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What Are Our Typical Success Metrics?
A successful recruitment advertising campaign depends largely upon the client's metrics because one client may have a cost per hire of $10,000 while another has a cost per hire of $100. For the first client, a campaign that costs $2,500 and yields two hires would be quite successful while to the second client that would be a terrible failure. That said, we find that most of our clients have similar costs per hire regardless of which tool they use. For a typical client, a job posting ad for $175 may result in one hire. If so, their cost per hire would be $175. For the same client, a targeted email campaign for $2,250 may result in 13 or so hires. If so, their cost per hire would be a very similar $173. The biggest difference between the two tools for this client would be the number of hires and time to hire rather than the cost per hire.
That said, we're often asked for typical success metrics. Overall, the feedback from clients is that they'll typically hire one or two candidates per job posting and one to two dozen candidates from a targeted email or cell phone text messaging campaign. Most of the targeted email campaigns that we deliver on behalf of our employer clients go to 50,000 highly targeted candidates. We typically see at least 5,000 opens (the number of emails which are actually read by the candidates), which is 10 percent and therefore about two times the industry average. Of those, about 500 will click through to your web site, which is a click through rate of 10 percent and about two times the industry average. Many of our clients report that they'll receive applications from about 20 percent of these highly targeted, pre-qualified candidates and that they'll hire about 10 percent of those applicants. If your numbers are consistent with these typical results, you'll see about 10 hires for every 50,000 emails that we deliver on your behalf.
Client Testimonials
- We've tried several ways to recruit college students for our entry level positions including job postings on other leading college job boards. None worked well so we were skeptical when first approached by CollegeRecruiter.com about posting a job to their website. Their approach in having the job posted to our area rather than to a handful of schools proved to generate far more responses than the postings on the other sites. I appreciate your insight and persistence on selling the CollegeRecruiter.com product...it really works!!!! -- JP Wynn, Director of Human Resources, Sequoia Financial
- The support that you provide is outstanding. Thanks! -- Recruitment Center, Central Intelligence Agency
- We just received the results back from the tests that we ran on your targeted email product on behalf of one of our large government clients. We wanted to verify for our client that your file is as advertised and 100 percent deliverable and to ensure that you are not currently on any major spam blacklists. We were extremely pleased to discover that your current deliverability into the inbox is 99 percent and you are not on any blacklists to date based on our audit. Your deliverability and clean record allow us to have an excellent resource for our clients ongoing email acquisition efforts. -- Eclipse DM
- Please remove our ad as we have filled all positions. Thank you so much the ad was a huge success. Two of our candidates were chose from our ad with your company. We will definitely use CollegeRecruiter.com again. -- Fran Murphy, Massachusetts General Hospital
Success Stories
- 5,000 Applications in Five Days for Federal Government Agency: A federal government agency came to us weeks ahead of an application deadline to find out how many candidates we had which fit their desired profile. The skills required were fairly broad so we had 1.2 million students and recent graduates who fit their requirements. Then the agency sat back and waited to see what their already running efforts would produce because if those other efforts bore enough fruit then the agency could save the taxpayers some money by not buying our email list. A week before their deadline they knew they were in trouble. The agency still needed 8,000 applications, they needed a much higher number of diverse candidates than they were getting, and the application process took an average of two hours to complete. Not an easy chore for any employer. The agency had us deliver a very clean, simple, and powerful creative on their behalf to 500,000 of the 1.2 million students and recent graduates. The result? They were able to track 5,000 completed applications from our email blast in the last five days of the campaign. We also received anecdotal feedback that a couple of thousand of additional applicants started to apply but didn't get through the two hour ordeal prior to the deadline.
- Healthcare Client Targeting Specific Majors: A local children's hospital internationally known for its work in finding cures for children's diseases asked us to help them target college students in all class years plus recent grads with up to 24 months of experience. All of the candidates needed to be attending or having graduated with biology or chemistry degrees from certain schools. Because the client needed to hire a bunch of people quickly, we recommended a targeted email campaign. We ran the client's targeting criteria through our database of 10 million students, recent graduates, and alumni and found that we did not have enough candidates from their desired schools so they initially agreed to expand their targeting to include candidates from other schools and majors but later changed their mind and decided to stick with their most sought after schools and majors. We deployed the targeted email within a few days. Although the campaign had a slightly below average open rate of 9.19 percent, that was more than made up for by an above average open rate of 15 percent. More importantly, the client found the exact candidates they were looking for and, as a result, has sent the same email campaign a couple of months later with CollegeRecruiter.com and pre-purchased email credits for future use.
- Global Management Consulting Company Anonymously Targeting Students by Major and Graduation Date: Most of our clients want their job postings, targeted emails, cell phone text messages or other advertising tools to include the name of their organization but for competitive reasons this client did not want the students to know the name of the organization. After verifying that the client did not violate our rules which prohibit the promotion of alcohol, gambling, tobacco, pornography, etc., we sent a targeted email on behalf of the client and kept the client anonymous. The targeted candidates were sent to an on-line survey. If they answered a question incorrectly, the survey stopped and the candidates were not considered for employment. The campaign had above average open and click through rates of 13.05 and 12.69 percent, respectively, but more importantly the client was able to find the exact candidates they were looking for and, as a result, as done several other campaigns with CollegeRecruiter.com.
- U.S. Federal Government Agency Targeting Hard to Find Students: This organization frequently wants to target recent grads and alumni who have certain types of work experience and who live in very specific designated metro areas. The client also typically needs to hire a lot of candidates quickly. After working with the client to expand the target area and majors, we were able to drill down according to their parameters and deliver this email within a few days to the specific target. The email had above average open and click through rates of 14.12 and 11.90 percent, respectively, but more importantly the client was able to hire the exact candidates they were looking for and, as a result, has pre-purchased email credits to use for several other campaigns with CollegeRecruiter.com.
