This tool has solely been researched by the WilsonHCG Innovation team.
Summary
Our programmatic job advertising platform, pandoIQ, intelligently automates and optimizes job advertising spend. Companies faced with complex hiring needs now can source quality applicants faster, smarter, and more efficiently with our unique proprietary technology. The platform features AI-enabled algorithms that use over 48 job attributes and more than 200 billion historical job performance data points to predict the optimal job advertising campaign. pandoIQ provides an end-to-end job advertising solution that delivers a significant increase in job ad performance without any wasteful spending.
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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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