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 6 Current »

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.


Mission 

Like Pando, the largest single, living organism on the planet, the US recruiting market is an interconnected network, which requires efficiency, resiliency and resource allocation to flourish over the long term. PandoLogic's team of passionate professionals is on a mission to solve the evolving challenges in this complex ecosystem using intelligent technology solutions.

  • Fully Automates the Ad Placement and Management Process: Proprietary algorithms fully-automate and optimize decision making during every stage of the job advertising process from job classification and targeted distribution to budget allocation and dynamic CPC bidding across an employer’s diverse job categories.
  • Manages Your Spend Strategy Efficiently Across All Jobs and Sites:Predictive benchmarks are leveraged to dynamically allocate budget across all job types and spending caps are applied on specific jobs to eliminate waste and ensure budget constraints are met.
  • Optimizes Performance in Real-Time:Key job variables are automatically analyzed using a job taxonomy and Natural Language Processing (NLP) to derive a predictive-performance benchmark used to create the ideal campaign and strategy to target the right job seekers, on the right sites, at the right price.
  • Delivers Predictive-Insights and Transparency in Spend: An online analytics dashboard enables employers to make proactive decisions to improve recruitment processes with real-time access to predictive and actual performance data across all jobs.


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