The document discusses the evolution of internet recruiting from version 1.0 to 2.0. Internet recruiting 1.0 involved resume databases, job postings, and proprietary applicant tracking systems (ATS). Recruiting 2.0 leverages newer technologies like social networks, social media, wireless data, and talent communities to source candidates through a more social and networked approach. It notes the proliferation of tools and data has made attracting and hiring talent more difficult by creating information overload. Effective recruiting now requires strategies for managing data and profiling candidates to extract critical information.

1. THE FLOW February 14, 2008 Internet Recruiting 2.0 Presented by AMITAI GIVERTZ OF INFORMATION A Human Capital Institute Webcast

2. THE INTERNET has given everyday people access to huge amounts of information in volumes and formats that were unimaginable just 15 years ago. As with every aspect of life, the INFORMATION REVOLUTION has affected how we recruit and how we are recruited. For employers, candidates and recruiters the rate of change has been dizzying. But, in many ways it has been unremarkable too. So, what’s next?

3. THING 2.0 Evolutionary milestone or marketing hype?

4. WEB 2.0 Push versus pull BUSINESS 2.0 What you see is what you get ENTERPRISE 2.0 Information exchange RECRUITING 2.0 A synthesis of sorts

5. INTERNET RECRUITING 1.0 Resume databases Proprietary information, residing in silos and behind firewalls. Job postings Corporate websites ATS technology

6. METASEARCH and the DEEP WEB SOCIAL NETWORKS SOCIAL MEDIA RSS OPEN SOURCE INTERNET RECRUITING 2.0 WIRELESS DATA PORTABILTY THE LONG TAIL WORD OF MOUTH

7. Optimization Talent communities The social web Recruiting conversations Internet Recruiting Trends … from silos to search to semantics

8. The proliferation of tools, technologies and information continues unabated. An ever-widening array of choices promise recruiters an easier way to get their jobs done. Yet, attracting, hiring and retaining talent seems to be getting harder, not easier. Water, water everywhere… … and not a drop to drink

9. Data camouflages information… … and the quarry gets lost in the shuffle Candidates Resumes Profiles Impressions Raw/Rough Data

10. Who are you looking for? How will you attract them? Where will you find them? Critical information

11. Information overload… … recruiting unplugged

12. Advantage 2.0 Positioning for the next-generation recruiter

13. Workforce planning Candidate profiling Employer branding Sourcing strategy Screening/assessment Candidate selection Onboarding/engagement Performance management Retention programs … hacking … pushing … pulling … digging INFORMATION MANAGEMENT

14. Data Ownership Privacy Security Compliance Integrity

15. CYBERSLEUTHING Screening Research Competitive Intelligence Candidate Sourcing

16. Tools and technology RESUME EXTRACTION JOB DISTRIBUTION WIDGETS & GADGETS STICKS & STONES

17. FUTURES "Entirely new technologies and societal coping mechanisms will need to be developed to process data into information (and who knows if wisdom will follow)." "Connection and automatic sharing of contact information … will foster digital tribes and a stronger sense of 'family.’” Imagining the Internet Elon University/Pew Internet Project

18. Readers Digest Industry resources White papers Newsletters Portals Blogs

19. Loose ends Amitai Givertz AMG Management Advisors [email_address] LinkedIn: http://www.linkedin.com/in/amitai001 http://amgadvisors.net (561) 283-4744