We usually recommend that organizations continue using (most of) their existing recruitment channels in the short term. This allows them to become more confident in the ability of automated recruitment advertising to deliver enough good quality applicants for each role and to understand whether there are any roles that they hire for that need a different approach.
What we find is that over a period of a few months most organizations will transition away from their existing channels (like job boards and print advertising) because they get better quality applicants at lower cost through automated recruitment advertising.
Where we do suggest changing the current approach immediately after starting to use automated recruitment advertising is when organizations are using recruitment agencies. The aim of the game is to attract the candidates direct rather than through recruitment agencies. In markets where there’s a small candidate pool the agencies are likely to be putting forward some of the same candidates that the organization could be attracting direct (at significantly lower cost). If the agency puts the candidate forward before the candidate applies direct, you could end up paying an agency fee unnecessarily. Therefore, we recommend delaying the use of agencies for as long as possible for each role.