There’s no doubt that recruiting has changed, especially in the Internet age. Years ago, recruiting was often conducted often by word-of-mouth, candidates stopping into businesses seeking handshake deals, and plain old paper applications. These days, however, digital recruiting technology and techniques have changed the game forever.

Defining Modern Recruiting Via Digital Means

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Digital recruiting has often meant companies placing ads on job board sites. While this is by no means a bad strategy, it’s not a targeted strategy. RealMatch is a provider of recruitment services that recognizes the changing landscape that the Internet provides for both recruiters and job seekers, and this is why it has chosen to offer a pay-per-applicant strategy in addition to it other human resources solutions.

A pay-per-applicant solution is basically what it sounds like: clients only pay when they receive qualified applicants. In a traditional job board setting, companies pay to have open jobs listed. This may bring in more applicants, but it can also lead to hundreds or thousands of unqualified applicants. Does your organization have the time and resources to sift through the multitude of unqualified applicants you’ll receive using this strategy? Most do not.

Do you want to pay for thousands of worthless applications or pay for a few qualified candidates? The choice is yours.

Pay-Per-Applicant vs. CPC

CPC, or cost-per-click, is a digital marketing strategy that is used by many job board sites to generate interest in available positions while bringing in more money for the provider. Basically, the provider and the client agree upon a certain amount of money to be charged to the client per click on a particular ad. The downside to this is that it doesn’t do anything to qualify candidates or applicants. In fact, even if you’re not qualified for a position or even interested in the position, you can click on the posting and leave, meaning the client still ends up owing money in the end.

When working off of a per-applicant cost, you can be assured that you will only pay fees when qualified applicants are delivered to your human resources department. This not only means that your human resources department no longer has to spend time dealing with applicants, whether online or in person, but it also means that a dedicated set of keywords, experiences matching, and more can handle the hard work for your company. RealMatch is ready to provide you with the candidates your business needs so that you can handle all of the other important tasks related to keeping things moving.

Is Pay-Per-Applicant the Future?

It seems likely that pay-per-applicant recruiting services will be the way of the future as the Internet continues to become clogged. There’s only so much information that an applicant can take in, and likewise, there is only so much time in the day for a company to devote to reviewing applications and resumes.

In fact, industry leader LabCorp has recognized the benefits of per-applicant recruiting by this testimonial: “RealMatch’s service is all about quality and the results validated the matching for our jobs. The top performing jobs were critical positions where we needed a pipeline of qualified candidates who would be a fit. This looks like potentially the best recruitment solution [we] have seen in over 5 years.”

Utilizing a pay-per-applicant strategy, a company can rely on a third party to match the best candidates instead of having to wade through endless applications that lead to dead ends.

How much unnecessary costs do you incur when your company recruits using the CPC model? How much money do you estimate your company can save using a Pay Per Applicant model?

Andrew Rusnak is an author who writes on topics that include corporate recruiting and business development.Want more like this? Subscribe to Recruitment ADvisor

The post Hiring Solutions: How Pay Per Applicant Can Get You Results appeared first on Recruitment Advisor.

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