GoldenBees

Owned by Jakub Mormul (Deactivated)
Oct 23, 2019
3 min read

 

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

Summary

 

A PERFORMANCE-BASED SOLUTION

Centralize your CV sourcing and employer brand advertising initiatives thanks to the Golden Bees platform, the answer to all your recruitment needs:

+ 50 % IN APPLICATION VOLUME

+ 70 % IN TIME SAVINGS

+ 80 % IN COST SAVINGS

+ 60 % IN QUALIFIED APPLICATIONS

 

INCREASE VISIBILITY FOR YOUR JOB POSTINGS

Advertise your job postings across the entire Internet, and engage active and passive candidates. High-impact ad formats help you improve your employer brand.

 

AUTOMATE THE SOURCING OF QUALIFIED CANDIDATES

The whole sourcing process is automated, from identifying candidates to classifying CVs, as well as advertising and optimizing your campaign along the way.

 

COMBINE PERFORMANCE AND EFFICIENCY

All your advertising initiatives are managed on a return-on-investment basis. Your budgets are optimized as much as possible for better results.

 

IMPROVE THE QUALITY OF YOUR CVS

Refined pretargeting and campaign optimization based on the quality of the applications allow you to generate more qualified applications.

 

CHECK OUT OUR SOLUTIONS

CV SOURCING - EASILY GENERATE QUALIFIED APPLICATIONS

Manage you recruitment campaigns through the Golden Bees platform, or just delegate the job to us, and get applications quickly and easily with these features:

  • Automated candidates targeting via auctions

  • Advertise on multiple sites across 98% of the Internet

  • Smart budget allocation for each job posting

  • Optimization of cost per qualified application

  • Compliance with GDPR

 

EMPLOYER BRAND

INCREASE THE VISIBILITY OF YOUR ADVERTISING

You’ll get all the benefits of a powerful visibility tool, designed and developed with recruiters’ needs in mind, including the following:

  • Multi-format advertising: Display, TV, audio, video, digital out-of-home (DOOH), etc.

  • Targeting of both active and passive candidate audiences

  • Ad exposure that varies depending on the level of engagement

  • Tracking of visibility and engagement indicators

  • Tools for optimizing candidate experience

 

Technology Demo Notes

 

Call Notes 9.13.2019

Notes

  • Aiming to identify best Data Management Platform practices, target ideal candidates

  • EMEA-focused primarily

  • 4 Performance steps for GoldenBees

    • Targeting

    • Tracking

    • Automation

    • Optimization

  • Solutions they offer

    • Artificial intelligence

    • Adapted ads

    • Bid algorithm

  • Lots of platform options for both active and passive candidates (more social-media focused for passive, more job-board focused for active)

    • LinkedIn

    • Spotify

    • Jeuxvideo

    • Facebook

    • Instagram

    • Google for JObs

    • Indeed, etc.

  • Social media targeting finds profile matches to post to (not just to everyone on FB, of course)

  • Aggregated job postings - sponsored jobs

    • Can set up to stop advertising once a set number of applicants have applied (ex. 30 applications needed, then it stops)

    • Can’t determine we have 30 quality applications, but there’s an ATS integration that can be used for feedback that could go into modifying the ability to determine what is or isn’t a quality resume in future (how well could this work?)

      • Would the timeline for this be longer? If so, it may not be helpful for unique or one-off roles, only repeat ones

  • Reporting

    • Tracking spend, candidate applications, etc. (the usual reports for programmatic)

  • How automation of the platform works

    • Import jobs

    • Implementation

    • Job promotion

    • Algorithm optimization

    • Consulting on the resumes gathered

    • For employer branding

      • Target job types, geolocation, etc.

  • Gradually reduces cost per resume, ratio of qualified resumes, reduced time to hire (depends on the clients)

    • Seems very similar to Joveo in this sense

Questions:

  • ATS integration options (the usual suspects?)

  • Does it use a Pixel system?

  • What is the backup plan if the Pixel doesn’t work?

  • Time to implement?


LT: how does it work with unique roles?

  • ABI for example, might have 80 open roles at a given time, across 5 or 7 different countries

  • Individual, one-off roles

  • Does the tool assist with these less campaign-focused hiring efforts?

    • Unsure of answer; typically used for campaigns or identifying passive candidates

    • Assists with employer branding and job types, mostly

    • Can work on 2 month campaigns, for shorter-term timelines

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