1. Let’s talk:
Recruitment 3.X?
Opportunities in Online sourcing and advertising

2. Paper Jeff Winter
Limited content, visibility, and reach

3. Electronic Jeff Winter
Higher visibility…
Increased risk…
Increased reward

4. Recruiting evolution:
A quick recap

5. The past
The good:
• More personal The Meeting
• Less candidate confusion
The bad:
• Paper based Conversation
• Manual record keeping
• Anecdotal metrics
• Little knowledge sharing
between recruiters Resume
Transmission
Job Ad
Seeker

6. The present
The good:
• Huge visibility options The Meeting
• Robust metrics
• Knowledge sharing
• Availability of information
The bad: Conversation
• Huge visibility options
• Less personal
• Increased candidate confusion Resume
Transmission
Enormous reach
Online Job Ad
Seeker

7. The future
Good or bad?
1. Everyone is known – sourcing is
easier. Renewed focus on
relationship recruiting
2. Tools and site integration
3. Cut through the clutter
4. Mobile is the new PC
Any Guesses?

8. We have a job.
Now what?

9. Develop your strategy
Advertising vs. Sourcing
Different tactics… Different skill sets…

10. “The greatest risk in online advertising is to be a part of
the crowd instead of standing out from it”.
Are you getting noticed?
…Positively?

11. Online job advertising

12. Who are we looking for?
The who determines the how.

13. Is what we are saying...
of interest to anyone?

14. Content is still king
Ask: Why will a candidate choose to click on my job?
Do your jobs
stand out?

15. Job ad or job description
Which is this?
Does this get you excited to apply?

16. Let’s talk…
Tools

17. Social recruiting opportunities
Be active. Participate
through status updates and
• Start with the end in mind.
contributing to group
What are you trying to
discussions. Peddle industry
accomplish?
knowledge, not jobs.
• Most effective candidate
sourcing (Exempt level
positions).
It’s not just your
• LinkedIn Groups for Internal connections..
and external initiatives.
It’s your connections
• Everyone should have a robust connections!
and open LinkedIn profile.
• Maximize groups, maximize Link to Twitter – save time!
connections.

18. Social recruiting opportunities
• Great forum for gathering candidate
intelligence.
• Guide, don’t control content and
conversation.
• Represent your company accurately.
• Content first; Invitations follow.
• Your community will tell you what they
want. Just listen!
• The wall is for conversation, not for job
advertisement.
• Promote your fans!
• Take advantage of video and picture
capability.
Different brands…
Different strategies.

19. Social recruiting opportunities
• Link for efficiency (LinkedIn).
• Be aware of your messages
reach.
• Focus on content that is
interesting to your intended
audience.
• Be an industry expert, not just a
job peddler.
• Use proper twitter etiquette
(@, #, etc..).

20. Job Boards dead?
Changed but not dead:
• No longer “The source”
• Supplement candidate pool
• Monitor competitors
• Timeliness – active candidates for
“need it now” fills

21. Online = Stats. Stats. Stats!
Benefits:
1. Global visibility to all online sources
2. Source of hire
3. Cost per hire per source
Thorough marketing spend analysis

22. What’s next?
Keep testing!

23. Considerations
Tools have changed.
Good recruiting methodology hasn’t.
Start with your end goal and work backward.
Talent community: Starting is easy.
Sustaining takes planning and diligence
Keep playing!
As soon as you got it down; it’s changed.

24. Questions?
www.linkedin.com/in/jeffreyjwinter/
For best practices, case studies, what’s new: