The Future of Talent Sourcing for Staffing Agencies and RPOs

1. The Future of Talent Sourcing for Staffing Agencies and RPOs How to Ensure the Best Candidate Quality, Margins, and Client Loyalty with Programmatic Job Advertising 1

2. Staffing Agencies and RPOs are Currently Under a LOT of Stress © 2017 - 2020 All Rights Reserved 2 62% talent acquisition professionals said the outbreak had negatively impacted their company’s ability to hire according to plan.

3. 3 Job seeker behavior is in a constant state of flux Search term Change Q2 vs Q1 Retail -5% Waitress -77% Chef -40% Agriculture -65% Farm -65% Marketing 29% Telemarketing 37% Search term Change Q2 vs Q1 Remote 531% Full time -90% Part time -67% Epidemiologist 140% Medical Reviewer 312% Medical assistant 35% Registered Nurse 150% © 2017 - 2020 All Rights Reserved (Source: Adzuna)

4. © 2017 - 2020 All Rights Reserved 4 “My budget has been reduced - and there is still a lot of uncertainty. How do I fulfill my hiring goals on time - without getting more money?” “I wish I had a crystal ball. We really can’t afford to pre- purchase job postings. I don’t want anything to go to waste, especially not right now!” “I don’t have the resources / recruiters to process this deluge of organic applications to find a few good candidates.” They are looking for new-age creative approaches to do more with less MARGINS PREDICTABILITY PRODUCTIVITY

5. Traditional sourcing approaches are neither agile nor predictable © 2017 - 2020 All Rights Reserved 5 Inability to scale or migrate media spend in real-time Candidate screening at scale is difficult Lack of transparency: source- to-hire 1 2 3 No learning or optimization based on hire data 4 Acquire Qualify Accept Place This is MISSING! The inability to apply learnings from source-to-hire data to the top of the funnel often results in frequent overspend with the wrong sources.

6. What if you could . . . © 2017 - 2020 All Rights Reserved 6 Know where every marketing dollar goes and use data to drive decision-making Improve client loyalty by sourcing highly qualified talent quickly and consistently Scale and migrate media spend with unprecedented agility (never overspend) Increase margins without compromising on hiring goals Boost recruiter productivity with automation and by prioritizing more qualified applicants © 2017 - 2020 All Rights Reserved 6

8. In a nutshell, programmatic job advertising is . . . © 2017 - 2020 All Rights Reserved 8 The application of a machine-driven, rules-based approach to buying recruitment media that ensures the most relevant & effective: Recruiting with meaningful ROI.THE RESULT? Publishers: across a selection of hundreds Timing: knowing what works best Rates: avoiding over- & under-spends Traffic: delivering the right volume

10. Build an agile, transparent, and predictable talent sourcing funnel © 2017 - 2020 All Rights Reserved 10 Intelligent, automated optimizations allocate spend to best-fit publishers Leverage data to prioritize more qualified candidates Acquire Qualify Accept Place 1 2 3 Continuous Improvement and More Predictable Outcomes Constantly optimize your talent sourcing funnel by effectively using “your” source-to-hire data. Never overspend. Track performance and cost for all media for every job: from click to hire . . . with programmatic job placement Learning and optimization based on hire data 4

11. Grow your margins and communicate greater value . . . with better performance, transparency, predictability, agility, and innovation. © 2017 - 2020 All Rights Reserved 11 Media plan aligned with your KPIs Know exactly which jobs are receiving enough native traffic, and which jobs need to be sponsored Migrate non-performing media spend to other channels in real-time Make your recruitment teams wildly more productive

14. Supported online recruitment marketing channels © 2017 - 2020 All Rights Reserved 14 Can you buy and manage media across all your required job boards? Can you advertise your jobs (and retarget candidates) on Google, social channels, and the whole World Wide Web using the same platform? Can you manage your existing slots and duration-based postings from the same platform? Social Networking sites Search Organic Job sites www

15. Segmentation and automation capabilities © 2017 - 2020 All Rights Reserved 15 Can you allocate budgets and goals at the campaign, job group, and job levels? Can you optimize and set up automation rules and expansions down to the job level? Can you view insights by campaign, job group, and job?

16. Data and analytics © 2017 - 2020 All Rights Reserved 16 Can you track all your required metrics, from click to hire, in one platform? Can you track metrics across all your online channels - job boards, search engines, organic, and social, in one platform?

17. 17© 2017 - 2020 All Rights Reserved Job application experience Does your job application experience enhance applies and click-to-apply conversions? Can you retarget / re-engage relevant job seekers that did not complete an application? Can you optimize applications for all devices?

20. Hiring for Trucking Reduction in cost per hire 17% Reduction in vacancy in 1st 6 months 20% RESULTS • National carrier with 3 terminals struggling to hire reefers, flatbed and hazmat drivers. • Terminals experiencing 20%+ average vacancy rates. • Hiring growing increasingly difficult. Problem Solution 20© 2017 - 2020 All Rights Reserved • Implemented ads targeting active and dormant job seekers within 50 miles of each terminal. • Identified best job titles using intelligent, automated A/B testing. • Increased leads and decreased costs with automated cost optimizations.

21. Hiring for Part-time Delivery Drivers A 90% decrease $4 CPA Down from 30 days 15-Day Hire • Need to hire part-time delivery drivers within 15 days of a new vacancy • Experiencing a $40 CPA due to poor “Driver” job titles and optimization strategy. Problem Solution 21© 2017 - 2020 All Rights Reserved • Job description & geo-expansion > Machine-driven algorithms to improve job title and add location. • Network optimization - Algorithmic bid optimizations + adding social / search advertising

22. A Job for EVERYONE 22

24. 20-50% lower cost per hire Your recruiters can accomplish their goals in 50% of the time Up to 40% higher click-to- apply conversion rates Up to 2x more qualified applicants 24© 2017 - 2020 All Rights Reserved With Joveo, your world could look like this . . .

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