In 2022, Recruitics is proud to be celebrating ten successful years as the industry’s leading provider of talent attraction solutions for the Fortune 1000.
It all started in 2009 when a team of skilled and passionate recruitment marketers came together to solve an industry pain-point, ultimately creating the world’s first-to-market programmatic job optimization platform and launching Recruitics in 2012.
Recruitics began beta testing programmatic job advertising technology based on algorithmic rules – where job-level analytics are tracked and measured for recruitment ROI – and the industry has never looked back. The shift to a marketing-based approach to recruiting and the introduction of programmatic buying solutions have dramatically affected how companies compete for talent. Today, programmatic advertising (along with a few other staples) has become the 'holy grail' of data-powered recruitment strategy.
Check out Recruitics’ company history timeline to learn more about how the organization has grown and the key events that led the company to where it is today.
“I could not be more proud to lead Recruitics,” says Josh Gampel, Recruitics CEO. “I’m so grateful to have witnessed this company’s incredible growth and very excited to watch our plans for continued growth take shape. Thank you to all who make Recruitics a great place to work. I know I speak for the team when I say we all look forward to revolutionizing the way companies manage their recruitment marketing strategies in the years to come.”
Recruitics asked their teammates to share key lessons they’ve learned about the recruitment marketing industry throughout their time with Recruitics and their thoughts on how the industry will continue to evolve over the next ten years.
Here’s what the team has to say:
1. Innovation & Adaptability Propels Growth
The recruitment marketing industry and talent acquisition landscape are constantly evolving, and Recruitics wouldn’t be where it is today without its focus on evolution, continuous learning, and innovation. Tim Dineen, Chief Innovation Officer and Co-Founder of Recruitics, shares that “continual innovation has been key to everything.”
If there’s one major lesson business leaders can learn from the past few years, it’s that adaptability is an essential skill any organization needs in order to survive challenging and changeable times. However, in order to thrive rather than just survive, companies must go beyond simply adapting to change as it happens and instead focus on innovating to stay ahead of the curve. The hiring landscape will continue to evolve, and it’s important to remain agile and willing to change in order to remain attractive, now and into the future.
For talent acquisition and recruitment marketing professionals, this means working with empathy to understand and adapt to the evolving expectations of today's talent and workforce by taking the time and initiative to listen to employees and candidates, collect authentic feedback, and develop a culture of care that focuses on employee experience. It should also involve regularly reevaluating recruitment strategies to ensure that they’re up to date, as well as keeping a close eye on recruitment data to watch for changes, disruptions, and trends.
Because of Recruitics’ dedication to progress, adaptability, and their people, the organization has grown from a small platform to a trusted partner for some of the world's largest and most influential brands.
2. Embrace New Technologies like Machine Learning & AI
Between artificial intelligence (AI) and machine learning, there has been an explosion of intelligent tools hitting the market, designed to help companies reduce costs and increase efficiencies in the talent acquisition and recruitment process.
These tools can help track data patterns in real-time, enabling talent teams to take advantage of trends humans cannot spot as quickly or as easily. Also, with tools such as machine learning, recruitment leaders can gain focused insights into the marketplace and industry, allowing them to make appropriate proactive shifts and adjustments boosted by machine power.
Pairing robust technology with human experts ensures companies remain efficient and highly competitive. As many recruitment professionals know, access to actionable data enables companies to make better and more informed decisions. This includes improving the quality of applicants, saving time and filling positions faster, ensuring a quality candidate experience, and reaching the right audience with recruitment messaging.
All signs point to the idea that AI and machine learning will continue to grow in the recruitment landscape and will play an even more prominent role in the future. Investing in tools that provide the greatest value across an employer’s biggest organizational challenges will provide long-term time and cost savings.
3. Find Balance Between Automation & Human Touch
Recruitment automation tools aim to make all processes easier to manage, and with competition as fierce as ever for talent, being able to streamline the recruitment process and overcome bottlenecks, challenges, and obstacles is essential.
These tools allow companies to automate the redundant parts of a recruiting professional’s workflow so they can focus on what they’re good at: building relationships with the best candidates and delivering a personalized candidate experience. Enabling recruiters to spend more time on engagement and candidate interaction also frees up resources, lowers the costs associated with recruitment, and produces better quality hires faster.
For example, programmatic job advertising is one of the greatest automation innovations in the past decade. Programmatic allows recruiters to create logic-based automation rules to manage budgets and optimize spend, allowing companies to focus on driving applications to the roles and markets where they’re needed most, using the sources that offer the best performance to meet their specific needs.
However, unlocking the full potential of any recruitment automation tool depends on an organization’s ability to strike the proper balance between technology and a human touch. Using technology platforms to automate and optimize the recruitment process allows companies to produce more candidates and eliminate much of the heavy lifting associated with recruitment, but it’s important to know when to involve a real person in order to avoid dehumanizing the hiring process.
Candidates don’t want to feel like they’re “just a number,” so it’s essential to know the audience, speak to their needs, and add some personalization to candidate engagement. It’s also important to make sure someone is keeping an eye on automation tools to ensure things keep running smoothly, issues and errors are flagged quickly, and any potential areas for improvement are identified. Smart technology only works if a smart team powers it!
The Next 10 Years Of Recruitment Marketing
There have been many changes in the last ten years, with many trends and shifts expedited because of the pandemic. As the world continues to evolve, so will the recruitment marketing industry. However, there are a few key changes to the recruitment marketing industry that the Recruitics team predicts will occur throughout the next ten years:
- A shift to using emerging social platforms such as TikTok as a recruitment tool, as well as a potential increase in interviews that utilize virtual reality technology, such as interviews conducted via the Metaverse.
- A fundamental change to work environments and workplace culture due to the surge in demand and availability of remote work, motivating more companies to permanently shift to remote or hybrid models in order to stay competitive.
- An increase in temporary, freelance, and gig work opportunities across various industries, as well as an expansion of platforms designed to connect these workers with new gigs.
- Increased scrutiny of machine learning models for their biases toward disadvantaged and marginalized communities. There will be an improvement in tools and methods for identifying and remediating algorithmic bias, leading to more equitable outcomes.
- More emphasis on employment branding and employee value proposition (EVP) strategies. The pandemic has changed how companies, employees, and job seekers interact, so employers must adapt their EVP to reflect their employees' current needs and attract the right candidates.
- A bigger focus on candidate engagement – increasing touch points with candidates throughout the hiring funnel via CRMs and talent networks, ensuring connections are maintained, providing candidates with full transparency regarding where they stand in the process, giving and receiving valuable feedback, and ultimately creating a more positive candidate experience.
Recruitics has grown tremendously over the past ten years, but what we value most has remained the same since the company’s inception: our people, our products, and our clients. Recruitics wouldn’t be where it is today without the support of dedicated and passionate recruitment marketers that love what they do. As the talent acquisition landscape continues to change and evolve, we look forward to growing and evolving alongside it.
If you’d like to learn more about how our ever-evolving technology can be a great addition to your company’s recruitment strategy, reach out to us today!
Posted by Recruitics
Recruitics is a data-powered recruitment marketing platform that makes it easy for the world’s leading brands to attract and hire great talent. Recruitics revolutionized recruitment advertising with the introduction of the industry’s first programmatic buying platform in 2012. Since then, Recruitics has helped thousands of companies find, attract, and engage millions of job seekers. Today, Recruitics continues to lead the recruitment marketing industry with its state-of-the-art data optimization and analytics platform.