Welcome to Recruitonomics, a destination for data-driven insights to make sense of an evolving world of work. Powered by Appcast, the Recruitonomics insights hub aims to help business leaders navigate the recruiting challenges they face caused by broader economic forces. By combining labor economics and recruiting best practices, Recruitonomics seeks to bring clarity to the continuously changing economic landscape.
Who We Are
Recruitonomics is led by Andrew Flowers, the labor economist at Appcast. Formerly, Andrew was an economist at the Indeed Hiring Lab, a data journalist at FiveThirtyEight, and an economic research analyst at the Federal Reserve Bank of Atlanta. He graduated from the University of Chicago with a B.A. in Economics. As the director of research and commentary that appears on Recruitonomics, his work will have a home here alongside contributions from other analysts and writers at Appcast.
Appcast is the global leader in programmatic recruitment advertising technology – that means we help companies find more qualified candidates for all their open jobs fast. Our software and services help enterprises optimize their recruiting process. As of April 2022, Appcast manages more than one billion dollars in job advertising annually on behalf of more than 1,500 clients. The world-class dataset powering Recruitonomics stems from the core business of Appcast; it includes over 10 billion clicks, nearly two billion applications, and over one billion job postings.
Our Research Focus
Recruitonomics will feature timely and relevant content for talent acquisition and HR professionals, while also producing labor market research relevant to economists, business leaders, and anyone interested in how organizations hire people and how people search for work. If you like economics or recruiting or a combination of both, you’ll love Recruitonomics.
What kind of content can you expect on Recruitonomics? It starts with deep macro labor economic coverage – like job openings, employment, and wages. But it doesn’t stop there. We’ll also provide micro labor economic insights – granular analysis by geography, industry, and occupation. Business leaders will get competitive intelligence, too. Recruitonomics will analyze the process of how hires are actually made: on what platform (Indeed, LinkedIn, ZipRecruiter), at what cost (per click, per application, per hire), and on which terms (wages, benefits, culture).
Our Values and Editorial Policy
Let us say a few words about our guiding values. Recruitonomics will strive to be data-driven, kind, and inquisitive:
- Data-driven implies an empirical grounding to all our work; when the data changes, we change; we’ll admit if we’re wrong and always remain transparent
- Kind implies no personal attacks, snark, or score-settling; we’ll likely be critical of ideas from time-to-time, but always remain kind to individuals and organizations
- Inquisitive implies skepticism of conventional wisdom and easy-to-digest narratives; we’ll seek to dig deep and ask tough questions
Recruitonomics will be non-partisan but politics is unavoidable when analyzing the world of work. We will not shy away from research on the economic impact of government policies and how those policies impact recruiting – topics like unions, antitrust policy, minimum wage laws, gig work regulation, and so on. Those topics are fair game but our approach will be non-partisan.
So Recruitonomics will not endorse or denounce specific pieces of legislation, as that would cross the line into advocacy. Our goal is to produce data-driven research that is positive (empirical statements about how the world is) and not normative (value statements about how the world should be). In short: Recruitonomics aims to be politically unbiased, while not shying away from how politics impacts recruiting.
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