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This tool has solely been researched by the WilsonHCG Innovation team.

Summary

PandoLogic enables employers to source quality applicants faster and more efficiently through the use of big data, artificial intelligence, and proprietary campaign algorithms that fully-automate and optimize the job advertising process from job classification and targeted distribution to budget allocation and dynamic bidding across diverse job categories.

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Technology Demo Notes

Call Notes 1.11.2019

Automated Job Expansion

• Job Title & Location

• Sourcing Decision Making with AI

• Automate process: Which Jobs? Where? Cost? Duration? Resources? Quality?

• No need to write rules - system determines qualified decisions

• Job classification use case: Comcast, through Manpower

• 1 Job Title & 1 Location provided

• System added 3 locations & 6 new job titles

• Does not change title on posting, just opens on the backend

• Job classification system based on 10 years of data

• Think of this as an automated/ai-driven way a recruiter thinks through (or utilizes CB S&D) similar job titles and relevant locations to source outside of what is on the JD - except this automatically does this for postings.

• Result: Increase in applicants; Claims client pulled back on spend the following month due to large volume of qualified applicants

• Additional Benefit: Posting flexibility in source - no contracts with indiv vendors on posting spend

Qualities of a potential use case:

• Large media spend on postings

• Large volume of job board usage = Consolidation in management of these sources, with better targeting

• Small volume of job board usage = Expansion of sources your spend is utilized on

Call Notes 2.15.2019 

• Success in operationalizing this tool?

• 1-2 people managing the instance of the tool

• Incorporated into a pre-existing role in the company - not a full-time job

• Most products require a lot of manual manipulation (rules-based, trial & error)

• They align a CSM that produce reports bi-weekly & Monitor performance

• Process:

• Begin by requesting a PPR (Predictive Performance Report)

• Information required for a PPR: Job URL (or career site or career site w/ designated filters)

• Allow about 3 days to pull the report

• Pandologic recommends budget

• Opportunity to push back or advise on budget guidelines

• There is no cost for this report, so this is the time to decide if there is value in utilization

• *Need to take a closer look at what is necessary for integration with Indeed

• Implementation

• ATS Integration should be put in place

• Without an ATS integration it is difficult for the tool to monitor the effectiveness in results / applicants

• Concerns:

• In the past, we have found it effective to have the recruiting team monitor effectiveness - what are we not considering when we have 1 party for the org. responsible to manage.

• Would we maintain 1 or separate instances for every client knowing their ATS would need to be integrated?

• With an integration in place, how do we field which roles are added to Pandologic?

• NAM only focus

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