Indeed is the world's biggest job board and has long charged its employer customers on a cost-per-click (CPC) basis. In Q4 2022, Indeed announced at its annual conference, by email, and on-site that within months it would phase out CPC in favor of cost-per-application (CPA). Yet, when the calendar turned from 2022 to 2023, many of Indeed's small and medium sized business (SMBs) customers were shocked to discover that they were being charged per application and, in some cases, their monthly costs skyrocketed. Some customers reported paying $15 application instead of $1.00 per click and $1,000 a month instead of $100.
In today's episode, we attempt to get to the bottom of the situation including presenting Indeed’s statement to the AIM Group about the new pricing model. The statement does not shy away from admitting that the roll-out wasn’t smooth:
Indeed’s mission is to help people get jobs, and one of our values in support of our mission is pay for performance. As part of this, we are continuing our transition to a model of pay for results, which includes pay per application and pay per started application. Employers have given feedback that they would prefer to be charged when they see greater value, which is getting them closer to the hire with an actual application instead of a click.
We remain committed to helping employers with this change and have taken comprehensive steps to communicate with employers throughout the rollout, including via email and within the product as they use it on Indeed. We encourage employers with questions to contact Indeed Support.
When posting new job ads, employers are prompted to customize how they want to receive applications. This is designed to help ensure they stay within a budget that works for their needs.
- Determine a price: Before an employer spends on their job ad, they review and approve a price per application. The price is based on historical hiring data from jobs similar to the employer’s and the estimated number of applications the employer will likely need to help make a hire.
- Set application limit: For each job post, an employer has the option to set an application limit. Once the limit is reached, the job post will automatically pause. Employers can also manually pause or close the job at any time.
- Automatically reject unqualified candidates: Indeed offers the option to automatically reject an application if the applicant doesn’t meet predetermined requirements marked as ‘deal breakers.’
- Reject and replace applications: The employer will have 72 hours to reject a candidate’s application and not be charged by Indeed.
For a small handful of employers, there have been some instances where they did not have the option to set their budget limit or application limit with the new pricing model. We have since updated the product to ensure all employers now have these options. For affected employers, we are working with each of them on an individual basis.
We’re confident that Indeed’s pay for results model will bring the industry forward by both reducing the time it takes to hire and the quantity of applications to review by employers. We’re already starting to see signals that our pay for results model is providing greater value to employers. According to Indeed U.S. data, employers have 23% fewer applications to review per job for pay per application jobs than pay per click jobs. Employers also have 35% fewer applications to review per hire reported for pay per application jobs than pay per click jobs.
We expect that this won't be the end of the conversation. Instead, we're likely just at the beginning. More stories will come out from employers and Indeed will likely make changes to the program, hopefully with plenty of advance notice and clear communication. Employers and representatives of Indeed who wish to be a part of future episodes where we continue the discussion are encouraged to reach out to us at podcast@collegerecruiter.com.
Learn more about your ad choices. Visit megaphone.fm/adchoices
[00:00:09] Welcome to the Inside Job Boards and Recruitment Marketplaces podcast. I'm Stephen Rothberg, the founder of College Recruitment Jobs Search site. At College Recruiter we believe that every student and recent grad deserves a great career. And I'm Peter Zolman, founding principal of the aim group,
[00:00:26] the leading global business intelligence service for marketplaces and classified advertising companies. We consult with recruitment marketplaces companies and publish aim group recruitment intelligence and a free weekly digest. We also host the annual global RecBos Conference.
[00:00:44] This is the podcast for you to learn more about how to create, manage and work with general, niche and aggregator job boards and recruitment marketplaces. Hey Peter, it is great being with you on what promises to be a very special episode. Interesting episode to be sure.
[00:01:04] It's just the two of us, but we're going to raise questions about the gorilla, the monster lowercase M in the room. In the new monster? Indeed we will indeed we are. But first you drove back from New Mexico to Minnesota in February. Well, yeah. Yeah.
[00:01:31] Well, so spending January in Minnesota is not nearly as nice as spending January in New Mexico. But at some point you know they the expression chickens come home to roost. Well, so I needed to come home at some point also.
[00:01:50] So we did miss the two massive polar vortexes and it is 40 degrees outside, but it's a huge challenge for here in the winter time is bombing. I don't see anybody outside the speedos, but it's getting close to that point.
[00:02:03] Yeah, but you could get another two polar vortexes or vortexes and Hashu for all of our European and normal around the world guests 40 degrees is about three and a half to four Celsius. Yes. The important temperature gauge, the real smart temperature gauge.
[00:02:25] The important thing is when you're going to be on the right side of the screen. So, I think the one who grew up in Canada 50 50 Fahrenheit is 10 Celsius I should I should 28 28 28 82.
[00:02:34] So and I'm in New Orleans because I am taking a couple of days off and going to museums and getting eaten some days and going to restaurant tonight and going to restaurant tomorrow night flying home Wednesday
[00:02:48] and then Friday I will be heading out to visit the Grandkids in New York. So you went, yeah well, Grandkids is the winning ticket for sure. And soon to be another Grandkids, God willing.
[00:03:08] So indeed, lots of employers were surprised when indeed cut over to pay per application in the US and Canada, which they did very recently. Yeah, we both agree and I think almost everybody in our audience would agree indeed is a private company.
[00:03:31] They can charge whatever the heck they want to charge. Yes. So the real question becomes did they handle this cut over right employers were getting bills for thousands of dollars when they had typically gotten bills for 40 and 50 and a hundred dollars and did they handle it correctly?
[00:03:50] We heard from indeed we asked them what the heck's going on here we'll get to that in a minute. We want to talk about the whole paper application is that the right approach.
[00:04:02] We want to talk about the indeed handle it correctly in an ideal world what does an employer really want to find the candidates they need. College of Crudder, the job search site that I found it was like 472 years ago.
[00:04:23] We've partnered with indeed for a long time and we've seen indeed really grow.
[00:04:30] We've seen indeed become very dominant and we've seen indeed implement a number of changes that made a lot of employers very uncomfortable, very unhappy, but were the right thing to do for the industry and for the candidates.
[00:04:46] So for example salary transparency, a lot of employers in 2022 were upset when they discovered that they could either choose to include their actual salary ranges or that indeed would estimate those salary ranges.
[00:05:02] And I thought that indeed did the right thing for the industry and they're taking a leadership role in that. And I kind of see the pay for performances as similar.
[00:05:13] The questions I have is around the communication because it really seems to be a situation where there are a lot of small employers who are very upset and claiming that they didn't know anything about the change to a paper applicant based.
[00:05:29] And like you said, they've gone from getting bills of say $100 a month to a thousand dollars a month. And I think that's the real issue in my mind. Well a couple of notes. First of all, you said they've done the right thing for the industry.
[00:05:43] Maybe maybe not but certainly they ticked off a lot of job boards and they were at best.
[00:05:54] They took a scuzzy stand when they invited all the job boards to work with them and feed them in data and they then turned around and use that data to compete with. And in many cases damage or destroy the job boards.
[00:06:19] Job boards perhaps made their own, you know, you make your bed you lie in it. But that's one thing. Second thing is the question of whether they communicated it correctly and whether it's the right thing or the wrong thing.
[00:06:34] I want to get to that in a minute by just by saying when the manure hit the fan last week. You notice that I'm not I'm not chatting cheese. I didn't use this shit hit the fan. No, but when the manure hit the fan last week.
[00:06:55] We asked indeed because we we at the aim group were writing a couple of articles about this whole. The buckles are onward this whole dust up I think is the right word.
[00:07:11] And we got to come in back from them fairly quickly, which was very valuable. We also invited them to appear on the podcast but we gave him very short notice and they couldn't scound somebody up in time.
[00:07:23] I think that's reasonable. They want to join us sometime later. We would love to have them. Yeah, that'd be great. Here's what they said. They said employers want to pay for results. They have been given feedback from employers that they want to pay per application.
[00:07:39] I quite doubt that because employers don't know what they want to pay for. But they say they have taken comprehensive steps to advise employers of the change. You know, it doesn't look like they took comprehensive steps. They took some steps but I'm not sure they took comprehensive steps.
[00:08:02] We had somebody at the aim group, Jess Barcoulas who is our overall marketing wizard and so forth and so on. There's a lot of our job advertising. We had her try posting a dummy ad. She said it was absolutely clear as mud.
[00:08:19] She couldn't figure out heads or tails. She had to inquire in the support and she said it was not very well communicated.
[00:08:30] And then comes in the seventh paragraph or eighth paragraph. Whatever it is, the disclaimer or the admission by indeed for eight and I'll quote because I wrote it down.
[00:08:41] For a small handful of employers there have been some instances where they did not have the option to set a budget limit or an application limit. We have since updated the product to allow that.
[00:08:57] So what they're saying in the deep in this response, but hey we screwed up. We're fixing it and we do know that they have given some refunds to employers. So, you know, it comes down to they allow employers to reject applications for which they are charged within 72 hours.
[00:09:23] Not 72 business hours. Yeah, if they don't meet certain criteria. Well, I will wait to see how that works in practice. But what that means to me at the aim group as a practical matter is we've gone back and forth between indeed and zip. We have settled on indeed.
[00:09:49] For the last four or five six job postings we have made. We're now going to at least in the US and North America. We're going to jump back to zip for a while and see how that works. That's my take.
[00:10:05] We'll get to the larger question later. Is this just a bump in the road or is this going to really hurt and be? But what's your reaction to indeed response and the whole structure and function?
[00:10:20] Yeah, well, so first of all, I think that at at a high level that the shift from traditional duration based you know pay a couple hundred dollars for a 30 day posting is easier to understand. And for large organizations.
[00:10:39] It is easier to migrate to a performance based model, whether that's paper click or paper application or something else because they tend to be more sophisticated. You do have some small employers that are highly highly sophisticated, but generally the large of the organization.
[00:10:58] The more likely you are going to have an employment branding specialist, a recruitment marketing specialist, maybe even somebody in programmatic. You can lean on your marketing department for support. So I think that the shift for large organizations has been simpler.
[00:11:13] I haven't heard large organizations kicking and screaming about about this and complaining about the communication. It's all coming from the small, medium size businesses, the SMBs. The shift away from duration based to performance based better aligns in deeds interest with those of the employer.
[00:11:33] The closer you get to paying per higher, then the more that indeed or any other vendor wants to ensure that you're getting the candidates you want rather than just running an ad for 30 days. You get what you get.
[00:11:48] If you don't get the results, the clicks to your career site, the applications if the candidate applies on indeed, then ultimately both the employer and indeed are going to be unhappy.
[00:12:02] I'm about that. So at a high level, I think this was this will be really good for indeed.
[00:12:10] It will be really hard for some small employers that have a zillion things to do in a day and you've got an owner operator whose flipping pizzas or whatever and just or tossing pizzas.
[00:12:23] And just wants to go out to the website post a job, be done get a bunch of applications and hire someone. And I think that's partly what's happening here is that a bunch of these SMBs went through the process posted a job,
[00:12:38] or renewed a posting and didn't really pay attention to what was happening, and just wanted to be done and over with quickly and then they got surprised.
[00:12:48] And then also Peter, you know, you mentioned the admission by indeed that for a small handful of employers was was there wording that they didn't have the option to set that budget limit or the number of applications.
[00:13:02] So clearly there were some small employers that should have had that disclosure and didn't. And they have every right to be frustrated, upset, get refunds, etc. And I trust that indeed will handle that.
[00:13:18] I'll tell you, there have been a number of job boards and other HR tech, TA tech, work tech, call it what you will, including college recruiter. That have come to the realization that small employers are really, really hard to work with.
[00:13:39] They're really expensive to sell to because they tend to buy very little and they tend to need a lot of support. And if indeed loses the small employer business, that will definitely hurt them. And millions of small employer customers, it will make their life easier.
[00:14:04] I don't envision that indeed is going to lose the SMBs. I do think that this is going to help some of the other job boards in a short term.
[00:14:12] You mentioned zipper cruder, I think that's an excellent example and I think we'll see some equivalent examples in other markets. The zip is way, way stronger in the US than it is anywhere else.
[00:14:24] And when indeed starts rolling this out in Belgium, I think you probably see some Belgium job boards that will gain some strength.
[00:14:36] One issue that I do have is and you kind of mentioned it that when an employer receives an application that's not well qualified that they have 72 hours to reject it.
[00:14:49] I wish that indeed had made that three business days because if that application comes in at four o'clock on a Friday, then you have realistically part of Monday to review the application and get back to the kind of reduces the your time to like a day.
[00:15:05] I don't think that's really enough time so I wish they had done three business days. Will he back right after this break? Do you love news about LinkedIn, indeed Google and just about every other recruitment tech company out there? Hell yeah, I'm Chad. I'm cheese.
[00:15:26] Where the Chad and G's podcast? All the latest recruiting news and insights are on our show. Dripping in snark and attitude. Subscribe today wherever you listen to your podcasts. We out. Welcome back to the Insight Job boards and recruitment marketplaces podcast.
[00:15:52] One of the things I have long said is ultimately the perfect recruiting tool is the one and we'll never get there is the one that you say here's what I need. And it says, here is the perfect candidate. And he or she is perfect.
[00:16:20] You don't have to interview 20, you don't have to reject 40 applications. To a certain extent executive search is that where they give you a slate of six, they now are down to three. Yes, and you've got three candidates not 100. That's the ultimate right in perfection.
[00:16:44] We will never achieve that and employers wouldn't accept that because if you said to them, here is the perfect candidate. They're going to say yes but where are the others? Yeah, how do I know they're perfect because I don't I don't see what they're compared to.
[00:17:00] So there's some of that. I to me, I think the issue is it's going to be difficult for indeed to give me with unusual hiring requirements because we don't hire anybody they're all contractors.
[00:17:18] Candidates who might nominally fit our needs but when we look a little closer, they don't. Furthermore, we ask candidates every candidate even candidates for admin jobs and the like write a cover letter because this job involves writing.
[00:17:42] And oh at least half one half of 1% do that even the hundreds of applications we get for writers 97.8% of them. And that's the way to write a cover letter.
[00:17:58] It's just too easy to hit the applying album and that's true with zip, that's true with indeed, that's true with everybody. The screening mechanisms indeed ends up recruiter and others have gotten better and better. The smaller the job board, no offense, colloquial recruiter.
[00:18:18] The less sophisticated the screening mechanisms have been generally in the end pay for performance is going to be better for employers going to be better for job seekers. But it has to be sophisticated. It is still too easy to hit the apply now button.
[00:18:39] Even somebody who is nominally qualified and the key I think is the deal breakers question. A lot of employers may not have set those deal breakers or even if they have people nominally fit your profile, but they don't really.
[00:19:04] And you've now spent 15 dollars times 30, which is 450 bucks on people who nominally fit the profile but don't. You know I want writers who can write about business, their writers who write SEO clickbait.
[00:19:25] And they say so and well you know indeed is going to see that as as good as a good fit we don't. And there's going to be a lot there's going to be a lot of that over time will indeed get better will zip get better.
[00:19:40] Well all of the job boards colloquial recruiter get better actively screening and delivering quality candidates they damn well better.
[00:19:51] But so far I'd give zip afford I mean I'd give indeed a 40% I'd give some of the others even lower marks and that to me as a very small business where we don't technically hire we just bring on contractors that to me is a real problem but we'll see how it goes.
[00:20:17] You know because we're in this business of testing job boards and looking at job boards and talking and talking and talking about job boards.
[00:20:26] We will probably try indeed again I do have a serious concern about the timeline and about the quality of applicants who nominally on digital paper fit the description. But in reality really and truly don't and you're stuck paying for them.
[00:20:51] You know doubt the SMBs are going to have to get much saviour in choosing what positions to advertise how to advertise them they're going to have to invest a lot more time a lot faster reviewing applications because otherwise they're going to get stuck paying for them.
[00:21:12] But at the end of the day long term I see this as being a positive for the industry I wish that had ridden rolled out a lot smoother and indeed statement that there were what they said was a small handful of employers.
[00:21:28] I mean literally if you're talking they're talking under five but I think clearly it was it was more than that was probably a small percentage maybe three four five percent.
[00:21:38] I think is kind of how I would infer that statement and that's too many but you know sure in other organizations say that it costs four five six thousand dollars to hire an average employee.
[00:21:55] And employers that aren't willing to pay fifteen dollars for an application even if half of the applications are no good so they're spending hundreds of dollars to hire some money.
[00:22:08] Quite frankly those employers are probably more trouble than their worth to indeed and indeed may have made the calculation that if they.
[00:22:19] Shift those the smallest employers that are spending the least amount of money but taking up the most amount of customer support time if they shift shift those over to.
[00:22:31] Zyphercouter, Talru talent you know whatever some other job board then it's not such a big loss the top line revenue goes down but the gross profit might go up. Well I don't like being considered more troubled than I'm worth. But I often am.
[00:22:52] And on that note Mr. Hawthberg we would love to hear comments from our audience yes about indeed email you know indeed in email podcast at college recruiter dot com or email podcast at in group dot com.
[00:23:11] We would love to hear more from indeed they would be encouraged to send a spokesperson spokesperson to talk to us about this and others. And this has been a quick twenty five minutes pal.
[00:23:26] Yeah this was great yeah employers that have experienced this good bad ugly we'd be happy to have you on as a guest like you said somebody from a deed.
[00:23:35] Comes on and and sets the record straight add some nuance that would be wonderful as well so Peter enjoying New Orleans one of the best cities in the world very hard to find bad food in New Orleans.
[00:23:49] You know I reviewed restaurants here for several years long ago great city it is it's definitely I always look forward to going to New Orleans. Cheers my friend. Well see you next week have a good one take care.
[00:24:07] Inside job boards and recruitment marketplaces is a co production of evergreen podcasts college recruiter and the aim group.
[00:24:16] Please subscribe for free on your favorite app review it five stars are always nice and recommended to a couple of people you know who want to learn more about job boards and recruitment marketplaces.
[00:24:28] Special thanks to our producer and engineer Ian Douglas I'm your host Peter's element of the aim group the leading global consultancy in the field of marketplaces and classified advertising.
[00:24:40] Find out more about our reports on recruitment marketplaces job boards and class of odds including our new recruitment marketplaces annual at aimgroup dot com slash reports. I'm your host Stephen Rothberg of job search site college recruiter each year we help more than 12 million candidates find great new jobs.
[00:25:02] Our customers are primarily fortunate 1000 companies government agencies and other employers who hire at scale and advertise their jobs with us.
[00:25:11] You can reach me at steven at college recruiter dot com the gym strow podcast explores the discoveries and trends forming the future of our lives brain to brain communication robot bosses. Microsoft ship implants for workers and artificial intelligence replacing human workers are all happening now.
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