The document discusses improving recruiting through better use of web technologies and metrics. It recommends diversifying job marketing across online channels to reach candidates where they are. It also emphasizes enhancing the candidate experience on career sites and using talent communities and metrics to better engage candidates, increase conversions, and provide visibility into what recruiting strategies are most effective.

1. Find Better > Engage Better > Know Better

2. 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

4. Some of our clients

5. IT BEGAN WITH TWO OBSERVATIONS. Recruiting has become complex beyond all common sense. The candidate experience of looking for a job stinks .

6. WEB 2.0 RECRUITING OVERVIEW

9. 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

10. 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

11. 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

12. FIND BETTER It’s Time to Diversify Your Job Marketing

13. Being in more channels makes your more visible Why are Microsoft & Taco Bell such recognized brands?

14. 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

15. Every Job is a Campaign

16. What keyword would you want? Keywords are the New Neon Sign!!!!

17. Google Search Example Job Board Company Job Board Aggregator Job Board Aggregator Aggregator Job Board Job Board Job Board Company Company Company Job Board

18. Search Engine Optimization & Marketing

20. Social Networks – Where are my candidates

22. Promote Your Social Channels!

23. Automates Job Marketing Job Syndication To All Channels

24. Facebook Solution: Workflow Process Optimized

25. Twitter: Conversions

26. Facebook: Conversions

27. LinkedIn: Conversions

28. Observations Awareness Connections Conversation

29. Job Aggregators

30. Candidate Experience – Job Jacking

31. Candidate Experience – Apply or GoodBYE

32. Indeed Optimized by Jobs2Web

33. Every Campaign DRIVES Talent Direct to YOU

36. Why A Talent Community? Career Site Apply Process Applicants Applicant Tracking System Hires

37. Why A Talent Community? Career Site Passives = Lost Drop Offs = 50% Non-Hired = Dead Moved To HRIS Apply Process Applicants Applicant Tracking System Hires

39. 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

40. Search Engines Social Networks Referrals Job Boards Sourcing & Recruiting Career Site Jobs2Web Site Talent Community ATS Jobs Private Supply Chain Of Talent

41. 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

42. Talent Community Impact

44. The Problems > Candidate experience

45. 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

46. 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

47. 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

48. 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

49. Jobs2Web Widgets - New Ways To Search Jobs

50. 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

51. Targeted Landing Pages and Clear Calls to Action is the new “Visit My Career Site”

52. Talent Landing Pages Corporate Branding Key Messaging Passive Capture Social Sharing Community Building Matching Jobs Visitor Tracking Community Building Employment Branding

53. Strategy Page Examples Career Paths Locations Print Business Units Product/Service Lines Events Recruiters Military Diversity Campus

54. Getting Social With Landing Pages

56. More Engage Advertising

58. What is your Metrics Strategy?? Gee, I hope this works?!

62. Recruiter Dashboard Recruiter Owner Re-Contact Date Recruiter Notes Recruiting Status Social Lookup Automated Job Matching / Marketing

63. Building Talent Pipelines

65. 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

66. 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

67. Full Line of Sight Source Analytics (Drill Down to Specific Sources by Job Category) Jobs2web Metrics by Source Client ATS Applicant Status Source Costs

68. Know Better : Source Analytics: Drill Down by Channel > Source > Department > To Hire!

72. THANK YOU Tom Steele [email_address] 952-697-2938 Connect with me: