The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions. Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro

1. NEW STRATEGIES &
SOLUTIONS IN THE
GLOBAL WAR FOR
TALENT
April8-9,2014
u p s t a r t 3 6 0 . c o m / l i v e

2. THE NEW, NEW THING
Latest Innovations InRecruitingAnd Workforce
Management Solutions
Moderator: Rocco Sannelli Director of Marketing, 1-Page
Ziv Eliraz Founder and CEO, ZAO
Mark DeChant Senior Vice President, Findly
David Lyon Vice President of Sales and Customer Services, RoundPegg
Tim Lambert Chief Revenue Officer, Jobvite
David Kent President and Co-Founder, Oilpro

3. (c) zao.com ltd 2012 - confidential -
Hire well, fast!
Make referrals and social media
Your most powerful source of hire

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Referrals are the #1 source of hire:
 Stay longer
 Perform better
 Cost less
= Higher ROI on hiring and training

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The problem
but…
Awareness and participation,
Employees are not engaged,
Their network of contacts is
ignored
= Missed opportunity

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Does your referral
program look like this?
6
Not social, not mobile, not proactive, and boring…

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Tip #1: Be Social!
7
http://www.flickr.com/photos/markjsebastian/343706555/

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Why go social?
• Employees endorse their place of work –
much more powerful than an ad
• Employees can pre-vet candidates
• Employees have a broad, relevant reach
(geologist hang out with geologists…)
8

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Smart matching helps referrers find friends
they can recommend

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Full employer branding

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Tip #2: Be Mobile*
*not you, your employees!
11

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Share, refer and engage on the go

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Tip #3: Be Proactive
13

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EASY – Auto-targeted campaigns

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Custom Job Campaigns

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Tip #4: Don’t be
boring
16

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Do you wait 8 months to congratulate your
child on an A+?
Employee
reaches out
to friends
Referral /
Application
Qualification Screening Interview Offer Hire Probation Reward
Desired action
Reward +
recognition

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Keep your employees in the loop and
acknowledges success on an ongoing basis
Employee
reaches out
to friends
Referral /
Application
Qualification Screening Interview Offer Hire Probation Reward
Public recognition
Achievements
Points
Status updates
Team challenges
Raffles

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Gamification engages more employees by
rewarding good effort, not just results

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Tip #5: Be inclusive
20

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Why go for external referrals?
• Former employees are exposed to a new
network
• Vendors/Contractors work cross industry
• Friends of employees are likely to be in
the industry too
22

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It’s not “who you know”, it’s who does your trusted
network know?
Company
Employees
Candidates
Professional
forums
Referrers
Alumni and Business associates
(and the symmetry matters because employees feel like
they’re inviting their friends to win)

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Case studies
24

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Inviting non-
employees
10%-30%
of referral hires
25

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Zao Customer Case Study
Referrals and applicants over 6 months in a company in the US with 800+ employees

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Within weeks of launch:
• 800 employee company
• 756 employees signed up
• 140 employees referred one person
• 50 referred 2 or more
• Refer to hire ratio 11-1
27

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Reach can ramp up very quickly

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Summary
• Be social – your employees are!
• Be mobile – your employees are!
• Be proactive
• Don’t be boring (Be fun!)
• Be inclusive
29

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Thank you!
www.zao.com
z@zao.com

31. On Demand Talent
The future of recruiting
April 8, 2014
Mark DeChant, SVP Sales and Operations

33. What is the future of recruiting?
Passive Seekers Active Seekers
Open Requisitions
Pipeline for future
Global ATS

34. Belief No. 1
You’ve got two options:
buy more people, or
connect with the people
you’ve already bought

35. Brand + Media
captures 100%
ATS
captures 10%
1 hire
Buy more people, or connect with the people you’ve already bought

36. Belief No. 2
Media doesn’t matter

37. Indeed
CareerBuilder
Monster
LinkedIn
Jobs.Net
Craigslist
SimplyHired
Media doesn’t matter:
job boards are just SEO pages for
search results

38. Media doesn’t matter: job boards are just SEO pages for search results
Source: Compete.com

39. Belief No. 3
The ATS isn’t strategic

40. The ATS isn’t strategic

41. Belief No. 4
“Talent Communities”
don’t matter

42. “Talent communities” don’t matter: job seekers will do what they will do
June 24, 2013
Join Talent Hive
before searching
for a job
on career page
August 18, 2013
Join Talent Hive
after clicking
on job posting
April 15, 2013
Social join button
on career page
Source: Google Analytics

43. Belief No. 5
The future of recruiting
is labor-less
and personalized

44. 1. Deliver a personalized experience.
2. A/B test subject lines + delivery times.
3. Curate relevant company content.
4. Optimize for mobile devices.
The future is labor-less and personalized
Source Jobboarddoctor.com
42% of our emails are opened on a mobile device.
Mobile = Passive. Laptop/Desktop = Active.

45. The future is labor-less and personalized

47. The future of recruiting … it’s available today
Passive Seekers Active Seekers
Open Requisitions
Pipeline for future Social
Connectors
Mobile Capture
Personalized
Landing Pages
Passive Seekers Active Seekers
Global ATS
Smart
Media
Smart
Media
Smart
Media
Smart
Media

48. 2,300+ Clients

49. Applied Culture Science
David Lyon
VP Sales & Customer
Success
RoundPegg
unleashes your
organization’s
potential using
real-time culture
science.
RoundPegg
Boulder, CO
1

50. Applied Culture Science
Culture Science
Revenue
Engagement
Retention Speed to Onboard
CULTUR
E
Performance
Innovation
Communication
2
Root of Business

51. Applied Culture Science
Culture Defined
Culture
How we do things
around here.
Communication
What are the norms for
interaction?
Decisions
How are decisions made?
Rewards
What actions are rewarded?
3

52. Applied Culture Science
Subcultures exist
Person-Environment research
[engagement, performance and retention are a function of one’s cultural fit]
Culture Science
4
Aspirational, Observational and Actual Cultures
Culture is fluid and dynamic
Methodology
Everyone contributes to culture

53. Applied Culture Science
5
Values
Understanding Individuals

54. Applied Culture Science
7
Values
!
Understanding Groups

55. Applied Culture Science
Quantitatively
Track Culture
Changes
You treasure what you
measure. Provides
on-going momentum to
initiatives.
8
CultureTrack Changes

56. Applied Culture Science
11

57. Applied Culture Science
Engagement
Track regularly to
proactively
re-engage team
Custom actions based on
team values
9
Real-Time Custom Actions

58. Applied Culture Science
12

59. Applied Culture Science
13
Culture Can Be
Quantified & is
Fluid.
Changes With
Every New Hire,
Departure
No ‘Right’
Culture
Alignment is Key,
Not Copying
Others
Engagement is
Personal
Requires Tailored
Action
Culture is
Bottom Up & Top
Down
Everyone
Contributes
Employees Rarely
“conform” to Fit Culture.
Hire to Company, Team
& Manager
Culture & Engagement
Tenets for Success

60. The Essential Recruiting
Platform for Modern Business
Tim Lambert
Chief Revenue Officer, JOBVITE

61. Source: Deloitte Research, UN Population Division (http://esa.un.org/unpp/)
The Workforce is SHRINKING WORLDWIDE
1970-2010
2010-2050
200%
100%
-50%
50%
150%
0%
DEMOGRAPHICS
Working age population
is shrinking

62. GENERATIONAL BEHAVIOR
Traditionalist
1928 - 1945
Boomer
1946 - 1960
Generation X
1961 - 1979
Generation Y
1980 - 1995IS CHANGING
Source: Manpower
One employer
Wealthiest
Most active
Limited job hopping
The free agent
Autonomy
Climbing the ladder
Personal fulfillment
Variety
Creative expression

63. Jobvite Performs
Of US Job Seekers Have Visited a Jobvite Career Site
Of US Job Seekers Have Applied for a Job on a Jobvite Career Site
25%
8%
85 Additional Applicants Generated per Job Over the Industry Average
64% Higher Offer Acceptance Rate Over the Industry Average

64. Challenges
• Hiring 200 to 300 PTP Positions at any
given time in Canada and in the United
States
• Ineffective candidate engagement tools
• Find a cost-effective, high-quality CRM
• Efficiently source passive talent and
conduct ongoing relationship building
Solutions
• Jobvite Engage
• Sourcing through social media
• Improved flexibility and power of a
cloud-based solution
Results
• Slashed recruiting and sourcing
fees by half
• 75% present-to-interview rate and
an 85% present-to-hire rate
• Significant improvement in
leveraging talent sources and
candidate relationships
Oil & Gas Case Customer Case Study
“[Jobvite] was exactly the tool
needed to build a strong talent
pipeline and invaluable to our team
and their long- range success.”
“We avoided spending thousands of
dollars unnecessarily thanks to
Jobvite.”

65. Over 1500+ Customers
Use Jobvite to power
their hiring…

66. AUTOMATES THE
RECRUITING FUNNEL
JOBVITE
• Drive employee referrals
• Leverage social networks
• Hire better candidates
JOBVITE
REFER
• Powerful web search
• Powerful database search
• Web page campaigns
• Social media campaigns
• Email campaigns
• Candidate relationship management
JOBVITE
ENGAGE
• World-class applicant tracking
• On-Demand, Native Video Screening
JOBVITE
VIDEO & HIRE
• Real-time data to support
decision-making
JOBVITE
REPORTING & ANALYTICS
RECRUITED
Employee
Hire
Candidate Stages
Candidate Engagement
Prospect Nurture
Talent Pool
Inquiry/Prospect

67. Refer & Source
Make it easy for your workers to refer great talent to your organization
by leveraging their well used social networks.
Refer a Social Connection
Send Jobvites
Facebook Linkedin Twitter

68. Trackable Email Campaigns Web Page Campaigns
Social Media Campaigns
1 2
3
Jobvite Engage lets us find, track, and manage talent before we need it,
so we can build a lasting talent pool.
Brand & Attract

69. Filter & Organize
• First ever consumer-like search experience on an organization’s own talent pipeline
• Search and filter contacts based on the data in the system
• Have multiple searches open at once to save time (you can bookmark them too)
• Save searches for live “folders”
1 2 3

70. Apply & Involve
By providing commonly used Cloud Storage
and Social Applications, such as Dropbox and
LinkedIn, a Job Seeker can easily apply for a
position and be kept informed, from their
device of choice.

71. Video Screening
Jobvite Video: an on-demand video
screening tool that
accelerates, enhances, and builds
consistency
in the applicant screening process.

72. Manage & Hire
A seamless complete
recruiting experience
for Hiring Managers
and Recruiters for the
form factors that
makes sense, Tablets
and Desktops.
Open Market
ScreenHire

73. Comply & Privacy
Data Privacy
Compliance
Single point to control and ensure Fed and Local
compliance and data privacy laws.

74. Easily track recruiting efforts, schedule and export reports. Actionable.
Real Time. Business Intelligence.
Report & Analyze

75. JOBVITE is the only
complete RECRUITING
PLATFORM to support the
RECRUITING FUNNEL
HRIS
HCM Suite On-Boarding
Performance
Management
Learning
Management
Comp
Management
Jobvite Hire
Jobvite Engage
Jobvite Refer

76. The Essential Recruiting
Platform for Modern Business

77. The New, New Thing in
Oil and Gas Recruitment

78. About me
• Software Developer
• Created Rigzone.com in 1999
• Sold in 2010
• Last 3 years…
Dreaming and Building

79. A New Era
Job Board Era
Monster
CareerBuilder
DICE
Rigzone
Social Media Era
LinkedIn

80. Big Differences
Job Boards = Traditional Publishing
Job Boards = Actively Seeking
Social Media = Communication Platform
Social Media = Active and passive pros

81. Evolution
Gen 1 - Generalist Boards
Gen 2 - Specialist Boards
Gen 3 - Generalist Network
Gen 4 - Specialist Networks

82. Specialization
Social Gravity
Service Focus
Inch Wide, Mile Deep
– Alumni pages for oil and gas projects and plays
– Alumni pages for rigs, vessels, production units, and other equipment
– All content speaks to industry professionals (blogging network)
– Q&A asked and answered by oil and gas professionals

83. Organizations

84. Oilpro.com
A community of oil and gas professionals connecting,
sharing, and learning from one another, globally.
211,000+
Unique Visitors/Month
1,300,000+
Pages Served/Month
2,800,000+
Member Connections
272%
312%
580%

85. Thank you
Connect with me on Oilpro
Oilpro.com/davidkent

86. June 19th WEBINAR
Identifying High-performing Candidates That Will Succeed In Your Organization
Sponsored by: SkillSurvey
July 24th MICRO SUMMIT
The Westin Houston, Memorial City
• Recruiting And Workforce Analytics
• Hiring High-performing Candidates
• Oil & Gas Salary Benchmark Survey
Sponsored by: Ascende, SkillSurvey
Fall 2014 WORKFORCE NEXT SUMMIT
Premier event focused exclusively on recruiting/talent acquisition, retention and
energy workforce management for Upstream, Mid-Stream and Downstream.
UPCOMING EVENTS
u p s t a r t 3 6 0 . c o m / l i v e

87. WORKFORCE NEXT brings together a high-level community of
HR executives, talent and workforce management professionals, and
stakeholders focused on labor demand issues and challenges in the energy
industry.
• How to find & recruit great people in a hyper-competitive market
• How to retain current employees
• How to train, grow, motivate your teams
• How to transfer knowledge from a rapidly retiring workforce
• And how to keep up with ever-growing employment regulations
There are unique differences market-to-market and WORKFORCE NEXT
focuses exclusively on challenges in the oil & gas and energy industries via live
solution-based events where you’ll network with industry leaders.
U p s t r e a m ● M i d - S t r e a m ● D o w n s t r e a m
Learn More: WFN360.com
WORKFORCE NEXT
u p s t a r t 3 6 0 . c o m / l i v e

88. THANK YOU
Let’sconnect
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