Hodes FAQs

The following web browsers are supported for all Symphony Talent Products, including XCloud, MCloud, SkillCheck Assessments, HRLogix ATS, Career Website, and QueSocial. If you are using a browser listed on this page, Symphony Talent will recognize, investigate and resolve support your issue to resolution.

Best Practices

We recommend you always use the latest browser version andsecurityrelease/updates, to get the best experience withthe Symphony Talent products, and to be as secure as possible when visiting other sites on the Internet.

Browser

Desktop Visitors

Mobile Visitors

Internet Explorer

IE11 and Edge

IE11 and Edge

Chrome

Latest version and prior two versions

Latest version and prior one version

Safari

Latest version and prior two versions

Latest version and prior one version

FireFox

Latest version and prior two versions

Latest version and prior one version

.

Below are the currently supported browsers and versions, effective October 1, 2019 (and subject to change to align to the table above, as new versions are released):

Operating System

Browser

Version

Windows

Internet Explorer

11+ and Edge

Windows

Google Chrome

45+

Windows

Mozilla FireFox

41+

OSX

Safari

9+

OSX

Google Chrome

45+

OSX

Mozilla FireFox

41+

Windows Phone

Internet Explorer Mobile

11+

IOS

Safari

9+

Android (Chrome)

Google Chrome Mobile

45+

What internet browser am I using?

If you are not sure, try this great free tool provided by GOOGLE https://WhatsmyBrowser.org/

Can I use other internet browsers to access the test?

Yes. If youcan'taccess the test with your current browser, try using another one.

In order to access your test on a PC, you will need the following requirements:

Windows 7, 8 or 10

Internet Explorer 11.0, Mozilla Firefox (50.0 or higher), or Google Chrome,Microsoft Edge

Browser zoom set to 100%

Administrative rights to the computer if you are requiredto install any required software or updates

To check the version of Windows you have, watch our video tutorial: Which Version of Windows Do You Have?

How are Drivers different from Influencers?Drivers reports are only looking at "Last Click" attribution, and the last thing a user clicked on gets all the credit in this winner-take-all report. This is to look at those bottom-of-funnel direct response sorts of media buys such as active-jobseeker job-board purchases. Influencers on the other hand, track all of the touchpoints in every candidate's journey - every impression, and every click. It counts anything that had an "influence" on that apply or that hire. For example, if Google is credited as the Driver, you know it's automatically also an influencer on that application. But if on that path toward a completed application that candidate was served a banner ad, a Facebook ad, and also a LinkedIn job posting --- all of the sites will count as influencing that application.

Does the Drivers report track everyone?No, the Drivers report is limited by online tracking methodologies like cookies, fingerprinting, and IP addresses - which when combined, are still not universal and also cannot see "cross device" such as the case of a user looking at a job posting on their phone, but then opening up a laptop and applying for the position from the laptop. Therefore, it's not a definitive look at everything but it is extremely representative for the sake of comparative marketing investment decisions. This report is not 100% accurate for a perfect answer on exactly "how much did my media drive overall" because there are technical gaps in user trackability - but it is useful for what's action anyway, and for knowing, relatively speaking, what activity is and is not helping you to achieve your end hiring goals.

Why is the hires number different when I view media-attributed hires for a month in a media report, as opposed to when I look at that same month in the Hires tab?It's simple actually: Media reports like Drivers & Influencers, relates to the Media delivery itself... what media ran between 2 dates, and what sorts of results came directly from only that specific media activity. In the "Hires" report, the date filters don't apply to media delivery at all, but rather to Hire Dates themselves. The Hires report will show all the hires that month, some will have come from very recent media activity, but most will typically come from much earlier media purchases.

When trying to judge the comparative success of different media buys, should I look at Drivers & Influencers or Hires?You should primarily look at Drivers & Influencers, because these reports give an accurate assessment of comparative ROI. Hire reports are less useful for judging media ROI as it's looking at hires volume only and not factoring in the comparative investment levels. Hire reports are more useful for your internal reporting, such as your own simple "top line" reports to internal stakeholders touting how many hires your efforts have driven, say, last month overall (even if those hires were made mostly due to media you purchases that ran prior to the start of last month - since Hires is a naturally lagging data point.)

What is the attribution window on Drivers & Influencers?The attribution window is 90 days, meaning that we track the entire candidate path leading up to each application and looking back 90 days. Hires are just an advanced status of an application, so this is not 90 days leading up to a hire - but rather, 90 days leading up to a completed application (and some applicants then convert to hires from that point while most do not.)

Why does Symphony Talent track a 90-day window when all other competitors in the space track only 30 days?This is purely in relation to capability. We built our own Data Management Platform, which enables us to store and utilize 100 times as much marketing data as our competitors. We also track full-path influence and not just "last click" so whereas others have only a maximum of 1 source tracked leading up to a completed application, we actually see that candidates are being exposed to 18-20 recruitment marketing messages on average prior to the completed application. We are tracking them all, going back 90 days from the point of each completed application. Researching and applying to jobs is a longer process at times, and it's certainly not the same as an online shopping decision. Much of the recruitment marketing space as just copied the 30-day look-back conversion window that is so common in the world of e-commerce, but at Symphony Talent, we're looking back 90 days because from the ground up, we are focused on the unique aspects of talent marketing, which are quite different from a consumer-focused e-commerce marketing approach such as selling a toaster online.

How is the Influencers Report different from the Drivers Report?Drivers reports are only looking at "Last Click" attribution, and the last thing a user clicked on gets all the credit in this winner-take-all report. This is to look at those bottom-of-funnel direct response sorts of ad buys such as active-jobseeker job-board purchases. Influencers on the other hand, track all the touchpoints in every candidates journey - every impression, and every click, and counts anything at all that had an "influence" on that apply or that hire. For example, if Google is credited as the Driver, you know it's automatically also an influencer on that application. But if on that path to a completed application that candidate was served a banner ad, Facebook ad, and LinkedIn job posting --- then all of the sites will count as influencing that application.

Does the Influencers report track everyone?No, the influencers report is limited by online tracking methodologies like cookies, fingerprinting, and IP addresses - which are not universal and also cannot see "cross device" like the case of a user looking at a job posting on their phone, that then opens up a laptop and applies from a laptop. Therefore it's not a definitive look at everything but it is highly representative for the sake of making marketing decisions. This report is not able to give a perfect answer on "exactly how many hires did my media drive overall" - but it is extremely useful for what's actionable and for knowing, relatively speaking, what is or is not helping you to achieve your end hiring goals.

Why is the data different when I view media-attributed hires for a month in a media report, as opposed to when I look at the Hires tab?It's simple actually: Media reports like Drivers & Influencers, relates to the Media delivery itself... what media ran between 2 dates, and what sorts of results came directly from only that specific media activity. In the "Hires" report, the date filters don't apply to media delivery at all, but rather to the Hire Dates themselves. The Hires report will show all the hires that month, some will have come from very recent media activity, but most will typically come from much earlier media purchases, since candidates are not typically "hired on the spot" immediately after submitting their completed application.

When trying to judge the comparative success of different media buys, should I look at Drivers & Influencers or at Hires?You should look at Drivers & Influencers, because these reports give an accurate assessment of comparative ROI. Hire reports are less useful for judging media ROI, and more useful for internal reporting, such as your own reports to internal stakeholders touting how many hires your efforts have influenced last month overall (even if those hires didn't all come from last month's media delivery but also from media that ran prior to last month - since hires are a lagging data point.)

What is the attribution window on Drivers & Influencers?The attribution window is 90 days, meaning that we track the entire candidate path leading up to each application and looking back 90 days. Hires are just an advanced status of an application, so this is not 90 days leading up to a hire - but rather, 90 days leading up to a completed application (and some applicants then convert to hires from that point while most do not.)

Why does Symphony Talent track a 90-day window when all other competitors in the space track only 30 days?This is purely in relation to capability. We built our own Data Management Platform, which enables us to store and utilize 100 times as much marketing data as our competitors. We also track full-path influence and not just "last click" so whereas others have only a maximum of 1 source tracked leading up to a completed application, we actually see that candidates are being exposed to 18-20 recruitment marketing messages on average prior to the completed application. We are tracking them all, going back 90 days from the point of each completed application. Researching and applying to jobs is a longer process at times, and it's certainly not the same as an online shopping decision. Much of the recruitment marketing space as just copied the 30-day look-back conversion window that is so common in the world of e-commerce, but at Symphony Talent, we're looking back 90 days because from the ground up, we are focused on the unique aspects of talent marketing, which are quite different from a consumer-focused e-commerce marketing approach such as selling a toaster online.

The influencers report is looking at all of the points of influence on each application and on each application that turned into a hire. While the "Drivers" report looks only at click-drivers, and is defaulted to a "last-click" attribution model where the last click takes 100% of the credit --- the "Influencers" report is different since it is not a winner-take-all attribution approach.Candidates are typically influenced by many things on their journey into a completed application, and the Influencers report is unique in the Talent Marketing industry, for its ability to store, track, and credit every single one of these touchpoints. Every candidate path is different, as different and unique as a fingerprint - everyone is exposed to different ads, in different orderings and different times of the day - no two candidate journeys are identical. For that reason, the complexity of the data can be enormous and difficult to understand and analyze. But the "Influencers" report makes it as simple as is physically possible: we just want to know Yes or No, did this site, this campaign, this placement, did it "Influence" that application. A last click point of influence that gets full credit in the Drivers report is also a point of influence, but also, any impression or click touchpoint earlier in the candidate journey also counts as a point of influence. The influencers report says nothing about the complexity related to ordering or frequency as it is just Yes/No determination. For example, perhaps one candidate clicked on 20 Indeed sponsored licks over the last 90 days before applying, and another candidate click on only 1 Indeed sponsored link before applying. It's only 1 application either way, and in both cases the answer is "Yes", Indeed did influence that application. In some cases a banner ad campaign can be served to a candidate 50 times or more, but no matter the frequency, the influencers report is just looking at what influenced each application and each hire, not how many times. This is for simplicity and analysis reasons and we do have the ability to pull more complicated data on the back-end and we are looking for ways to surface that complex data to users that will be widely understandable, but at this stage we believe the "Influencers" report is the best way to get a sense of what else on the candidate journey is truly having an impact earlier on in your talent marketing funnel.Critically, we have both Drivers & Influencers reports because we believe they are both important for strategic decision making. It's important to know that "last click" source that is driving active candidates, but it is equally important to understand all the the employer branding activity that drove them to be active, or to consider your brand in the first place. Think of it this way, we know that the most common sort of driver traffic from sites like Google and Indeed, are "branded search terms" - these are people that are basically search Your-Company-Name plus the word "jobs" - so it's important to understand that navigational last-click behavior, but clearly other things earlier on in their journey must have had an impact to get them to search out your brand: social ad exposure, banners, mobile, sponsored employer profile pages on review sites, email campaigns, and so on.

In order to access your test on a MAC, you will need the following requirements:

OS X (10.9 or higher)

Google Chrome,Safari (5.0.6 or higher) or Mozilla Firefox (50.xor higher)

Administrative rights to the computer in order to install any required software or updates

To check your computer's operating system, see our video tutorial: How to Find Your Computer's Operating System for Mac - Safari

If the eTicket number (test invitation) expired before you were able to complete it:

You will need to contact the recruiter or employer who sent you the original eTicket number to see whether they are able to issue you a new one.

Only the test administrator can issue new eTicket numbers.

Below are articles that provide support on common questions and issues reported by our customers.

Mac- How do I know if I can use my version of OS X to access the tests?

Browser - What browser am I using?

My test is asking for my Username And Password

Using AOL?

I have a hotmail account and I can't click on the link

Kelly Services Tests

Taking a test from a public computer

Never received the email with the test invitation?

Using an expired eTicket number (test invitation)?

Can't see the entire testing screen?

Timed Tests

Test takes too long to load

Stopped or got disconnected part way through your test?

Unable to log back into your test?

Want to receive your test scores?

I have followed all the instructions. I still need help.

We are more than happy to assist you further!

So that we can assist you with loading your test, please click here using the computer you are using to take the test

This will send us a report on your computer settings to determine which settings you may need to change in order to access your test

Additionally, please include your full name and the company you are testing for in the appropriate fields

So, how did I do?

Score reports are automatically submitted once a test is completed (usually via email).Please note:Most companies choose not to show the score report for the test session to test takers directly, and may not share the report with you as part of the process

If you are interested to know whether you can receive your score you will need to contact your recruiter or the company you are testing for directly

Your Test may be expired

All tests have an expiration date associated with the test session invitation

This period of time is set by the company asking you to take the test

If your session expires, you will get an error message saying your eTicket has expired and you must contact the company who sent you theinvitationto resolve the issue and/or complete the remaining test

Your eTicket is "redeemed"

If you receive an error message that the eTicket number has been redeemed already, the test has been completed

Once a test is completed, the results are sent to the company asking you to take the test

If your test completed and you did not mean for it to complete, you will have to contact the company who sent you the eTicket

Kicked out of testing, or test froze?

At times, wireless networks can be less reliable. If you lost connection in the middle of your test when using a wireless connection, when possible try taking the test again through a wired connection.

To log back into your test, follow the same path you used to login originally (through the link emailed to you from the company you are testing for, or through your eTicket number).

If your test has "frozen up", you can try using F5 to refresh the page. You can also use the same path you used to login originally (through the link emailed to you from the company you are testing for, or through your eTicket number).

If your test is timed (i.e. Typing or Data Entry), and you stopped before the time was complete, depending on the specific test title, you may be required to start from the beginning.

Latency issues on the test are commonly caused by either a slow Internet connection or the computer you are using to take the test. Follow the recommended steps to resolve this issue:

Clear all Temporary Internet Files

Restart your computer

When taking the test, make sure all other programs and applications are closed

Try taking the test on a different Internet browser

Ensure that all browser settings meet the software system requirements.

If none of the above recommendations solve the latency issues, please attempt to take the test via a computer with a faster Internet connection.

Typing and Data Entry Tests

Do not watch the clock. Continue working until the test actually tells you to stop regardless of what the clock reads. Most timed tests allow you to finish what you are typing (i.e. the word or the sentence) when the time runs out.

You must continue typing through the end of the timer (after the timer hits 0) in order to obtain the most accurate scores, and in order for the test to complete properly. If the testappearsto 'hang' after the timer displays 0, please finish the word you are typing and hit the spacebar. This should complete the test.

If the test appears to hang after the time has expired and have tried hitting the spacebar after completing your last word, make sure that you have updated the Flash and Java on your computer. You can also switch to another browser, disable the pop-ups and take the test again.

Other timed tests

You may or may not see the timer actually moving while a question is displayed. At a minimum, you should see the timer update as you move from question to question. Proceed through the test as normal even if the timer appears to not be updating correctly.

Some timed tests, particularly behavioral and cognitive tests, by design offer more questions than you might complete. The object is to complete as many as possible within a stated time limit. Please be sure to read the tutorial carefully, where this is explained.

Please Note: If your test session is interrupted during a timed test, you may be prompted to begin the test from the beginning again. This is normal as these tests must be completed in one session in order to generate a valid score.

If you are unable to see the entire testing screen, there are several reasons that could be causing this to happen:

If you are using a mini notebook or netbook, you will need to use a standard sized desktop or laptop computer with a computer screen of 13" or more.

If you are using a standard sized desktop or laptop computer, you may need to adjust your screen resolution so that it is set to a minimum requirement of 1024 x 768. Click here for instructions for a Windows PC, or here for a Mac.

If you are using a standard sized desktop or laptop computer, you may need to adjust your browser zoom to 100%. Click here for further instructions.

Common Explanations

The test invitation may have gone to a Spam or Junk email folder. Depending on your settings,test invitations may be sent to these folders automatically.Check any Spam or Junk email folders located in your email provider before contacting your test administrator.

Your test may not have been issued. Confirm with your test administrator that the test was sent.

The invitation may have been delivered to a different email address. Contact your test administrator to verify the correct email address.

Common Issues

There can often be a firewall or proxy server in place that blocks the test from loading or the test scores from submitting.

Public computers such as those at libraries or job centers do not typically allow users to make the necessary adjustments to the computer settings, such as screen resolution, zoom level, or disabling the pop-ups. *In some instances the staff at these facilities will be able to make these adjustments for you.

For these reasons, it is recommended that you access your assessment from a personal computer with administrative rights.

Note:Some test takers have been successful when testing from a public computer.

Can't find your test?

Please click on the link at the bottom of the email containing your test invitation, below your e-Ticket number. This link will bring you directly to your assessment. This link will take you to the PinPoint website, continue to the test from there.

If you did not receive an email with the test invitation, please refer back to your recruiter or Kelly Services directly to verify a test invitation was sent.

Why and what to do:

Hotmail recognizes links differently than many email clients.

To start the exam from the test invitation delivered to a Hotmail account, copy the full URL (testing link), and paste it into a stand alone browser (i.e. Internet Explorer [PC only], Mozilla Firefox, Google Chrome, or Safari [Mac only].

Things to Know:

The AOL web browser is NOT compatible with our testing system.

The compatible browsers for the test are Internet Explorer (9.0 -11.0; on a PC only), Microsoft Edge (on a PC only), Mozilla Firefox (50.0 or higher), Google Chrome, or Safari (on a Mac only). Click here for more info on how to tell which browser you are using.

Using AOL for your Internet provider is compatible as long as you access the test through one of the supported browsers.

Issues with login credentials:

User names and passwords are not required for job seekers trying to take a Skillcheck Assessmenttest. If you are asked for one, it is most likely asking you to log in to a page owned by the company that you are applying to.

If you are testing for a company thatdoes have a login page (such as Aetna, Sears, Blue Cross Blue Shield, etc.), you will need to contact your recruiter directly for assistance with your login.

Once you have logged into their website, our test can be accessed via an assessment link.

If you want to know what OS X version you have:

Go to the top left corner of the screen and click on the Apple Icon

Click onAbout This Mac

Under the apple icon it will say what version you have (ex. 10.12)

Versions 10.9 and above are supported

What internet browser can I use to access the test?

Google Chrome, Safari, or Firefox

I only have Safari as my browser, how can I download Firefox?

You can download Firefox for free here. You can download Google Chrome for free here

To Clear Cookies and Cache in Google Chrome

Open Chrome.

On your browser toolbar, click on the three vertical dots on the right side.

Point to More tools, and then click Clear browsing data

Select the following:

Browsing history

Download history

Cookies and other site and plug-in data

Cached images and files

From the Obliterate the following items from: drop-down menu, you can choose the period of time for which you want to clear cached information. To clear your entire cache, select "the beginning of time".

Click Clear browsing data.

Exit/quit all browser windows and re-open the browser.

To Clear Cookies and Cache in Internet Explorer 9.0 or higher

Select Tools (via the Gear Icon)> Safety > Delete browsing History. If the menu bar is hidden, press ALT to make it visible.

Deselect "Preserve Favorites website data", and select:

Temporary Internet files or Temporary Internet Files and website files

Cookies or Cookies and website data

History

Click Delete. You will see a confirmation at the bottom of the window when the process is complete.

Exit/quit all browser windows and re-open the browser.

To Clear Cookies and Cache in Microsoft Edge

In the top right, click the Hub icon (looks like 3 horizontal lines).

Click the History icon, and then select Clear all history.

Select Browsing history, then Cookies and Web site data, and then Cached data and files. Click Clear.

After the "All Clear!" message appears,exit/quit all browser windows and re-open the browser.

To Clear Cookies and Cache in Firefox

From the History menu, select Clear Recent History. If the menubar is hidden, press ALT to make it visible.

From the "Time range to clear:" drop-down menu, select the desired range; to clear your entire cache, select Everything.

Next to "Details", click the down arrow to choose which elements of the history to clear; to clear your entire cache, select all items.

Click Clear now.

Exit/quitall browser windows and re-open the browser.

To Clear Cookies and Cache in Safari

From the Safari menu, Select Clear History and Website Data....

Select the desired time range, and then click Clear History.

Go to Safari > Quit Safari or press Command-Q to exit the browser completely.

Adjusting Browser Zoom in Internet Explorer:

Click thegear iconin the top right hand corner of Internet Explorer

In the drop-down menu, adjust the number forZoomto100%

OR

ClickViewin the top right hand corner of Internet Explorer

SelectToolbars

SelectStatus Bar

Look to the bottom right hand corner of the window. Next to themagnifying glass, adjust the number to100%

Adjusting Browser Zoom inMozillaFirefox version 29 and higher:

In the Firefox browser, clickthe3 stacked linesicon on the top, right

Zoom can be found in the line belowCut, Copy, Paste

Set the zoom to 100%

Adjusting Browser Zoom inGoogle Chrome

In the top right hand corner, click on the3 stacked dots

Next toZoom, adjust the number to100%

Login

M-Cloud log in page: https://smartpost.m-cloud.io/

Username: Your username is your email address

Password: Generic passwords have been established and will be emailed to you. If you forget your password, select the Forgot Password Button

https://support.symphonytalent.com

Trouble logging in?

Double check the URL/web address. It should NOT include a www prefacing https://smartpost.m-cloud.io/

Need additional help, visit

We encourage each user to verify their contact information in the Settings selection in the top right hand corner. The Settings will also allow the ability to edit the default team criteria when logging in.

How to change my password? Select the Reset Password Button

When will my jobs be visible?

Wrapping will occur once daily or several times a day, 7 days per week depending on your contract. The wrap consists of scraping the requisitions from the ATS and then importing requisitions into M-Cloud.

How are jobs opened and closed?

The ATS will send a file with requisition data. ONLY requisitions with an open status will pull into this file. Users will not need to manually create jobs during the normal process.

Once a requisition is closed in the ATS, the requisition will not be included in the daily file. In this case the requisition will be closed in M-Cloud.

Closed jobs are removed from the third party media (please note that this can take 24-48 hours) and classified as closed within M-Cloud.

What happens when changes are made to a job req in the ATS?

Changes made to postings must be made in the ATS. Then the job will update during the nightly scrape and changes will be visible in M-Cloud the following day.

Industry, Function, City, State and Country (Locations) do not automatically update in M-Cloud. Once they are in M-Cloud and sourced, they are locked and any changes need to be made through a request to the Help Center. In the request to the Help Center, please request the change in location in M-Cloud. Both places will need to be updated with the new location.

In the request to Help Center, please include your client name, the job number, q-code and well as the new location you would like changed.

What information is a default value when my jobs are wrapped?

Job descriptions are wrapped in identically from the ATS.

Mapping was done per your request for requisition values.

Please note that its important NOT to create jobs manually in this tool. Manually created postings with the same requisition number will fail all logic associated with wrap/import positions jobs may not open, close, edit, etc.

How to Find Jobs?

Manage Jobs page. - Take advantage of the following tools to find your jobs easily.

https://support.symphonytalent.com

Type in a keyword (Job title, Req Number, etc) into the Search field Hit Enter after entering each keyword.

Please note: the keyword search is based on searching criteria defined by each users set up.

You can also select the Advance search toggle

After you have your search completed, you can click on the column headers to sort the postings in alphabetical order, by location, posted, etc.

What to do when youcan'tfind a position?

When typing your search into the Search field, be sure not to have any extra spaces before or after the number and hit Enter after entering the keywords.

When did the position appear in the ATS? Positions are wrapped on a nightly basis (Monday-Friday) so if a position appears in the ATS today, it will be available within M-Cloud tomorrow morning.

Need additional help, visit

Can I create manual jobs?

Please note that its important NOT to create jobs manually. Manually created postings with the same requisition number will fail all logic associated with wrap positions jobs may not open, close, edit, etc.

What is Sourcing?

Sourcing is advertising your job on one or more job boards.

Before Sourcing a job, the contents should be reviewed and edited if necessary to make selections that best match your desired results. To do this, select Edit Job under Job actions from the top right corner of the Job posting detail summary page.

https://support.symphonytalent.com

The page will display with options to edit if desired, including Industry, Function, Posting Type, Pay Type, Education, Years Experience and Job Level. Values shown are defaulted but can be changed before a job is sourced and launched. SHould you make an edit to the job description here, it will be overwritten by the wrap/import process. Edits to copy should always be made in the ATS. Copy will then be updated automatically in the wrap/import process.

Once edits are complete, select Save Changes

If you do not want to make any changes, select Cancel

How do you add sourcing to jobs?

From the Job posting detail summary Page, select Sources.

A new page will display special offerings to you as options, or you can select subscriptions, free sites and a variety of single posting options at a cost.

Onceyou'vemade your selections and confirmed what is in your cart, select Post Job. At this point, the job will be sourced to the media selected and will be visible on the job boards within 24-48 hours.

How do you source jobs to subscriptions or prepaid media contracts?

Select from Subscriptions.

How to Add Sourcing When Jobs Have Expired from Media?

To re-post to media after a job has expired, please follow the steps on finding and sourcing jobs. Once you have located your job, please select the sourcing button on the Job posting detail summary Page and select additional sources.

What if I want a new date on my postings, how do I change it?

To refresh a position so that it reflects a new date, you have to select the job you wish to refresh by following the steps on finding a job within M-Cloudt. Once you have completed this, click on the Yes under the Posted on the Manage Job page. Slide the toggle over the unpost column. Your job will then be unposted.

Then follow the steps on sourcing jobs. You can re-select the media you wish to refresh. IMPORTANT NOTE: You may or may be charged for an additional posting. It all depends on the media rules.

Are you having trouble sourcing your posting to media?

Sourcing button not available: This usually means that the posting is classified as closed and therefore jobscan'tbe sourced to additional media. Check information on Why is my job closed?

Cant find the job board?

Check the emedia library in the menu bar.

If its not supported please use the emedia request form in the menu bar to request the addition of the site.

For additional support, visit

Why is my job closed/unposted?

A scraped job is a job that is created and managed by the wrap process. If the job is not visible in the ATS when the wrap takes place then the job is unposted (or removed from the launched media) and closed.

How to open closed jobs?

Closed jobs cannot be sourced in M-Cloud powered by SmartPost and therefore, to open the job its required that the job be opened in your ATS site to be wrapped and reopened for the following day.

How to access a Sourcing Activity Report?

The Sourcing Activity Report is accessible through the menu bar.

Users can create a report within the tool. The tool now will remember the report, should you need to pull the same data at another time.

Once you select Get Report, it will download for you automatically.

What is the Approver Module

The approval process is put in place to control spending to fee-based media outside the pre-existing contracts and free sites. When a fee-based media is selected a pop-up screen will display with a delegate approver (all delegate approvers will be set up with your internal implementation team).

The process is initiated any time there is spend greater than $0.

Free sites are not in scope for the approval process.

Users are set up in one of the following ways:

No approver and have the ability to post to fee-based media without an approval

A single delegate approver per user

No approver but also no access to SmartPost Sourcing, only reporting and requisition management

https://smartpost.m-cloud.io

Approval Module Process:

User selects media that has a dollar value associated with the sourcing plan.

When the user clicks on Post Job a pop up is displayed with the approval email address and a place to add comments (Pop-Up Blocker must be disabled on https://smartpost.m-cloud.io)

It is important for the delegate approver to be the primary person responsible for the budget, but if for some reason a delegate approver is not available, there is the opportunity to send the sourcing strategy to an alternate contact.

2. An email is sent to the primary approver (and the delegate approver if submitted) for approval.

3. Approver clicks on the email to review the sourcing plan and approve/deny the transaction.

If the approveracceptsthe sourcing plan, the job will automatically be sent to ALL of the media selected on the sourcing plan.There is no additional action required for the user.

If the approverdeniesthe sourcing plan, the job will clear the cart of the media selected and the user will have to alter the sourcing strategy accordingly.

Items to note:

Cart- if a user selects free media or a contracts/subscription for example, AND a paid site in the same transactions, all items selected during that session will sit in a pending status in the cart until either approved or denied. If approved, both items would post. If denied, both items would clear the cart and the user would have to start over.

Pro Tip:Best practice, post any free and contract media first. Then go back and select "fee" based media as the cart stays in a pending status until approved.

Approvers:All users that should have approval routing will need to be aligned to an approver. There can be one approver for all users, or each user can have a different approver. SmartPost will need an approvers name/email assigned to every user who has access to SmartPost.

It will take several days to set up users approval routing once we get the list of users aligned to their approvers email addresses. An approver could technically be anyone within a clients organization.

Alternate approver- the tool has an "alternate" approver line available where an end user can add an alternative email address should their designated approver be out of office or traveling etc. Although the main approver still gets a notification, it is possible an end user "could" get an approval from someone else if they used that process.

Reporting:There is no report after the fact to showwhoapproved what fee based items. There are spend reports however that can be generated on any automated routine showing what was spent by recruiter and they can be emailed ie. daily, weekly, monthly etc.

Pop-Up Blocker Pop-Up Blocker must be disabled on all user machines for, otherwise the user will not see the approval pop up and they will not be able to continue the process.

SkillCheck has testing in non-English languages.

If you would like to incorporate such tests into your testing library, please talk to your Symphony Talent account representative or let the support team know. Symphony Talent must configure your SkillCheck account to be able to manage international tests. We also need to ensure that the languages and tests you need are developed.

Create a New Flexible Campaign based on Job CategoryCreate a New Flexible Campaign based on Job Title KeywordCreate a New Flexible Campaign based on Job Req # List UploadCreate a New Flexible Campaign based on More Than 1 FilterWhere to See Weights, Budgets, and Budget Per JobDelete a CampaignEdit the Weight on an Existing CampaignEdit the Percent of Jobs Being Sponsored for An Existing CampaignEdit the Campaign NameEdit What Jobs are in the Campaign / Edit the Campaign CriteriaCreate a Jobs-Based Campaign with a Fixed Budget, and Specific Start Date and End DateCreate a Fixed Budget Campaign where it's the Same Budget Every Month AutomaticallyLaunch a "Non-Job" campaign like Military, Diversity, or UniversityLaunch a Banner Ads Retargeting CampaignLaunch a Video Ads Retargeting CampaignLaunch a Search Ads Branded Terms CampaignLaunch a Campaign That Auto-Focuses on the X% Newest Jobs at Any Given Time

What is a Campaign? A campaign is typically a "grouping of jobs" whereby you can use your own jobs criteria to create a long-running campaign that you will optimize based on performance data. Job-based campaigns can be created based on job category, job location, job-title-keyword, or any mix of criteria. For example, you can do a campaign named "California Accounting Jobs" by choosing the job category of Accounting, and also the state as California from the state drop-down. That will pull in all of the accounting jobs that are currently located in California. Also, that will instantly pull in any new jobs that fit that criteria as soon as they're posted, so that you don't have to come back and do manual work every time new jobs are posted as the system will automatically do this. Job-based campaigns are totally independent of media channel type also, as you can run the campaign by selecting your media channel budget percents at the "Master Budgets" tab. For example, by running an "Information Technology" campaign on JobAds, Banner Ads, Video Ads, Search Ads, and Social Ads. Campaigns are always defined universally, across all media types, because this then allows you to analyze the results in one universal analytics framework. Can I create a Campaign even without specific Jobs?Yes, for a "non-jobs" campaign, you can expand the "Advanced Options" area of the campaign-create-box, and update your Campaign Type to a "Non-Jobs" campaign type. Then you can use a percentage of your overall flexible budget by entering a specific percentage to the campaign - or, you can create a "fixed budget" campaign by entering a specific dollar value for the campaign. Most campaigns are job-based campaigns, because you're looking to drive results in the form of applications and hires to specific jobs and specific job types. However, you might need to run a "National Diversity" campaign or a "Military & Veteran Targeting" campaign, or a "Search Ads Branded Terms" campaign or "Banner Ads Retargeting" campaign - in all of these cases, specific jobs are not relevant, so you would need to use this advanced options area to create an appropriate "non-job-based" campaign. What is a "Weight" and how does it work?When creating a flexible jobs-based campaign you can use a weight to declare relative importance of each job at the job level. Depending on your operating needs you can use any scale and it works the same way. You can use an Index-type value where "1" is the average importance or a simple 1-10 scale where 10 is the most important job and 1 is the least, or 1-20, or 1-100. A "0" would mean those jobs are not getting any spending though you can also achieve that by not including such job in your active campaigns.

What weight does, is allow your campaigns to be set up just once, so that they self-optimize from that point onward based on what you are trying to accomplish, but with no manual adjustments from you beyond that initial setup. You can look at your budget-per-job in the campaigns list ($/job), and your flexible-weighted campaigns will always be ranked from most-to-least important, and you can also see that the budget per job is always ordered from high to low, automatically, no matter how much your job counts fluctuate over time in each campaign.

This means that your campaign budgets are always self-adjusting based on the number of jobs in a campaign. If you have a campaign that suddenly has 0 jobs, the spending will automatically stop without you needing to take action. If you have a "High Priority" or "Hot Jobs" type of campaign with 10 jobs in it and then you need to put 40 additional jobs into it, that again means you don't have to do any extra math or manual budget adjusting. The system will automatically adjust budgets across each campaign, and across each channel type and site, within each campaign. Campaigns adjust themselves automatically with zero effort on your behalf, every day of the week - each time, saving you what would otherwise be 8 hours or more of manual math adjustments with each individual media vendor.Do I have to use a Weight? Can I use a specific budget dollar value instead?Flexible weight-based campaigns are highly recommended in almost all cases. However for the totally unavoidable use case, such as a division putting in exactly $2,500 that they want to see spent on only their jobs - this is possible. To create a "Fixed Budget" campaign, select your job criteria and expand the "Advanced Options", and update the drop-down from the "Flexible" default to "Fixed Budget" instead.Can I flight a fixed budget campaign over very specific start and end dates? Yes, in the advanced options drop-down, after selecting Fixed Budget, choose "Campaign Flights" and enter a specific start date and end date and a specific budget amount. This will schedule your campaign to start and end on the dates you specify. A good use case for this is an event-based campaign, let's say if there's a hiring event 2 weeks from Friday, and you want the campaign to start in 2 days, and end the day prior to the event: you can use this feature to schedule the campaign to start and end accordingly.Can I add additional flights to a "Fixed-Flighted" campaign? Yes, you can edit the fixed-flighted campaign by clicking on the Edit Pencil for the campaign in question. There you can simply add additional flights by choosing the additional flight start and end dates and by adding the budgets for the additional flights. Let's say you want to run a campaign that always runs for the first week of each month, on the first Monday-Wednesday of each month, always for $500. That could be a lot to do and a lot to remember if you were forced to do it real time every month throughout the year - but this feature allows you to schedule that all out just once time at the beginning of the year, so that you're all "set" and hitting your goals all year long.Can I edit the campaign names?Yes, you can edit any campaign name. Also, as you are creating the campaign a suggested campaign will begin auto-populating, but you can edit that name prior to creating the campaign. We highly recommend short and familiar names that you are comfortable with long-term, as the real value from any campaign comes from accumulating a lot of data about what is working for you for those specific jobs, so if you have a simple and stable campaign structure you can maximize the analytics value long term.Can I do everything right on this one page?In some cases, yes. If you launch specific campaign types such as "Banner Ads Retargeting" or "Search Ads Branded Terms" from the Advanced Options drop-down, launching that effort is as fast as selecting that drop-down (3 seconds). However, even then you should note that those campaigns will launch from the Banner Ads and Search Ads Channel tabs by utilizing your default creative.

So if you have creative for those efforts other than your enterprise-defaults, you should be sure to then update that for those specific campaigns, at the relevant channel tabs ("C" from the short menu). For standard job-based campaigns, you can instantly launch across all your channels if you have your channel percent defaults pre-set up on your Master Budgets page. If you don't have those defaults set up, or, if you need to use a channel mix other than the default media channels mix, you will need to edit that at the Master Budgets area as a 2nd step. Additionally, please keep in mind that the creative units can be seen and set up at each channel tab, both for the defaults and for the campaign-specific creative controls for Banner Ads, Video Ads, Search Ads, Social Ads, etc.

How do I enter the details of my prepaid slots packages and prepaid unlimited jobs packages?First, expand down the top area that says "Show Slots & Unlimited Package Buy Details." Then you can choose your site, for example if you choose "Linkedin - Slots" you'll be prompted to enter a price per slot and a number of slots, as well as a Start Date and an End Date. Once you enter and save those details you then just need to assign your slots to your below campaigns - if you have 100 slots, you'll want to assign 100 to your below campaigns to insure full utilization. Once you're set up, that's it, the system will always be slotting in your newest and best jobs in each campaign that you specify. To launch an unlimited-postings package buy just put in the overall price, start date and end date, and all your jobs will be auto-tagged/tracked, and distributed to the job site in question for placement.

What jobs get slotted in, if for example I have a 20 job campaign, and I assign 10 job slots to that campaign?The 10 newest jobs will be slotted in, automatically at any given time. This means that when a new job gets posted, that gets slotted to job board in question, and the oldest of the 10 currently slotted-jobs drops out. Based on our tracking-to-hire data this is the best approach for a multitude of reasons: Reason number 1, is that newly posted jobs naturally get the most attention from candidates. Another critical reason, is that when we look at our tracking-to-hire data, the applicants that get hired are much more likely to be the early-applicants for any job - the applicants that apply very early in the life of a job, within a couple of days of the initial posting date. This is likely related to the fact that early applicants are considered by hiring managers for the longest amount of time, and especially very early on, when they are choosing which applicants to interview. As the job ages, hiring managers may already be deciding between 3 final-round applicants, and so new applications collected toward the end of a job's natural lifespan could be highly qualified candidates, but ultimately ignored and not truly considered for the opening - which wastes talent acquisition dollars while disappointing those late applicants that never really had a fighting chance of being hired.

How can I tell when my slots are being fully utilized?At the top in the "package buy details" area, you can see the utilized percentage for any slot buy - to edit the slot allotments by campaign, you'll need do do so below, within each individual campaign.

Is this feature an automatic set-it-and-forget-it type of feature?Yes, this is a "smart" feature meaning that it can constantly make changes on your behalf, always slotting in the right jobs over time and without any of your own manual effort to do so. The ideal use for this feature is, setting it up once, right at the start of the year, and then sitting back to enjoy automatic full-utilization, with the exact right jobs always being slotted in, every day of the week from that point onward.

Why do "unlimited" packages show up in each campaign?For unlimited buys, we're always sending every job, but we're also tagging it for you automatically, campaign-by-campaign. This is important for later on when you look at your data and what really worked for all the things you truly care about (as expressed by your campaign structure.) Ultimately, who cares if a package buy has a "low CPA" if you have no idea what jobs people are applying to and if those jobs actually matter to you or not in terms of your talent acquisition goals. What this feature automatically does, is pull in the relevant data, campaign by campaign so you can see how that unlimited package did for your call center jobs, your sales jobs, your IT jobs, whatever campaign view you're looking to analyze in your reporting.

How do I launch the campaigns listed on the Banner Ads channel tab?You actually don't launch them here, you launch them on the Master Budgets tab by making sure you are allocating a percent of any campaign budget to banners. For example if you have an Accounting campaign on your campaigns page, but 0% of budget to Banners in Master Budgets, then there will not be an Accounting banner ad campaign at this time. If you go to Master Budgets and enter 20% to Banner ads, then, there will be a corresponding campaign showing up on this channel tab (that's automatically set up to spend 20% of the overall Accounting campaign budget.)

What is the most important thing to do at the Banner Ads tab?Most importantly, you should make sure your default ad creative is loaded into the top right "default creative" area. Equally important, you should check and upload creative in each individual campaign if it is different from your default, for example, if you want to set up Accounting-specific ad creative to run in your Accounting Campaign, and Engineering-specific ad creative, to run in your Engineering campaign.

Do I have to set up the geo-targeting for job-based banner ad campaigns?Nope, the geo-targeting is kept up to date automatically, based on the locations of the jobs in that campaign. For example if you have an accounting campaign and those jobs are in St. Louis, Albany, and Charlotte, your geo-targeting will be automatically kept in line, targeting a zip code radius of candidates directly around each active hiring location in that campaign. This is all done automatically and requires no manual edits from you. (This auto-geo-targeting works that way for banner ads, video ads, search ads, and social ads - and of course jobads only show up automatically on job boards for people searching within that job's location.) If you do a custom "non-job" campaign you would of course have to specify your geo-targets.

Do I have to set up occupation-targeting for my job-based banner ad campaigns?Nope, the occupation targeting is set up automatically, without any manual effort or to-do from you. If for example the jobs in your campaign are Accounting jobs, the occupation targeted strategies will be automatically set up to target Accountants, if the campaign has Engineering jobs in it, the corresponding banner ad targeting will automatically target engineers. Both geo-targeting and occupation-targeting are automatic in job-based campaigns for banners ads, but also video ads, search ads, and social ads as well.

If I expand a campaign on the banner ads channel tab, I see lots of strategies under it, what do all these strategies mean and how did they get there?By expanding a campaign to view all the individual strategies, you can see all of the tactics that are being automatically set up to drive you results. This includes automatic audience data targeting from both BlueKai, and Dun & Bradstreet. Search Behavior Targeting is set up automatically from Mediamath Data, for example, people that have recently searched "Accounting Jobs" online, would be a targeted audience for Accounting. Also, Peer39 Contextual targeting is automatically set up, and this works by reading the words on the page and bidding on the inventory if it's highly relevant, for example, a site or an article about Accounting or Accounting jobs, would be relevant inventory to advertise that you are hiring accountants - that targeting tactic is targeting the page content rather than the known end user. All of these targeting types automatically maintain the automatic geo-targeting, so that your limited ad dollars are never spent outside of areas where you're actually hiring.

What if I have 1,500 restaurants, and I want the targeting to be limited to within 5 miles of every hiring location because most of our best hires are very local?This is possible, notify your Symphony Talent team and we'll update the default targeting radius from 30 miles to 5 miles. The geo-targeting will thereafter be kept totally up to date automatically, based on the current locations of all of your active jobs.

What is Retargeting w/ Audience, and is that the only Retargeting I should do?You'll notice that the automatic strategies in each job-ad campaign always have a strategy where we layer on both Audience Data and retargeting pixel data. This is to insure that past site visitors are being targeted with a relevant message. However, we always recommend that all clients also run an enterprise wide retargeting campaign as well, by launching a "Banner Ads Retargeting" campaign from the main campaigns page, with a percentage of the overall flexible media budget, for example, with 5% of the overall monthly budget.

Can I launch a custom campaign also?Yes, but all campaigns must be created from the main Campaigns page, for example by creating a custom "non-jobs" campaign and naming it something like University Hiring Campaign or Military Targeting. Then, the audiences should be custom selected from the Banner channel tab UI, and the creative typically in those cases should also be custom uploaded here, rather than relying on the default creative. For these more advanced use cases you may also wish to work with your Symphony Talent Media & Strategy team - or, ask that they double-check your work after you launch that type of custom non-automatic campaign.

Do I have to come up with my own keywords?Nope, keywords are automatic, and pre-mapped and pre-suggested by our professional search marketing team. Your campaigns launch instantly, but your keywords are already researched and hand-selected for you on the back-end ahead of time for any given job type, which is all done on a custom basis for your organization and your specific job categories and job titles.

Do I have to set my own geo-targets?Nope, geotargeting is automatic - it's based on the actual locations of all of the current jobs that are live in your current campaigns at any given time.

So what do I have to do here at the Search Ads Channel tab?The most important thing to do here, is to check your ad creative and edit it if it's not to your liking. Default ads are important, but also, custom ads written for each campaign is a best practice also. You can also add more than one ad for each campaign, and our recommendation is that you aim to run 2-4 ads for any campaign at any time - this way, Google's algorithms can auto-optimize to the best performing ad units for each of your campaigns.

Should I always be using Search Ads?Yes, at the very least a "Search Ads Branded Terms" campaign is always recommended, even if it's with a very limited percentage of your overall marketing budget. This can be instantly launched in 5 seconds, right from the main Campaigns Page - though here on the Search Ads Channel Tab you can check on and edit the creative that ultimately runs. If you are wondering if you should run Search Ads in other specific campaigns beyond the Branded Search campaign, the answer is that "it depends" - but this is in fact very often recommended if you have a significant enough budget and a significant need of quality click-driven applications. If you have a high number of jobs and a very limited overall budget, then running individual Search Ad campaigns beyond a Branded-Terms campaign, may not be necessary - because with a limited budget we're typically able to more efficiently get enough quality traffic for the jobs in your campaign, via your main "Job Ads" media buys.

Can I add to the keywords that are running in any given campaign, or remove keywords?Yes! While Media Cloud automatically sets up all the pre-selected keywords, you also have total control to add whatever keywords you want to any campaign.

How does this work for automatic search ads, how is this even possible? How do these campaigns launch in 10 seconds if my last digital agency used to take 3 weeks to launch something like this?Well, we've created simple logic for geo-targeting: we automatically target where the jobs are posted, and we already have all this info already right from your live jobs feed. For keywords we are working hard behind the scenes for you ahead of time - it's not all some mystical AI, but rather, we are "pre-mapping" our custom-researched keyword recommendations for you, so that you can launch a campaign in 5 seconds should you ever choose do. Basically, our teams are doing all the work in anticipation of a possible campaign need from you, so your can then always launch instant and painless campaigns, without sacrificing any quality whatsoever in the trade-off for speed. Also, we are directly integrated with the Google Ads API, so we are programmatically setting everything up for you, directly within the "Google Ads" software, to which our media and QA teams also have direct UI access for checking on keywords, ad set-ups, geo-targets, and so on.

Do I need to do anything special in order to run Social Ads?Yes, social ads requires some upfront set up. Media Cloud has a direct API arrangement with Facebook whereby we can allow you to instantly and automatically launch well-targeted Facebook ads, but first you must grant "ad-level" access to run ads out of your Careers or Corporate focused Facebook page. This does not allow any posting-level access: the purpose of this is to inform users on Facebook that the ads are being run and paid for by 'your company name' - for example, rather than ads showing up falsely as being from "Symphony Talent." This advertising permissions step is a one-time set up, so please see your Symphony Talent contact to initiate this process if you are interested in running automatic Social Ads out of Media Cloud.

Where do Social Ads Run?The Social Ads feature is powered via a direct API with Facebook, and these targeted ads appear to candidates viewing Facebook on their device (mobile, desktop, or tablet).

What is the point of running social ads?Social Recruitment Ads on Facebook are a great way to reach passive good-fit candidates. The targeting options are strong and automatic, both in terms of geographic targeting and in terms of occupation targeting. In terms of typical performance results, Social Ads typically appear as strong "influencers" in reporting as we're able to reach the right people for each type of job opening, but also within typical committing distance of the jobs openings in question, so we are not wasting dollars on out-of-range audiences.

Do I have to come up with my own targeting?Nope, Facebook targeting is automatic, and pre-mapped by our professional digital media team. Your campaigns launch instantly, but your Social Ad targets are hand-selected for you on the back-end, ahead of time for any given job type - custom for your organization and your specific job categories and job titles.

Do I have to set my own geo-targets?Nope, geo-targeting is fully automatic for job-based campaigns, because geo-targets are based on the actual locations of all of the jobs that are in your live campaigns at any given time.

How granular should my ad copy be, should it be about specific jobs?We recommend "job category" level ad copy by occupation type as the best fit approach for search, social, and banners alike. Individual job reqs and job titles come and go, and targeting tends to be available at the broad level of occupation type. For example, via the available targeting we may only know that the person we're serving ads to is a "Nurse" within 10 miles of Location X, so we don't want to serve super specific job titles, but instead to craft a broader advertising message such as "We're Hiring Nurses" while including a call-to-action or employer-brand-awareness message in the longer ad copy area.

Does Facebook have job postings also?No, not yet at least. We're in close contact with our advertising and recruitment-product counterparts at Facebook, and informally speaking, we do at some point expect a "job-level-ad" type of unit that actually runs in a job-search experience like a normal job board. At that distant point in time, those units will inevitably supplement our current Social Brand Ads - and Symphony Talent will surely be among the first to offer "sponsored jobs" on Facebook, if and when they release this capability to recruitment advertisers.

So what do I have to do here at the Social Ads Channel tab?The most important thing to do here, is to check your ad creative and edit it if it's not to your liking. Default ads are important, but also, custom ads written for each campaign is a best practice as well. You can also add more than one ad for each campaign, and our recommendation is that you're already running 2-3 ads for any campaign at any time, this way Facebook's built-in algorithms can then auto-optimize to the best performing ad units for each of your campaigns. Please note that while banner ads only require banner uploads, and google ads only require ad text, Facebook Ads actually require both an image upload as well as text-ad copy.

Should I always be using Social AdsNo, Social ads do perform better for some needs as opposed to others and this is a judgement call based on your budgets and goals. People of all professions and levels of experience are surely addressable on Facebook, but this tool is most effective for targeting your high-volume and hourly hiring needs. Again though, engineers are on Facebook, nurses are on Facebook, and executives are on Facebook, so this may be a part of almost any strategic mix while playing close attention to media performance and your mix of media channels.

Who's opt-in email database currently powers this ability to send targeted emails?Nexxt.com (Formerly known as Beyond). Nexxt has a large database (network) of opt-in candidates, that they're able to segment by occupation, skill-set, and geographic location - for both email and SMS. Emails are always $0.10 per email send and SMS messages are always $1 per send, due to a better-than-market-rate that's already been negotiated by Symphony Talent, specifically on behalf of all Media Cloud clients.

When is email a good idea?Email is great for short-turn-around "push" types of advertising needs. If you have an event to promote next week, you can't just buy google ads and hope people happen to all search for you that week. Search, Social, JobAds, etc, are all "always-on" sorts of media types that have a cumulative impact, but that are unavoidably subject to the natural inherit ebbs & flows of jobseeker behavior online. Email is a great way to push a message out on your own schedule to targeted candidates, such as for a timeline-focused need like promoting attendance / registration for a local hiring event.

Is there anything else I need to do to launch email, besides allocating a % of a campaign budget to email?Yes, email requires the offline selection of a finalized "delivery date," the submitting of approved email ad copy, and the validation/approval of the email message after a send-test. See your Symphony Talent account management team to insure these aspects of the email campaign send process once your budget and targeting are selected within Media Cloud.

How much is it to send targeted email messages?It is $0.10 per email sent (a special pre-negotiated rate between Symphony Talent and Nexxt). There is a $500 minimum campaign expenditure. SMS messages are set up from the SMS tab and are $1 per.

Who's opt-in email database currently powers this ability to send targeted SMS messages?Nexxt.com (Formerly known as Beyond). Nexxt has a large database (network) of opt-in candidates, that they're able to segment by occupation, skill-set, and geographic location - for both email and SMS. Emails are always $0.10 per email send and SMS messages are always $1 per send, due to a better-than-market-rate that's already been negotiated by Symphony Talent, specifically on behalf of all Media Cloud clients.

When is SMS a good idea?Paid SMSis great for short-turn-around "push" types of advertising needs. If you have an event to promote next week, you can't just buy google ads and hope people happen to all search for you that week. Search, Social, Job Ads, etc, are all "always-on" sorts of media types that have a cumulative impact, but that are unavoidably subject to the natural inherit ebbs & flows of jobseeker behavior online. SMS is a great way to push a message out on your own schedule to targeted candidates, such as for a timeline-focused need like promoting attendance / registration for a local hiring event.

Is there anything else I need to do to launch SMS, besides allocating a % of a campaign budget to email?Yes, email requires the offline selection of a send date, the submitting of SMS copy, and the validation/approval of the message. See your Symphony Talent account management team to insure these aspects of the email send process once your budget and targeting are selected.

How much is it to send targeted SMS messages?It's $1 per SMS (a special pre-negotiated rate between Symphony Talent and Nexxt). There is a $500 minimum campaign expenditure. Emails are set up from the Email Tab and are $0.10 per.

What's the difference between my budget here, and my Orders on the ordering tab?Orders are an upper limit cap on what you can budget for, a safety measure to insure you're not unintentionally overspending your budget, or, spending it too quickly for that matter. If the total of your available Orders is $20,000, you can budget this month to spend $10K, $18K, $20K --- but you can't spend $22,000, as you would be $2,000 short and would therefore be prevented from budgeting for that amount (until you go into the Orders tab to add another $2K order if that is your true intent.)

Can I schedule my budget out for the year?Yes, you can schedule out as much as you'd like by hitting "Edit Budget Schedule" at the top of the page. Budgets are always monthly, but you can have the same value scheduled for each month - or, you can vary your budgets any way you'd like. (For example, $10K this month, $20K next month, $15K the month after, etc, if you have seasonality to factor.)

What can I do at this Master Budgets tab other than set my overall flexible budgetfor the month and for the coming months?Here is the place where you choose your media channels to activate in each campaign by utilizing percentages. You can have a default setting that is used for all or most campaigns, or, you can vary your channel percents by campaign. For example, maybe your "Accounting" campaign would be 80% jobads and 20% banner ads, whereas your "Software Engineers" campaign is 30% jobads, 20% search ads, 40% banner ads and 10% social ads. Importantly, this is the place to see and manage what media channels you wish to be live on, for any given campaign at any given point in time.

Since Media Cloud automatically optimizes the site percentages within each individual channel, can't your algorithm also auto-optimize the media channel percentages for each campaign?No, not yet at least. Site optimization within a channel is pretty straight forward: Indeed, Glassdoor, Ziprecruiter, Monster, and so on are all doing the same exact thing - driving actively-job-searching candidates to specific jobs where they they can read about the specific job and complete a specific job application - so automatic site optimization makes perfect sense there. "Media Channel" percents are a bit different because it's much more about your underlying strategy. We already know the results differ between media channel types. Banner Ads are strong candidate "Influencers" as they are often times served to candidates at the top of your recruitment marketing funnel. Whereas, Job Ads are "Drivers" which are designed to be direct-response-clicks, just prior to a completed application for fully active candidates at the bottom of your recruitment marketing funnel. You may wish to have a strong and diverse advertising media mix for this reason, and in fact, this approach is almost always the right strategic decision longer term. Therefore, right now, there's no back-end intelligent algorithm that will optimize this for you - but here you can set your percents-by-channel to anything you'd like so long as they always mathematically add up to 100% when running on more than one media channel.

What is the Ordering Tab?The ordering tab is our direct integration of business processes related to media buying, for the sake of full system transparency. It is achieved by API integration with Salesforce and Netsuite, the technologies Symphony Talent uses to track new orders, and invoice our clients appropriately for said orders.

Why is this Ordering Tab built in?This feature provides our clients and full-service Symphony teams with shared and universal transparency. We don't want you to have to track down emails or to call someone to ask a basic question like how much you were billed last month for media - these things are simple and fast to look up, directly from Media Cloud. Even more critically, the Ordering tab provides us with what we informally call our "gas tank limit." This limit keeps you from inadvertently budgeting and spending more media dollars than you actually have available. If the total of your current orders (and all prior unspent roll-over) totals to $20K, this means you can't budget to spend $22K, the system safety kicks in --- and if you do actually intend to spend more, it's then the simple matter of adding that $2K order to the ordering tab, which then increases your budget spending limit accordingly in your Master Budgets.How are Orders Different From Budgets?The sum of your orders creates a maximum limit of what you can budget to spend. This is a safety for the system, so you don't accidentally spend more money you have on these open media marketplaces. We sometimes refer to the sum of Orders like it's a "gas tank limit" so in that analogy, placing your orders is like buying your gas, and budgeting is your daily spending activity that's then like driving your car and using up your gas.

Why is the Driven Hires and Influenced Hires showing up different in the "Hires" report than it does in the Drivers & Influencers Reports, shouldn't they be the same?This is a common question and the answer is simple: for media reports, the date filters relate only to media delivery: impressions, clicks, media costs, applications. Hires are shown only if they are hires that converting from one of those specific media-driven applications that ran in the time specified. Hires is a report where date filters only apply to hire date. If it's a media report, the date filters act on media delivery data --- and if it's a hires report, the date filters act only on the hire-date data that you provide us in your ATS hires file.

What is the Hire report good for?It's better to judge specific media buying successes using Drivers & Influencers reports because it isolates the view of the specific media that ran, and also brings in the critical cost and ROI component, which is critical for efficiency analysis. The Hires reports are good for showing you the overall hires you got in a month and where they came from. Let's say Google drove 100 hires in January, that could have come from media that ran the entire year prior. In fact, since hires are delayed, most of those overall hires did probably come from earlier media buys. So if you're looking at the end of January at the Drivers report, it's only showing you the specific impact of the Google media clicks that were delivered in January, and so it may only show 12 hires because most of the other hires you will eventually make from that January media campaign, will actually be made in future months. In other words, hires is a lagging data point. The Hires report isn't great for making media decisions but it is great for giving you a quick snapshot of the overall marketing impact on hires made between any given date range.

Also please see the Banner Ad FAQs For Video Ads, it's all the same, except for the creative upload in question here is a Video Ad rather than a banner ad.

What video file formats are accepted in the upload?You can always see the video ad specs in the link from the top right corner of any upload box.

For video ads the specs are as follows:

Accepted Video Ad FormatsAccepted File Container: .flv, .mp4, .avi, wmv, .mpeg1/2, .webm, .mov* *Avoid using ProRes encoding as it will limit scale.

Recommended Video Length: 15 Seconds or 6 Seconds Another option: 30 Seconds

Aspect Ratio: 16:9

Accepted File Codecs:Apple Intermediate CodecBMP (Bitmap)CinepakDV (Digital Video)Flash Screen Video v1FLVFrapsGo2MeetingGIF (Graphics Interchange Format)H.263 / H.263- 1996, H.263+ / H.263-1998 / H.263 version 2H.264 / AVC / MPEG-4 AVC / MPEG-4 part 10Intel Indeo 3Intel Indeo Video Interactive 4Intel Indeo Video Interactive 5Motion JPEGMPEG-1 video

How can I view my Jobs here?Viewing jobs is just a matter of using the filters, which are the same filters on your Campaign-create tab, only with the additional filter here of "Campaign." On the main campaigns page you can click on your jobs count for a super quick preview of the jobs in the campaign, but for more in-depth job analysis, this tab is useful for looking at your jobs by category, location, or campaign. Also, you an export your jobs by using the export icon at the top left corner of the below jobs-list table.

Can I export my jobs for analysis offline in excel?Yes, just click the export icon at the top left corner of the jobs-list table, just below the search filters.

For a campaign, can I see what jobs are being sponsored currently (today) and why?The "%sponsored" feature on the campaigns tab, sets is so that the system is automatically sponsoring the bottom X% of jobs - specifically the jobs with the fewest "Applies Per Day" as this means that they are pacing slower than their peers in the same campaign. The currently sponsored jobs show with a green circle, and the currently unsponsored jobs show with a red circle. You can also see the post date of the job, the overall applies, and the Applies Per Day.

Is this a job-level performance report?No, this jobs area is not a performance report at all, it's an area to see and understand your current jobs, but not your media performance. All of your performance reporting can be found in the R for reports tab.

What is the Edit Pencil icon for to the right of each job-row in the jobs list?This is a nonfunctional currently in-development option. What we're building here in this pop-over, is the ability for you to control job-by-job, where each job is posted in terms of "ad hoc" job posting sites. This may be for one-off types of efforts where you don't have a large contract but you just want to post one job to one job board, such as Careerbuilder, Monster, Craigslist, or niche boards like Nurse.com, associated job boards, college job boards, diversity job boards, and so on. This also will be useful for worldwide job postings on sites like Naukri, Stepstone, TotalJobs, Reed, Seek, and so on. This will contain the entire SmartPost database of ad hoc job posting sites when it's completed in late Q4 of 2019.

What is Job Duping?You can think of job duping as a simple "IF / THEN" sort of logical statement - that you can manage here in terms of what jobs you want duplicated (IF) and what they should be duplicated out to (THEN). You'll notice the top filters look the same as the filters on your Campaigns Tab and on your Jobs Tab, because here also, the filters in question are being powered by your own intrinsic jobs data. Let's say you want to dupe all "Call Center" job titles to also be "Customer Service Representative" to gain the benefit of job-seeker search traffic on that alternate job title naming approach. You select your "IF" criteria first which in that case would be "Call Center" in the Job Title field, then you select your "THEN" criteria to be Job Title: "Customer Service Representative."

Can I also duplicate out by locations?Yes, you can duplicate out by locations in the same way keeping the title the same, or by adding job title duplication simultaneously with location duplication. Choose your "IF" jobs criteria for duplication, then choose your "THEN" by entering a job location, just be sure that you have the city and state names correct and in the correct format as specified.

What's the point of job duplication, should I use this feature?This is an optional feature but it can come in handy. If, for example, your budget per job is too high for the naturally occurring job seeker search volume, additional titles will greatly help expand your job seeker reach, drawing in more clicks and more applies, and at a lower cost per apply. This is because job ads are basically a supply and demand marketplace, and by increasing the jobs supply with more sponsored job titles, your click bids, cost-per-click values, and cost-per-apply values in Media Cloud, would then automatically come down. This feature is powerful for "work from home" jobs as you can then post the job in whatever markets are working best for you, without wasting clicks and dollars in markets that are not efficient for filling your openings. "Travel Nurses" is another great use case, where you can draw from a very large and targeted geographic pool, keeping just 1 req open in your ATS for convenience, but still getting the benefit from multiple job postings in multiple locations.

Do my duped jobs show up in organic job search results?No, the Indeed.com policy is that job duplication must be limited to paid sponsored jobs - the search quality team at Indeed, requires that each job be unique and unduplicated when it comes to organic job listings. Therefore our integration with Indeed does allow for our duplicated jobs to run in sponsored jobs inventory, but only the original job reqs will show up in organic job search results. Most other job sites are paid-only and job duplication of this nature is allowed.

How do duped jobs look in my job-level reporting?Job-level data is conveniently aggregated into real original "parent" jobs. We call ATS jobs the parent jobs, and duplicated jobs, the child jobs, and we track this via a simple job numbering system that uses your own ATS job number for each job. Job numbers might be 1234, 1234-a, 1234-b, 1234-c, 1234-d, and that tells you that they are all for job 1234. You can see all of these dupes if you click on the job links from your Manage-Campaigns page, or by viewing all jobs including job dupes in the Manage-Jobs page, where you can also export your jobs to excel for offline analysis as well.

Why can't I see my duplicated jobs / when can I see my duplicated jobs?When you create a job duping rule, the jobs aren't automatically and instantly live. This allows you to edit and adjust as you need without fear of things going not-as-you-planned in the short term. The job duplication engine is automatic, but it does run only a few times per day, so you won't instantly see live job dupes in your active campaigns based on your job duplication rules.

Where can I see my completed job-dupes the day after creating my job-duping rules logic?You can click for a preview in any campaign on the Campaigns page, to see your jobs and job dupes. Job dupes have a job number identical to a real job number, only with a letter extension added like -a, -b, -c, etc.

Do I have to do anything special to insure my job dupes are sponsored the way I want?Not necessarily, job dupes are exactly the same as "normal" jobs in our system after you've create them. For example if you dupe a job title that is in the Accounting job category, the dupe will also maintain all the exact same criteria, and so it will also be in the Accounting job category - therefore if you have a campaign with criteria Category=Accounting, then that duped job will automatically appear in that campaign. However if you created a campaign based on exact match req numbers, such as the job req must be exactly 1234, then your dupes like 1234-a and 1234-b, will NOT go into that campaign, unless you manually add those dupe req numbers or switch over to a more future-proof sort of criteria like using job categories and job titles as criteria instead - which is recommended as the best practice wherever possible.

What are PPC/CPA job ads?PPC means Pay Per Click, CPA means Cost Per Application. The job ads space is largely "performance-based" these days rather than "job posting duration cost" based. The ad marketplace is coming to resemble online advertising overall, like Google and Facebook, which now dominate worldwide advertising online and are both 100% performance based. The largest example of PPC based job ads in recruitment is Indeed.com, the market leader. However, lots of other site players are taking click and apply "bids" in the competitive marketplace buying model, which results in supply and demand dynamics that driving efficient pricing and performance for all involved. Other job sites in this space are: Glassdoor, Ziprecruiter, Talroo, Snagajob, Nexxt, Monster, Upward, Linkup, Neuvoo, Jobcase, and Startwire to name a few. "Media Private Exchange" is the Media Cloud ad exchange, where we take 90% of your average CPA for any campaign, and put that out as a CPA bid across the rest of the marketplace, which guarantees strong and ever-improving performance, automatically. For smaller campaigns running Indeed & Media Private Exchange 50/50 is a best practice for performance maximization.

What is the "Edit Site Defaults" for?The site defaults is what allows you to launch campaigns instantly from your Campaigns Page, without even having to visit this channel tab in order to get any new campaign live. If, for example, you have your default five sites set, any new campaign that launches will take those five defaults automatically. You can edit the site break-out campaign-by-campaign if required also.

Can I edit my site breakdown for this channel campaign-by-campaign?Yes, you can edit your sites in any individual campaign. To edit all your campaigns at the same time in bulk, this is fast and easy in one place by using your defaults and then "updating existing" campaigns with your new defaults.

What is the best practice in terms of sites if I'm not sure?50% Indeed, and 50% Media Private Exchange. Site optimization will take over that balance from there as performance data comes in each week. Media Private Exchange has a CPA that is guaranteed to perform as it's set to be 90% of the average CPA for the campaign in question. If Indeed is driving a $10 CPA for a campaign, MPX will drive them at $9 per, if Indeed is driving a $20 CPA for a campaign, MPX will drive the applies at $18 each. Site optimization will take the percents to the optimal level based on delivery. If for example MPX is only able to deliver on 40% of the budget, the budget percentages will then eventually reflect 60% Indeed and 40% MPX, without you ever having to do anything manually.

After I enter my site budget percents, over time I notice the site breakdowns change - why is that?We're running a site optimization algorithm for each campaign. What matters is the performance for each particular campaign, not overall. So some sites might work for hourly and admin, and maybe others work better for software engineering, so firstly, the data that powers the algorithm is always the campaign-relevant data set only. What factors into the slow week-by-week algorithmic changes in spending by site are the following: CPA (lower is better), Quality (based on expected Apply-to-Hire ratio, and how that expectation varies by site based on ST benchmarks by job type), and media delivery (fully spending what we're trying to spend). The last one isn't obvious but it's important: maybe one site is working the best, but can't spend any more due to the naturally limited quantity of job-seekers they can access. If something is driving the lowest CPA and we're trying to spend 30% of the weekly budget on it each week, but each week we only spend 20% of the budget --- we're not going to let our algorithm increase the budget from 30% to 33% just because it's working very efficiency. If it's not delivering fully on 30% of the spend, increasing the spend percent to 33% would be counter-productive, so spend delivery and audience size are just as important as efficiency and quality.

What if I don't understand all this or know what to do?The Symphony Talent professional digital media and strategy teams are here to help and also to optimize your buys for you. We're giving you access to the full platform because we believe in performance and transparency, but also, we are the experts, and we're here and ready to give you our best recommendations. What you should expect to bring to the table, are the things we can't decide for you: what is your budget, and what are your goals?

What is "Auto Site Budgets% On" in the top right corner?This is a quick toggle option. For example, if you have 10 sites in a campaign and you want to drop a new site in with 5% of the campaign budget, you can just quickly do it, and the rest of the site budgets will self-adjust without you needing to do manual math on everything to make room for your new site. However, perhaps you want full control, to run 10 sites, and put exactly 10% toward each site --- in that case you'll want to toggle this setting off, to set all your budgets manually till they equal 100% then hit save. The system won't let you save in this mode unless all of your percentages add up to exactly 100%.

How can I control the exact percentage I'm putting to each site, it seems like it keeps changing on me?Note the top right toggle "Auto Site Budget% On." When this is toggled on, the other sites will automatically adapt to any edit, to insure that the percents total to 100%. If you want full edit control, toggle this off, and then you can edit one by one to control the exact budget percent to each site you wish to run - the system won't let you save this edit until your manual percents total to exactly 100%.

The Drivers and Influencers reports are "Media Reports" whereas the Hires report is, obviously, a "Hires Report." Keeping that difference in mind is key to understanding why media reports are separate from Hires reports.Any report that is run has a date range, a start date and and end date. For media reports, those dates selected are telling us what data we should show based on "when the media was actually delivered." For hire reports, those date filters tell us what hires to show based on "when the hires were actually made, according to the hire dates you've provided in your ATS files."The point of media reports is to analyze the success or non-success of specific paid media efforts, so we're only showing the Hires that are directly attributable to the real time stats in that period, the real time stats being all of the other core media delivery stats: costs, impressions, clicks, and applies. We're showing only the hires that have converted-into-hires, from those specific media-driven applications.The reason these reports look different is because Hires is a delayed stat, that doesn't occur instantly. If you drive a media application today, it's possible that person is hired 40 days from now, or maybe even 6 months from now - perhaps since they're still in your system but you hire them for a different job down the road.For media reports we want to judge the success of media by looking only at what happened from that media buy, so that we can make accurate decisions about optimization. This means that if you're looking at your media reports for last-week-only, you're probably not going to see any hires in your drivers or influencers reports - just because that media just ran and while you have applications showing from that activity last week, none of them are likely to already be hired.But perhaps you just want to see ALL of the hires you made last week, regardless of what media drove them and when. It could be that media from last month or the month before drove them, or even media from early last year. Point being, you just want to see all of the hires you made last week, and what tactics Drove & Influenced them to apply in the first place. This of course is where the "Hires Report" comes in.In this Hires report you can can see 3 attribution models. You can see Symphony Talent attribution, what our data systems have tracked and credited. For ease and convenience, you can also see your own ATS attribution, what your ATS tracks as the Drivers of those Hires according to their more limited methodology and even if it's from candidate drop-down questions. Finally, we are showing an Adjusted-Source-Of-Hire report here, where we're showing you Symphony Talent attribution for an Hire that we have tracked, and then we're back-filling the rest, where Symphony Talent has no source data, with that ATS-derived source of hire.For media decisions and knowing what media is working, Drivers & Influencers is better by far, especially by looking over long enough time frames for the data to be statistically valid. But this Hires report is often useful for things like internal reporting and evaluating overall that your talent marketing efforts are impacting the hires being made each month.