:37):
being the voice of viewjs, but Idon't know where people are
reading him.
Is there a way to capture that?
It's a completely different.
You know, bob Smith is theviewjs king and I want to get
access to his audience.
But he's got Twitter, he's gotTikTok, he's got LinkedIn, he's
(10:59):
got Instagram, he's got.
You know how do I tap into that?
Speaker 2 (11:03):
Enter this podcast code when you log into my.
That sounds good.
That sounds good.
So is there ever?
Speaker 1 (11:09):
going to be an influencer?
Sorry, is there ever going tobe an influencer marketplace for
jobs?
Speaker 2 (11:17):
I think there already is.
Speaker 1 (11:18):
Yeah.
It's called networking ohthat's yeah, never heard of that
.
That's a good point, yeah.
Speaker 2 (11:25):
Well, one of the things that you make a great
point around the different typesof posting that organizations
do.
So normally an organization in,we'll say, normal employment
market will have three, four,maybe five contracts with job
boards, annual contracts, wherethey can maybe post unlimited
(11:47):
jobs or a lot of jobs Right orparking slots or whatever.
Yeah in addition to that,they'll for probably 50 to 60%
of their jobs.
They'll need to go out and postthose to additional sites on an
on demand ad hoc.
As needed right.
So what Vonk has done is we'vebuilt some intelligent job
(12:07):
posting solutions that we whitelabel into hiring platforms and
it accommodates customersposting jobs to their annual
contract.
Speaker 1 (12:17):
So half the time you're doing that by route and
it just happens, and then everyonce in a while you need to do
the specialty and then theplatform just says all right,
you need to boost yourapplications for this one job.
Here's three things that youcould do.
Speaker 2 (12:30):
Yeah, we serve up a marketplace with 3,000 options
in it.
Speaker 1 (12:34):
And it buys them on which?
Speaker 2 (12:35):
ones.
So it provides recommendations,filters, search, and they can
just be purchased in the moment.
Speaker 1 (12:43):
So streamlining that, consolidating it?
How does somebody end up onthat?
How does the destination,whatever view that JS careers
end up on your marketplace?
Speaker 2 (12:56):
Well, a job board reaches out to us or a customer
requests it, and we reach out tothe job board and then you're
like, hey, we want to add you.
Yeah, sure, that's easy A waythat a user ends up in the
marketplace.
Perfect example an iSim's userclicks the advertise button next
to their requisition inside ofiSim's and they're dropped into
(13:16):
the marketplace and they canmake purchases there.
So we make it very easy.
Speaker 1 (13:19):
So I got 10 jobs eight of them are performing
well.
Two of them are really slow, soI'm going to click on that
button and go.
I need to boost this one by acouple of things that way, and
then they see the results.
What about just the like searchengine marketing stuff that we
used to talk about?
You know, paper click andthat's not job boards, that's
(13:42):
not career destinations, that'sthe web, like open web.
Speaker 2 (13:47):
Yeah, we do a little bit with Google, sponsoring and
boosting jobs on Google.
That's still relevant then haveyou looked at that lately?
Speaker 1 (13:57):
No, I wanna-.
Speaker 2 (13:58):
They still don't make it very easy for job seekers.
Speaker 1 (13:59):
No, they don't.
Yeah, they don't make it veryeasy for an employer.
I don't know how useful that isanyway.
If I want to post a job onGoogle, I'd have to like become
a Google advertiser.
Drop a credit card, do thewhole keyword optimization.
I think it's clunky.
I mean, you know it works.
If your business depends onadvertising, then you solve, you
(14:21):
know how to advertise.
But if you're a recruiter, youdon't know how to advertise.
That's not your thing, it's notyou know.
So yeah, there's a big barrierfor entry there, so all right.
So what have you seen here inthe trade trail floor that
really impressed you of like wow, that's hot, that's new, that's
interesting, that's a gooddirection.
Speaker 2 (14:50):
I'm trying to avoid saying anything about AI.
Speaker 1 (14:52):
Yeah, don't say the word.
Ai Say machine learning or deeplearning or language models.
Speaker 2 (14:58):
Right, Well, there are a lot of vendors that are
doing some more sophisticatedstuff with analytics.
There are also vendors that arekind of reaching beyond the ATS
concept to more user-friendlyhiring platforms.
And that stuff is interesting.
(15:18):
Generally impressed with howlarge the show is.
Speaker 1 (15:24):
It's definitely the biggest I've heard.
Speaker 2 (15:25):
I haven't been to HR Tech in a while and it's really
been a great show Great turnout,great vendors and really good
conversations there.
Speaker 1 (15:38):
Well, you heard it here, Doug.
Thanks so much for joining us.
Speaker 2 (15:41):
Thank you show.
Speaker 1 (15:42):
We are live at the HR Tech, right on the floor and
sponsored by the Olio booth.
Olio, olio, all right, thankyou, and we'll see you next time
.
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