Skip to end of metadata
Go to start of metadata

You are viewing an old version of this page. View the current version.

Compare with Current View Page History

« Previous Version 5 Next »

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.

Our talent acquisition solutions connect publishers, employers, job board operators and job seekers across a shared talent network using the most advanced programmatic platform available. Since 2007, over 125,000 employers and more than 700 digital publishers have benefited from PandoLogic's programmatic solutions resulting in over 5.4 billion programmatic job campaigns based on more than 199 billion historical job performance data points.


The Employer's Challenge

Vast fragmentation in the online recruitment market has left the job advertising process full of inefficiencies and disparate data silos that prevent employers from getting the most for their online recruitment spend.


Our Solution

pandoIQ is the most cost-effective job advertising platform available that uses predictive algorithms built on A.I. to fully-automate and intelligently manage your recruitment spend and job ad campaign strategies across 1000's of sites in real-time.


White-Label Job Sites

The most advanced white-label job board technology helping digital publishers generate new revenue from online recruitment.


Real-Time Job Matching

Connecting employers with the right job seekers in the most efficient manner possible.


Programmatic Job Distribution

Data-driven algorithms automate the job advertising process, targeting the right job seekers across thousands of job sites, social networks, local media sites and more.


Predictive Analytics and AI

Transforming online recruitment with big data, machine learning and AI to make the talent acquisition process efficient and effective.


Additional Resources


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



  • No labels