Jobs2Web: From Career Site to Recruiting Engine

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Slide 1: jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 2: Agenda Session 1 Talent Communities Session 2 From Career Site To Recruiting Engine jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 3: Agenda • • • • What Is Web 2.0 Why Does It Matter To Your Recruiting Why Does It Matter To Your Recruiting How It Impacts Your Strategy Case Study Best Buy Case Study – Best Buy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 4: What Is Web 2.0? jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 5: What Is Web 2.0? jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 6: What Is Web 2.0? Steaming Video Real Time Chat jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 7: Changing Business Models – Web 1.0 Recruiter Jobs Jb Recruiter Jobs Jb Recruiter Jobs Jb Recruiter Jobs Jb Recruiter Jobs Jb Recruiter Jobs Recruiter Jobs Recruiter Jobs Recruiter Jobs Recruiter Jobs Candidate Resume Candidate Resume Candidate Resume Candidate Resume Candidate Resume Candidate Resume Candidate Resume Candidate Resume Candidate Resume Candidate Resume jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 8: Changing Business Models – Web 2.0 Recruiter Recruiter Profile P fil Recruiter Profile P fil Recruiter Profile P fil Recruiter Profile P fil Recruiter Profile Recruiter Profile Recruiter Profile Recruiter Profile Recruiter Profile Candidate Profile Candidate Profile Candidate Profile Candidate Profile Candidate Profile Candidate Profile Candidate Profile Candidate Profile Candidate Profile Candidate Profile jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 9: Changing Business Models – Web 2.0 jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 10: Changing Business Models – Web 2.0 Private/Static Rolodex Rld Public/Dynamic Relationship Network R l i hi N k jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 11: Business Model Explosion Craigslist jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 12: Multiple Points Of Contact Doug Berg Jobs2Web Phone: 952-697-2912 Cell: 952-200-4233 Fax: 952-697-2975 Email: dberg@jobs2web.com Blog: www.RecruitingGeeks.com FaceBook: facebook/jobs2web LinkedIn Profile: LinkedIn/In/douglasberg Twitter: twitter.com/jobs2web FriendFeed: friendfeed.com/jobs2web jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 13: Information Distribution jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 14: Information Aggrigation jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 15: Most Web 2.0 Attempts Outlook/CRM Social Networks Blogging Micro Sites www - Talent Targeted Pay-Per-Click Email Response or Job Re-Search  Highly Fragmented Activities (No Strategy)  Hard To Scale For Larger Companies  If Recruiters Leave – So Does Their Data/Network  Not Driving Candidates Through Centralized Process  Hard To Measure Results jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 16: Agenda • • • • What Is Web 2.0 Why Does It Matter To Your Recruiting Why Does It Matter To Your Recruiting How It Impacts Your Strategy Case Study Best Buy Case Study – Best Buy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 17: The Talent Shift Pre Web Web 1.0 Web 2.0 Craigslist jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 18: The Talent Shift December 2008 Monster.com 3.7 Million Visitors Source: comScore Media Metrix Source: Google Adwords December 2008 Google.com 151 Million “Job” Searches > 5 Million Searches Per Day jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 19: The Talent Shift What Job Seekers Search For Location Occupation Skills/Generic Employer Brand 10% 19% 15% 24% 32% Top Searches By State california jobs new york jobs texas jobs florida jobs georgia jobs illinois jobs ohio jobs arizona jobs massachusetts jobs michigan jobs new jersey jobs north carolina jobs MSN/Live / 15% Avg/Month 5,000,000 3,350,000 3,350,000 2,740,000 2,740,000 2,240,000 1,830,000 1,500,000 1,500,000 1,500,000 1,500,000 1,500,000 1,500,000 1,500,000 1 500 000 1,220,000 1,220,000 1,000,000 1,000,000 1,000,000 1,000,000 823,000 823,000 Top Searches By Job sales jobs marketing jobs medical jobs customer service jobs administrative jobs management jobs accounting jobs human resources jobs human resources jobs nurse jobs nursing jobs office jobs warehouse jobs construction jobs executive jobs government jobs receptionist jobs retail jobs clerical jobs engineering jobs entry level jobs finance jobs Avg/Month 2,240,000 1,220,000 1,220,000 1,000,000 823,000 823,000 673,000 673,000 673 000 673,000 673,000 673,000 673,000 550,000 550,000 550,000 550,000 550,000 368,000 368,000 368,000 368,000 Search Engines Used By Job Seekers pennsylvania jobs l ijb virginia jobs washington jobs colorado jobs minnesota jobs missouri jobs tennessee jobs connecticut jobs indiana jobs Google 72% Yahoo 7% Others 6% jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 20: Your Career Site Home Page Nursing Careers Home Page Minnesota ER Nurse Jobs Nurse Careers N C Nursing Job N i Jb Home Page jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 21: Your Career Site “Minnesota Nurse Job” “Rochester Nursing Job” “MN Nurse Job” “Minnesota ICU Job” “Minnesota Medical Job” “MN MN Nursing Job” “Minnesota Minnesota Nursing Job” “Minnesota Minnesota Healthcare Job” jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 22: Your Career Site Candidate/User Site C did t /U Sit Careers Home Page SEO/Web 2.0 Site SEO/W b 2 0 Sit SEO Home Page Profile Level Home Pages Talent Landing Pages Job Level Home Pages Job Level Landing Pages jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 23: Highly Fragmented Data/Relationships ATS Employees Alumni jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 24: Improve Recruiter Efficiency Manual Marketing Definition Get/Review Job Post Into ATS Interview Mgr For Hot Points Promotion Post To Monster Post To CareerBuilder Post To Craigslist Email Internally Post To Twitter Post on Facebook Write Blog Article g (or post on Blog) Post To FriendFeed Sourcing Search/Send On LinkedIn Search/Send In ATS To Prev Apps Search/Send To / ZoomInfo Search/Send To Personal Contacts Search/Send Search/Send To Search Engines Search/Send To Facebook Search/Send To Niche Boards Search/Send Tweeple Facilitation Review Apps Deal With Bounces & Spam Forward Goods To Manager Interview Coord & Prep Interview Interview Follow Up Declines, Rejections References & Background Offer Prep & Accept Eats 80% Of Recruiter Time Eats 80% Of Recruiter Time jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 25: Attract Talent From Multiple Online Channels Job Boards Search Engines Sourcing Tools Social Networks ATS/CRM Blogs & Industry Groups Career Site Employee Referrals Mobile Recruiting Diversity Recruiting Job Aggregators Alumni Recruiting College Recruiting jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 26: Utilize New Technologies For Diversity Recruiting jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 27: New Web 2.0 Example jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 28: Agenda • • • • What Is Web 2.0 Why Does It Matter To Your Recruiting Why Does It Matter To Your Recruiting How It Impacts Your Strategy Case Study Best Buy Case Study – Best Buy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 29: Typical Web 1.0 Strategy BRANDING PLATFORM Benefits Culture Diversity About Us Testimonials College TRANSACTION PLATFORM ATS Applicant Tracking System St Job Search Apply Reporting MARKETING STRATEGY $$ Job Boards Job Boards $$ Sourcing Tools Recruiters Tools‐Recruiters $$ Print & Other Media Other Media • • • • • • • Not Capturing Passive Candidates Not Web 2.0 Compatible Can’t Deploy Targeted Campaigns C ’t D l T t dC i Limited Candidate Experience Capabilities Not Measuring Results On All Levels No Control Over Job Scrapes/Feeds Not Maximizing Conversion Rates • • • • • • • Not Visible To Search Engines No Employee Referral Marketing Limited Viral Marketing Of Jobs Li it d Vi l M k ti Of J b No Repeat Traffic Or Return Visitors Fragmented Candidate Data/Networks No Mobile Capabilities No Talent CRM/Marketing Tools jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 30: Typical Web 1.0 Strategy BRANDING PLATFORM Benefits Culture Diversity About Us Testimonials College TRANSACTION PLATFORM ATS Applicant Tracking System St Job Search Apply Reporting MARKETING STRATEGY $$ Job Boards Job Boards $$ Sourcing Tools Recruiters Tools‐Recruiters $$ Print & Other Media Other Media jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 31: Typical Web 1.0 Strategy BRANDING PLATFORM Benefits Culture Diversity About Us Testimonials College MARKETING STRATEGY Recruitment Marketing Platform Marketing Platform Talent Landing g Pages Search Engine p Optimization Campaign gg Landing Pages  Better Candidate Experience  Higher Capture & Conversion Rates  Automates Job Marketing  Measures All Measures All Channels & Activity Recruiting Widgets Automated Job Marketing Job Feeds (XML/RSS) Talent Community Recruiting Dashboard Passive Candidates Employees & Referrals Recruiter Contacts Source Tracking Visitor Intelligence Talent CRM Talent CRM TRANSACTION PLATFORM ATS Applicant Tracking Applicant Tracking System Job Search Job Search Apply Reporting jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 32: Separated Content & Actions Job Profile/Marketing Job Profile/Marketing Rich Media/Video Find/View Jobs Show Interest/Apply jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 33: Mashup To Maximize Results Logo Job Marketing Rich Media Capture Passives Share Online Matching Jobs Apply jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 34: Automatically distributes jobs Branded XML Feeds jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 35: RSS Feeds Powering Job Delivery Sends To Your Followers They View Your Jobs You Get Candidates They Join Your TC jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 36: Linking From Your LinkedIn Profile jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 37: Enhanced Interactive Tools For Recruiters Helps publish your jobs dynamically pp y j y y to all of your Web 2.0 channels And measures all return visitor traffic to your career site. And dozens more… 1 jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 38: Building Your Talent Community Your Recruiting & Sourcing Team Grows Your Talent Community Bill Smith bill@gmail.com Business Analyst Chicago, IL Jane Hanson jane@aol.com Web Developer Minneapolis, MN Leslie Neal lneal@yahoo.com QA Tester San Diego, CA Stan Jones stan@hotmail.com Project Manager Boston, MA Jeff Berg jeff@gmail.com Sharepoint Admin Portland, OR Portland OR Jodi Carlson jcb@msn.com Graphic Design Austin, TX Austin TX jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 39: Automated Recruitment Marketing Your Career Site Finds Matching Members Cultivates Your Talent Community Bill Smith bill@gmail.com Business Analyst Chicago, IL Jane Hanson jane@aol.com Web Developer Minneapolis, MN Job Title: Job Title: Business Analyst Job Title: Business Analyst Business Analyst Location: Location: Chicago, IL Location: Chicago, IL Chicago, IL Keywords: Keywords: Project Manager Keywords: Project Manager Sharepoint Project Manager Sharepoint ShProject Manager i Sharepoint Emails Job Alert Stan Jones stan@hotmail.com Project Manager Boston, MA Leslie Neal lneal@yahoo.com QA Tester San Diego, CA Drives Them To Site Jeff Berg jeff@gmail.com Sharepoint Admin Portland, OR Portland OR Jodi Carlson jcb@msn.com Graphic Design Austin, TX Austin TX jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 40: Integrating Your Talent Acquisition Strategy Resume Databases (Paid/Free) Social Networks Recruiter Rolodexes    Building data bridges to/from each domain Pushing jobs out in a relevant way. Pulling tagged members Pulling tagged members into your central community. Allowing members to self‐update and manage their content flow. Measuring all aspects of the in/out traffic. the in/out traffic Alumni & Associations Primary Talent Community Blogs & Micro‐blogs  Employee Network & Referrals Contact Networks (LinkedIn, ZoomInfo) Previous Applicants (ATS) Passive Candidates (CRM)  jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 41: Measure All Interactive Recruiting Programs jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 42: Jobs2Web Recruiting Dashboard Shows Traffic jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 43: Recruiting Dash Board For each candidate you can view the For each candidate you can view the exact source of referral. The IP address of where they applied The IP address of where they applied from online. And the mapped location of the user And the mapped location of the user at the time of apply. (can turn off) jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 44: Talent Focused CRM Solution Begin linking to candidate profiles in all domains jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 45: Measure All Interactive Recruiting Programs Future (Paid Boards) Talent Landing Pages (SEO) Job Feeds craigslist Corporate Site Pay‐Per‐Click (SEM) Social Networks Mobile Marketing Referrals Candidates Employees jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 46: Best Buy Case Study jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 47: Best Buy Case Study BestBuy-Jobs.com 350,457 jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 48: The Web 1.0 Site No Search Engine Optimization No RSS Feeds No Social Media Integration No Rich Media Integration No Capture Of Passive Candidates No Marketing Engine jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 49: The Web 2.0 Site jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 50: The Web 2.0 Site jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 51: The Web 2.0 Site Activity View Job Profiles Company Content py Searching Jobs Percentage 89.6% 6.7% 3.7% Average Time (Seconds) 22 Seconds 31 Seconds 22 Seconds Average Time Reading Job Descriptions: Total Page Views (1 Month): 32 Seconds 1,015,210 jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 52: The Web 2.0 Site jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 53: The Web 2.0 Strategy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 54: The Web 2.0 Strategy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 55: The Web 2.0 Strategy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 56: The Web 2.0 Strategy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 57: The Web 2.0 Strategy jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 58: Pipelining Talent Even With No Jobs Open  Adding thousands of “future” prospective candidates daily y  Fully automated matching & delivery of jobs  Increased repeat and viral visitors to cut recruiting costs jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 59: The Web 2.0 Site SEO PPC Social Networks Recruiter Use Home Page Geek Squad Jobs Financial Jobs Cashier Jobs Puerto Rico Jobs Talent Community ATS Applicants Reporting & Dashboard jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 60: Summary Problems caused by the economic turn Fewer Job Listings (Requisitions) Implications  Employer advertising go’s “off the air” or is reduced  Stop/slow candidate acquisition entirely “Typical” Response (Laggard)  Stop all paid job postings  Don’t want people to find us Don t want people to find us now if there’s no jobs open “Visionary” Strategy  Invested in “non‐job” methods to attract candidates  Capture candidate interest (not applicants) using email/RSS subscribe  Harvest as many candidate relationships as possible relationships as possible Increased Candidate Job Search Activity  Not able to find/research companies/jobs online due to decreased postings. postings  Not able to find companies on major search engines  Not able to find companies on social networks  Not able to show interest in companies without jobs to apply against online.  Candidates will just find us “later” when we have open jobs to apply towards  Made themselves visible in multiple online channels (search engines, social networks, etc.)  Build pipeline of future employees by capturing candidate interest today, and contacting with future matching jobs.  Pilot alternative advertising tools to discover more productive methods for recruiting online. jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 61: Summary Problems caused by the economic turn Reduction Of Recruiting Resources Implications  Higher recruiter to requisition ratios requisition ratios  Increased recruiter stress  Applicant avalanche from posted jobs on paid job boards d bb d Recruiting Budget Cuts  Cut all un‐productive recruiting sources & activities  Need for measurement Need for measurement of remaining sources “Typical” Response (Laggard) “Visionary” Strategy  Recruiter stress is just a reality  Increase recruiter productivity of the down market of the down market using web 2.0 tools using web 2.0 tools  No response to non‐qualified applicants  Manager support decline  Hiring cycle extended gy  Stop (or dramatically reduce) job board spend  Stop headhunter/agency fees  Pause any/all advertising or / ll d ii programs that require investment  Wait for new budgets to come online  Targeted job advertising helps control inbound applicant traffic from all channels.  Focus recruiters on learning new technologies and sources hl d  Implement source tracking tools to gain visibility to all recruiting results.  Invest in career site optimization Invest in career site optimization tools to enhance candidate experience and conversion rates.  Focus on internal employee movement, and marketing jobs movement and marketing jobs inside the company to retain key employees jobs2web \| Copyright ©2008 of jobs2web. All rights reserved. Slide 62: Learn More Online jobs2web \| Copyright ©2008 of jobs2web. All rights reserved.