Are you generating more candidate attention for every vacancy you advertise?
Total job page views ÷ live jobs
The Paiger Journey
How Paiger works with talent acquisition teams
Measure what matters.
Change what isn't working.
Prove what is.
Change what isn't working.
Prove what is.
The best talent attraction teams don't start with another campaign. They understand the baseline, listen to the market, change deliberately, measure the impact and then scale what works through Talent Acquisition and their wider workforce.
01Measure the baseline
02Understand the market
03Change deliberately
04Prove the impact
05Build trust through Talent Acquisition
06Activate your people
01
Start with the strategy
A working session with Josh.
Not another software demo.
Bring the attraction challenge, the roles you struggle with and whatever performance data you already have. The first job is to work out what is measurable today, what is missing and where the biggest opportunity sits.
Josh WillowsHead of Corporate Sales & Strategy at Paiger · Former Broadbean + IBM
Recruitment technology, enterprise TA and candidate attraction.
Book the sessionRecruitment technology, enterprise TA and candidate attraction.
02
Build the baseline
Before you change attraction,
know how it performs.
Start with the numbers you can already measure. Use Google Analytics alongside your job distribution, media and application data to understand whether the attraction machine is becoming more efficient month on month.
Traffic alone isn't success. Compare job-page attention with the applications it creates.
Applications ÷ job page views
Understand what it costs to generate candidate attention and whether that cost is improving.
Attraction spend ÷ job page views
Look for movement, not isolated numbers. Are the same roles becoming easier or more expensive to attract for?
This month ↔ previous month
The objective isn't simply “more traffic”. A stronger marketing function should create more relevant attention per vacancy, convert more of that attention into applications and improve the efficiency of the spend behind it.
03
Add the market
Then ask the question your analytics can't answer.
What is the market doing and saying?
Your own analytics tells you what candidates did on your properties. Paiger Market Intelligence adds the external context: the demand, competitors, adverts and employer signals surrounding the role.
Is the market getting harder?
See hiring activity, changing vacancy pressure and which employers are competing for the same talent.
What are competitors doing?
Understand who is hiring, what they are hiring for and how their activity is changing.
Are we making the role harder to sell?
Benchmark title, salary transparency, flexibility, requirements and skills against competing vacancies.
What is the market saying about us?
Bring reputation and employer proposition evidence into the attraction decision instead of guessing what candidates see.
04
Change deliberately
Now you know what to change.
Change it on purpose.
The baseline tells you where performance is weak. The market tells you why it might be weak. That gives the team a reason to change something specific rather than launching another campaign and hoping.
The intervention might be:
Job titleSalary transparencyFlexible workingRequirementsEmployer propositionCreativeChannel mixTalent Acquisition contentDistribution
05
Close the loop
Paiger helps you see whether
the change is working.
Revisit the same market and performance questions month on month. Your analytics shows how candidate behaviour moved. Paiger keeps the external market context beside it, so you can separate genuine improvement from a market that simply got easier.
BEFOREWe know there is a problem.
Traffic is expensive, applications are low or a priority role is consistently underperforming.
→
AFTERWe know whether the intervention moved it.
Compare your own conversion and efficiency metrics while Paiger shows what changed in the external market around the role.
06
Build trust before demand
The machine gets stronger when
your Talent Acquisition team has an audience.
Once you understand the market and the messages that matter, give your Talent Acquisition team the tools to consistently share useful expertise. Their personal brands build recognition, trust and authority before the next requisition opens.
Make your Talent Acquisition team worth following.
Turn market evidence, hiring expertise and useful ideas into consistent personal-brand content, without asking everyone in Talent Acquisition to become a marketer.
Explore Recruitment MarketingBuild attention you don't have to buy again.
A credible audience around your Talent Acquisition team makes future vacancies warmer. Candidates already know the person, the market and the employer before the outreach starts.
See how personal brands work07
Then scale it
Once the machine is designed,
activate your people.
Don't start by asking hundreds of employees to share more. First get the market, message and measurement right. Then use automation and advocacy to distribute what works through your Talent Acquisition team and wider workforce at scale.
Every live vacancy gets distributed.
Keep the jobs visible without relying on your Talent Acquisition team remembering to post them manually.
Explore Automatic Job SharingActivate the wider organisation.
Give employees simple, approved ways to amplify employer and company content once you know what deserves more reach.
Explore Employee AdvocacyThe operating model
This isn't a one-off campaign.
It's a loop that gets smarter.
Measure. Understand. Change. Prove. Build trust. Activate. Then use what you learn to make the next cycle better.
01Measure
02Understand
03Change
04Prove
05Build trust
06Activate
Talent Attraction Strategy Call
Bring us your hiring challenge.
We'll show you what we'd change.
A 30-minute working session with Josh. Bring a role, market or attraction challenge and he’ll show you what he’d change.
YOUR STRATEGY CALL
With Josh Willows
Head of Corporate Sales & Strategy at Paiger · Former Broadbean + IBM
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