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HR Offers Arbitrage - Features, Prospects, Challenges

HR-offers are offers related to employment and recruitment. These can be job vacancies, training programs, professional development courses and even employment consultations. The HR-offers market is actively growing and developing, especially in the context of globalization and pandemic, when companies are expanding their borders and looking for talented employees all over the world.

Is there a place for arbitrageurs in the recruitment and training market, as well as how to promote HR-offers correctly and with what tools? That's what this article is about.
 

HR-Offers Market Segmentation

HR-offers can be segmented based on three parameters - profession type, geographical location and skill level.

It is better to start with the type of profession:

  • I.T. specialists, supervisors, managers - these are middle-level employees. They are often sought by large companies that are willing to pay good commissions for finding qualified personnel. Usually such companies have their own recruitment departments, but they also use bulletin boards and resort to the services of third-party agencies.
  • Couriers, call-center operators - this is a low level. Usually there is a relatively smaller fee for hiring these employees, but it is much easier to attract them. For example, a delivery service needs 100 foot couriers. Instead of solving this issue in-house, the company allocates a budget and collects applications from partners.
  • Geographical location - it's not so simple. If in the past employees were recruited mainly to the office, in the wake of the pandemic, it has become especially relevant to attract remote workers. For example, a partner can get a very good reward for hiring a qualified employee for the IT department.
     

What Are the Difficulties of Promoting Hr-Offers?

It would seem that everything is simple. It is enough to create an ad with the indication of the position and payment. But employers usually have quite high requirements. This, in general, is good, as it allows you to immediately understand the requirements for the target audience.

For example, even if it is a question of attracting couriers, they must meet a number of criteria:

  • Age;
  • Gender (most often male, but this information is forbidden to specify in the advertisement, this is a very important point that should be paid attention to by the arbitrageur, so as not to waste the budget); 
  • Citizenship (usually there are no requirements, but if we are talking about foreigners, they must have a residence permit and a work permit);
  • Understanding of the language and the ability to apply it in the workplace. This is also a requirement for employees who are not applying for a high-paying position and are likely to be foreigners.
  • Education and work experience are mandatory requirements when it comes to hiring qualified professionals. This is actually where the education requirements come from.
  • Work experience is also an important parameter, regardless of what position the applicant is hired for. Only low-paid employment options for students and other categories of citizens are often an exception.
     

What Does It Take To Get Paid?

It is easier and more profitable for arbitrageurs to start diving into work with HR-offers by attracting unqualified applicants. In this case, they can expect a lower commission, but they will also need a smaller budget. Plus, you can limit yourself to working exclusively with advertising networks and not make any contact with qualified job seekers (as it can take place in the case of attracting top managers, directors and so on).

It is worth listing the different actions, the fulfillment of which allows the arbitrator to expect to be rewarded.

  • Filling out an employment application form - this is usually the most popular option. In the language of marketing, such a request is considered a lead. In this case, it is not always necessary for the applicant to receive a job offer. But if there is low-quality traffic from the same arbitrageur, there will be some problems.
  • First contact with the recruiter. This can be a face-to-face meeting, a phone call, and another method of contact. Recently, such an option as pay-per-call, when the arbitrageur gets paid for the call, has been gaining popularity. Phone calls are recorded and saved to be checked if needed.
  • An interview appointment, in essence, is also a lead. Payment is formed after the client is convinced that the record is not fake.
  • Completed order - this form of partnership with arbitrageurs is also gaining popularity. We are talking about couriers and delivery workers. Given the high turnover of personnel, some employers agree to pay compensation only when the applicant not only concludes an employment contract, but also fulfills the first order. Under such conditions, good quality traffic is extremely important, but the cost of attraction is usually higher as well.
     

Where to Promote Hr-Offers?

  • Google Ads, Facebook Ads and other similar platforms. Before you create an ad, you should thoroughly familiarize yourself with the requirements of the company that needs employees. For example, as previously mentioned, even if it is not clearly stated that couriers of the male gender are needed, the logic suggests: it is not worth it to attract women. Companies have to adhere to the rules to avoid paying huge fines, but arbitrageurs have to be savvy, after all, they are spending their own money. Usually Google, Facebook and other platforms have nothing against such ads, but only if it's not about fraud.
  • Classified ads. If we are talking about the American market, the main tool is Craigslist. In other countries, other options are relevant.
  • Social networks. It is worth paying special attention to Linkedin, which is originally a community of professionals, where users publish their resumes and make business contacts. If we are talking about unskilled personnel, you can use general social networks and buy promotional publications in groups about employment or try to publish them for free.
  • Job aggregators. Today, job marketplaces are actively developing, they are resources where vacancies of various levels are published. We are talking about such resources as Indeed, Glassdoor, Jooble, CareerJet. The advantage of aggregators is that they provide a wide enough coverage, moreover, it is possible to publish paid ads on them. Aggregators provide audience targeting and retargeting, analytics, and the ability to publish in bulk.
     

Why Do You Need Proxies When Working With Hr-Offers?

HR-offers are a popular vertical where both experienced and novice arbitrageurs find a place. But neither the former nor the latter can manage without such a reliable tool as a proxy. The fact is that there is a large amount of spam and fraud in the field of employment. And advertising networks, aggregators and niche sites for publishing ads protect themselves from increased activity. Arbitrageurs can face account bans and even IP address bans. To protect yourself in advance, it is important to use proxies. Arbitrageurs use them to manage a large number of accounts on a variety of services.

KeyProxy proxies are the best choice for arbitrageurs of any level. Uptime of 99.8% and speed up to 20 mbps - this is quite enough for confident surfing, publishing and watching videos. At the same time, KeyProxy's pricing policy is very loyal, which makes these proxies available to everyone who understands the importance of using them!