This includes pay per application (PPA) and pay per started application (PPSA). This will be in addition to its pay per click (PPC) option.

This pricing offering is intended to deliver quality applicants that meet an employer’s preferences and charges them only when they receive an application, rather than when they receive job ad clicks. 
 
Employers can review the price per application, set an application limit based on their budget, and automatically reject applications that don’t meet their needs by setting predetermined requirements. Additionally, employers have 72 hours to manually reject any application before being charged.

With PPA, employers who post jobs directly to Indeed pay when they get completed applications. With PPSA, employers only pay when applications are started from higher-intent job candidates. PPSA primarily supports large employers whose jobs are available on In-deed.

Indeed said that most employers (51%) selected Pay for Results as the top pricing model when compared to Pay for Clicks (12%) and Pay a Flat Fee per Job Post (33%). In addition, 79% of employers also report they believe they should only pay when they receive a quality candidate from an online job site.
 
Indeed’s Pay for Results options are already available, and they will soon be available to more employers in the US and UK, the company said. Pay for Results options to employers around the world will come later.

Read more about changes at Indeed in the May-June issue of Recruiter.

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