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Jobs2Web CTRN 2011
 

Jobs2Web CTRN 2011

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  • Dependent on capturing the Talent Community. Make reference

Jobs2Web CTRN 2011 Jobs2Web CTRN 2011 Presentation Transcript

  • Find Better > Engage Better > Know Better
  • Agenda Find Better It’s Time to Diversify Your Job Marketing Engage Better Power the Candidate Experience & Conversion Rates On Your Career Site Know Better Recruiting ROI is No Longer a Guessing Game
  • Who Is Jobs2Web?
    • Leading Provider of Interactive Recruitment Marketing Solutions Based in Minneapolis
    • Venture Backed ($5.3M in 2006)
    • 150+ Clients Globally
    • 100 Employees
    • Management Team Includes Top Execs From Human Capital Industry
    • Founded in 2003
  • Some of our clients
  • IT BEGAN WITH TWO OBSERVATIONS. Recruiting has become complex beyond all common sense. The candidate experience of looking for a job stinks .
  • WEB 2.0 RECRUITING OVERVIEW
  • Why Web 2.0?
    • - 1 out of every 8 minutes online is spent on FB!!
    • - Twitter – 175,000,000 registered users – 370K New sign-ups daily
    • – 100 million registered users
    • – 2 Billion videos viewed each day
    • – Companies who blog get 38% more career site traffic
  • Why Web 2.0?
    • 5 trillion text messages sent annually
    • QR codes getting popular & have high conversions (42% from a J2W client)
    • 78% of business people use their mobile device to check email
    • Should I create a “jobs” app??
  • The Talent Shift A Majority Of Focus & Budget Has Been Traditionally Spent Here 100X The Candidates Are Searching Here Pre Web Web 1.0 Web 2.0
  • The Strategy Shift RMP Job Feeds (RSS/XML) Social Apps/API’s Referral Marketing Talent Comm/CRM Landing Pages/Sites Mobile Recruiting Recruiting Analytics SEO/SEM/PPC Candidate Exp Tools Career Site About Company Benefits Why Work Here Diversity Culture ATS Job Search Resume Capture Req Mgmt Candidate Delivery Process Mgmt Reporting Apply Process HRIS Payroll/Comp Benefits Employee Data Perf Management On-boarding Workforce Plan Career Site About Company Benefits Why Work Here Diversity Culture
  • Linear Vs Social Recruiting $ Job Boards $ Sourcing $ Advertising 1 Hire Unselected Trashed 1 Time Use Of Prospects Twitter Face Book Linked In Sees Job Apply Email Multiple Hires Ongoing Contact Active Passive
  • FIND BETTER It’s Time to Diversify Your Job Marketing
  • Being in more channels makes your more visible Why are Microsoft & Taco Bell such recognized brands?
  • Solution – Gain Exposure Where Your Candidates Are Geographic Focus Industry Specific Pay Per Post Free or Pay Per Performance Broader Sites (Major Boards, Aggregators, Search & Social Media
  • Every Job is a Campaign
  • What keyword would you want? Keywords are the New Neon Sign!!!!
  • Google Search Example Job Board Company Job Board Aggregator Job Board Aggregator Aggregator Job Board Job Board Job Board Company Company Company Job Board
  • Search Engine Optimization & Marketing
  • Search Engine Optimization & Marketing
    • Receive 100,000 – 120,000 Search Engine Visitors To Career Site Each Month
    • Average Cost Per Visitor = .02 Cents – Cost Per Applicant = .07 Cents
  • Social Networks – Where are my candidates
  • Before After
    • Inconsistent Experience
    • Poor Employment Brand Use
    • Recruiter Owned Network
    • Recruiter/Rolodex defection
    • Better and consistent Experience
    • Promotes Company Brand
    • Company Owned Network
    • Network Retention
    Social Network Strategy
  • Promote Your Social Channels!
  • Automates Job Marketing Job Syndication To All Channels
  • Facebook Solution: Workflow Process Optimized
  • Twitter: Conversions
  • Facebook: Conversions
  • LinkedIn: Conversions
  • Observations Awareness Connections Conversation
  • Job Aggregators
  • Candidate Experience – Job Jacking
  • Candidate Experience – Apply or GoodBYE
  • Indeed Optimized by Jobs2Web
  • Every Campaign DRIVES Talent Direct to YOU
  • YOUR CAREER SITE
    • Enhance your career site and candidate experience to increase your capture and conversion rate, and transform your career site into a recruiting engine
    Engage Better
  • What Is A Talent Community?
    • Centralized Database Of Targeted Talent Groups
    • Automated Matching & Marketing Of Jobs
    • Configured And Self-Managed By Talent
    • Grouped & Tagged For Campaign Targeting
    • Designed To Increase Repeat & Viral Traffic To Your Site
    • Integrated Into Your Career Site, Apply Process
    • Accessible By Your Sourcing Teams To Target Key Talent
  • Why A Talent Community? Career Site Apply Process Applicants Applicant Tracking System Hires
  • Why A Talent Community? Career Site Passives = Lost Drop Offs = 50% Non-Hired = Dead Moved To HRIS Apply Process Applicants Applicant Tracking System Hires
  • Why A Talent Community? Career Site Passives Captured Drop Off’s Captured (Sourced & Remarketed) Non-Hired Are Recycled (Future Apply & Viral) Employee Referral & Mobility Apply Process Applicants Applicant Tracking System Hires
    • Passive Capture Rates
    • Increased Viral Referrals
    • Increase Re-Apply Rates
    Talent Community
  • Way’s To Build Your Talent Community During Apply Process Your Career Site Via Smartphone's At Recruiting Events Recruiter Entered Imported Lists Social Networks/Blogs Job Sites/Boards Via Employee Referrals
  • Search Engines Social Networks Referrals Job Boards Sourcing & Recruiting Career Site Jobs2Web Site Talent Community ATS Jobs Private Supply Chain Of Talent
  • Talent Community Automatically Markets Your Jobs Your Jobs Agent Email Engine Your Talent Community Bill Smith [email_address] Business Analyst Chicago, IL Jane Hanson [email_address] Web Developer Minneapolis, MN Stan Jones [email_address] Project Manager Boston, MA Leslie Neal [email_address] QA Tester San Diego, CA
  • Talent Community Impact
  • Fast Facts: Career Sites
    • Corporate career sites are designed pretty, but are missing some key functions to optimize the capture and conversion of candidates.
    • Career sites rarely promote targeted commonly filled job profiles on their career sites. (Missing this key content on their sites)
    • They spend thousands of dollars on building recruitment advertising campaigns (micro-sites) to support online advertising.
    • Don’t provide recruiters with online tools to assist them with everyday recruiting activities.
    • Have no way to recruit or capture talent online when they don’t have open jobs on their sites.
  • The Problems > Candidate experience
  • Home Page Culture Why Work Here Job Search Benefits Apply Job Profiles College (Interns) Video Career Paths Search Results Job View Diversity Locations Biz Units ATS X Web 1.0 The Home Page
  • Home Page Culture Why Work Here Job Search Benefits Apply Job Profiles College (Interns) Video Career Paths Search Results Job View Diversity Locations Biz Units Dynamic Job Profiles SEO Pages Facebook Pages YouTube Videos Recruiter Profiles Branded Job Feeds RSS/XML ATS Talent CRM Recruiting Dashboard Craigslist Jobs2Web Platform Web 2.0 Every Page Is A Home Page
  • Career Sites: Candidate Usage Stats Average Time Reading Job Descriptions: 32 Seconds Total Page Views (1 Month): 1,015,210 Activity Percentage Average Time (Seconds) View Job Profiles 89.6% 22 Seconds Company Content 6.7% 31 Seconds Searching Jobs 3.7% 22 Seconds
  • Candidate Usability – They want Jobs!! In this example, candidates are going straight to the listing of jobs first, then to the search box and to join the talent community
  • Jobs2Web Widgets - New Ways To Search Jobs
  • Talent Community Membership HCR ManorCare Life Time Fitness Data from Jobs2Web Actual Member Data for Cleveland Clinic, HCR Manor Care and Lifetime Fitness – 2009 Widgets launched Widgets launched Widgets launched Cleveland Clinic
  • Targeted Landing Pages and Clear Calls to Action is the new “Visit My Career Site”
  • Talent Landing Pages Corporate Branding Key Messaging Passive Capture Social Sharing Community Building Matching Jobs Visitor Tracking Community Building Employment Branding
  • Strategy Page Examples Career Paths Locations Print Business Units Product/Service Lines Events Recruiters Military Diversity Campus
  • Getting Social With Landing Pages
  • Mobile Enabled Site
    • Allows Candidates to search for jobs on their mobile phone
    • Engage easily by searching for jobs
    • Join your Talent Community quickly
    • Directs them to apply to jobs on their computer
    • Tags them in the Dashboard as a Mobile user
  • More Engage Advertising
  • TALENT CENTRIC METRICS
    • Utilize the only talent centric metrics engine to give you visibility to what’s working (and not working) in your talent acquisition strategy.
    Know Better
  • What is your Metrics Strategy?? Gee, I hope this works?!
  • Know Better: Talent Centric Metrics
    • Relying on candidates to select how they heard about your company during apply is highly inaccurate.
    • Companies are only seeing post-apply data for where their applicants came from online, and are NOT seeing pre-apply visitor traffic or intelligence.
    • Some companies have “web analytics” reports that they can access but it’s very generic/complicated data that is at a page level, and NOT a person level.
    • Agencies and job-distributors can measure “placed media” but can’t help to show traffic from non-placed media.
  • Helping You Know Better
    • Provides real-time visibility to all recruiting activities.
    • Covers ALL channels of online visitors (not just placed media).
    • Shows what’s working, and what's NOT working in their program.
    • Individual level details for each career site visitor.
    • Shows keywords, source, and landing pages.
    • Can filter by keyword, source, and campaigns that are running.
    • Allows clients to indentify who’s driving traffic. (desired and un-desired)
    Helping You Know Better
  • Recruiter Dashboard Recruiter Owner Re-Contact Date Recruiter Notes Recruiting Status Social Lookup Automated Job Matching / Marketing
  • Building Talent Pipelines
  • Conversion Metrics By Channel/Campaign
    • Provides visual conversion image for entire site (or source/channel)
    • Can be filtered by campaigns they have been running.
    • Helps users to understand what their conversion metrics are.
  • The Next Generation Of Metrics Job Views Applies Hires Old Metrics Site Visitors Referrals Apply Starts Quality Applies Leads Captured Applies Complete Job Views (Intro’s) Touches (Emails/RSS) Manager Intro’s Offers Ref Checks Offer Accepts Hired/ Starts New Metrics
  • The Metrics Revealed # of Visitors: # of Applications Started: For Every Hire 1.0 # of Offers Made: 1.2 # of Interviews: 4.6 # of Qualified Applicants: 9.1 # of Applications Completed: 75.5 Based on 2010 results for key Jobs2web clients providing ATS applicant status full year data. Includes 14.3 million visitors, 1.3 million completed applications & 26,000 hires. 90.6 826.0 BENCHMARK 1.0 1.2 2.4 4.7 33.0 43.3 337.2 1.0 1.2 2.2 4.2 32.1 45.8 464.5 1.0 1.2 3.7 11.2 115.9 166.7 1,740.4 1.0 1.2 5.4 18.5 219.3 288.5 1,054.8 1.0 1.2 4.0 9.9 120.9 163.4 633.9 1.0 1.2 3.5 10.4 116.0 139.5 785.3 Visit Click to Apply Complete Application Qualified Applicant Interview Offer Made Career Site Hire Search Engines Job Aggregators Major Boards Niche Boards Social Media
  • Full Line of Sight Source Analytics (Drill Down to Specific Sources by Job Category) Jobs2web Metrics by Source Client ATS Applicant Status Source Costs
  • Know Better : Source Analytics: Drill Down by Channel > Source > Department > To Hire!
  • Web 3.0 – What's coming Smart Content
    • Smart Jobs
    • Smart Talent Community
    • Smart Career Sites
    • Social Media Profiles & Optimization
  • RECRUITING GEEKS
    • Hopefully we’ve helped you to know how to leverage these new technologies and given you some tools to help you recruit better.
    Recruit Better Click below to join the Recruiting Geeks Group on LinkedIN
  • LET JOBS2WEB HELP YOU RECRUIT BETTER! Sean Mulhern 952.697.2988 [email_address]
    • Have J2W conduct a customized review for you and your team of your online recruiting strategy to determine:
    • How candidates are interacting with your brand and your jobs
    • How sticky your career site and job advertising is
    • Best practices on how to improve candidate engagement to maximize conversion rates
  • THANK YOU Tom Steele [email_address] 952-697-2938 Connect with me: