End-to-end recruitment marketing and staffing agency
Get an unbiased perspective on your toughest recruitment challenges
Get the talent you want by giving candidates what they need
Improve recruitment outcomes and maximize the impact of your recruitment spend
Leverage your existing ATS to improve hiring process efficiency
Uncover your true employer brand and bring it to life
Attract better candidates, optimize media spend, and improve cost-per-hire
A comprehensive solution to recruiting with social media
Modern staffing solutions for employers
Job seekers: Browse openings
Subscribe to get fast, actionable insights for busy talent professionals
End-to-end technology partner for IT services, solutions, & support
End-to-end IT services and support options to suit the specific needs of your organisation
Minimise downtime by reducing exposure to unnecessary risk, business disruptions and disaster-level incidents
End-to-end cyber security protection means preparation on every level: having a combination of the right polices, technologies, awareness and support
Collaboration and communication solutions, along with cultural and analytical support to help redefine the way you work
Meet your corporate responsibility goals, protect the environment, and achieve your business objectives
Our Business and Technology Specialists will help you drive change and support you in taking your business to the next level
Confidently outsource with fixed pricing and quality guarantee
Fully-managed program to collapse, consolidate, migrates, disconnect, and recover legacy and dormant network assets
Expand coverage without added infrastructure; leverage engineering, order, support, and coordination services with partner carriers
A dedicated team focused on attention-to-detail increases efficiency, reduces costs, and improves customer satisfaction
End-to-end planning, implementation, maintenance, and coordination with partners to improve service delivery and rev recognition
Comprehensive circuit and network design services. Build, maintain, and optimize networks for revenue generation and growth
Configure network resources, secure remote access, validate circuits. Vendor-agnostic, experts in Cisco, Juniper, and more
Monitor, analyze, and test new services to ensure compatibility and adherence to standards
Flexible options: Hire experts hourly or opt for Managed Telecom to fully or partially manage your engineering teams and projects
Subscribe for relevant industry news, offers, and updates
On May 1st, Indeed shifted from a pay-per-click (PPC) model to a pay-per-apply start (PPAS) model for indexed sponsored jobs. This transition has important implications for recruiters and employers.
Indeed previously operated on a PPC model. Job listings were optimized based on the likelihood of a candidate generating a click. However, with the PPAS model, the focus has shifted to identifying candidates, based on their profile and previous search patterns, who are more likely to initiate the application process. This change aims to attract candidates with higher intent and commitment.
The PPAS model offers several benefits. By targeting candidates who are more likely to start the application process, employers can potentially attract more qualified applicants, increasing the chances of finding the right fit for their organizations. Early indications show that budgets will last longer as organizations are not paying for the high volume of clicks that did not equate to an apply start.
Conversely, campaigns may be impacted as the machine-learning algorithm adapts and learns to identify candidates who initiate the application process. This may affect the daily budget and duration of a sponsored job. Close monitoring and adjustments are necessary to optimize results.
It's important to note that the introduction of the pay-per-apply (PPA) model has been postponed until later this year. This model will initially be enabled for quick apply sponsored jobs, allowing employers to assess candidate quality based on specific skill sets before incurring charges.
While this data represents a short time with the new system, there are some promising results. Across both observed industries, apply starts have increased compared to the PPC model, suggesting a higher level of candidate commitment.
The impact of the pay-per-apply start model varies across industries. In the infant stage of this transition, it seems that sectors such as IT, engineering, and healthcare seem to benefit more from the new pricing model compared to the restaurant industry. Evaluating industry-specific performance is crucial to understanding the model's effectiveness and making informed decisions.
To gain a comprehensive understanding of the model's impact, continuous evaluation is necessary. Comparing performance over an extended period, at 30, 60, and 90 days, will provide valuable insights into industry and job type variations.
In addition, Indeed plans to implement a minimum budget per job in June. Recruiters and employers will need to consider this requirement when modifying campaigns to ensure compliance and optimal results.
Indeed's transition to the pay-per-apply start model brings significant changes to recruitment advertising. While it is still early to draw definitive conclusions, initial findings suggest positive outcomes, including increased apply starts, improved budget utilization, and reduced costs per apply start. Adapting to industry-specific dynamics and continuously evaluating performance will be key to leveraging the benefits of this new model and maximizing recruitment success.