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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
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
(c) zao.com ltd 2012 - confidential -
Hire well, fast!
Make referrals and social media
Your most powerful source of hire
Pagewww.zao.com 4
Referrals are the #1 source of hire:
 Stay longer
 Perform better
 Cost less
= Higher ROI on hiring and training
Pagewww.zao.com 5
The problem
but…
Awareness and participation,
Employees are not engaged,
Their network of contacts is
ignored
= Missed opportunity
Pagewww.zao.com
Does your referral
program look like this?
6
Not social, not mobile, not proactive, and boring…
Pagewww.zao.com
Tip #1: Be Social!
7
http://www.flickr.com/photos/markjsebastian/343706555/
Pagewww.zao.com
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
Pagewww.zao.com 9
Smart matching helps referrers find friends
they can recommend
Pagewww.zao.com 10
Full employer branding
Pagewww.zao.com
Tip #2: Be Mobile*
*not you, your employees!
11
Pagewww.zao.com 12
Share, refer and engage on the go
Pagewww.zao.com
Tip #3: Be Proactive
13
Pagewww.zao.com 14
EASY – Auto-targeted campaigns
Pagewww.zao.com 15
Custom Job Campaigns
Pagewww.zao.com
Tip #4: Don’t be
boring
16
Pagewww.zao.com 17
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
Pagewww.zao.com 18
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
Pagewww.zao.com 19
Gamification engages more employees by
rewarding good effort, not just results
Pagewww.zao.com
Tip #5: Be inclusive
20
Pagewww.zao.com 21
Pagewww.zao.com
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
Pagewww.zao.com 23
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)
Pagewww.zao.com
Case studies
24
Pagewww.zao.com
Inviting non-
employees
10%-30%
of referral hires
25
Pagewww.zao.com 26
Zao Customer Case Study
Referrals and applicants over 6 months in a company in the US with 800+ employees
Pagewww.zao.com
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
Pagewww.zao.com 28
Reach can ramp up very quickly
Pagewww.zao.com
Summary
• Be social – your employees are!
• Be mobile – your employees are!
• Be proactive
• Don’t be boring (Be fun!)
• Be inclusive
29
Pagewww.zao.com
Thank you!
www.zao.com
z@zao.com
On Demand Talent
The future of recruiting
April 8, 2014
Mark DeChant, SVP Sales and Operations
What is the future of recruiting?
Passive Seekers Active Seekers
Open Requisitions
Pipeline for future
Global ATS
Belief No. 1
You’ve got two options:
buy more people, or
connect with the people
you’ve already bought
Brand + Media
captures 100%
ATS
captures 10%
1 hire
Buy more people, or connect with the people you’ve already bought
Belief No. 2
Media doesn’t matter
Indeed
CareerBuilder
Monster
LinkedIn
Jobs.Net
Craigslist
SimplyHired
Media doesn’t matter:
job boards are just SEO pages for
search results
Media doesn’t matter: job boards are just SEO pages for search results
Source: Compete.com
Belief No. 3
The ATS isn’t strategic
The ATS isn’t strategic
Belief No. 4
“Talent Communities”
don’t matter
“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
Belief No. 5
The future of recruiting
is labor-less
and personalized
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.
The future is labor-less and personalized
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
2,300+ Clients
Applied Culture Science
David Lyon
VP Sales & Customer
Success
RoundPegg
unleashes your
organization’s
potential using
real-time culture
science.
RoundPegg
Boulder, CO
1
Applied Culture Science
Culture Science
Revenue
Engagement
Retention Speed to Onboard
CULTUR
E
Performance
Innovation
Communication
2
Root of Business
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
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
Applied Culture Science
5
Values
Understanding Individuals
Applied Culture Science
7
Values
!
Understanding Groups
Applied Culture Science
Quantitatively
Track Culture
Changes
You treasure what you
measure. Provides
on-going momentum to
initiatives.
8
CultureTrack Changes
Applied Culture Science
11
Applied Culture Science
Engagement
Track regularly to
proactively
re-engage team
Custom actions based on
team values
9
Real-Time Custom Actions
Applied Culture Science
12
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
The Essential Recruiting
Platform for Modern Business
Tim Lambert
Chief Revenue Officer, JOBVITE
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
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
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
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.”
Over 1500+ Customers
Use Jobvite to power
their hiring…
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
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
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
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
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.
Video Screening
Jobvite Video: an on-demand video
screening tool that
accelerates, enhances, and builds
consistency
in the applicant screening process.
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
Comply & Privacy
Data Privacy
Compliance
Single point to control and ensure Fed and Local
compliance and data privacy laws.
Easily track recruiting efforts, schedule and export reports. Actionable.
Real Time. Business Intelligence.
Report & Analyze
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
The Essential Recruiting
Platform for Modern Business
The New, New Thing in
Oil and Gas Recruitment
About me
• Software Developer
• Created Rigzone.com in 1999
• Sold in 2010
• Last 3 years…
Dreaming and Building
A New Era
Job Board Era
Monster
CareerBuilder
DICE
Rigzone
Social Media Era
LinkedIn
Big Differences
Job Boards = Traditional Publishing
Job Boards = Actively Seeking
Social Media = Communication Platform
Social Media = Active and passive pros
Evolution
Gen 1 - Generalist Boards
Gen 2 - Specialist Boards
Gen 3 - Generalist Network
Gen 4 - Specialist Networks
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
Organizations
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%
Thank you
Connect with me on Oilpro
Oilpro.com/davidkent
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
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
THANK YOU
Let’sconnect
SUBSCRIBE – Be the first to hear about upcoming events and
read exclusive articles, blogs, and case studies.

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UPSTART Live Spring Summit - The New, New Thing

  • 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
  • 4. Pagewww.zao.com 4 Referrals are the #1 source of hire:  Stay longer  Perform better  Cost less = Higher ROI on hiring and training
  • 5. Pagewww.zao.com 5 The problem but… Awareness and participation, Employees are not engaged, Their network of contacts is ignored = Missed opportunity
  • 6. Pagewww.zao.com Does your referral program look like this? 6 Not social, not mobile, not proactive, and boring…
  • 7. Pagewww.zao.com Tip #1: Be Social! 7 http://www.flickr.com/photos/markjsebastian/343706555/
  • 8. Pagewww.zao.com 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
  • 9. Pagewww.zao.com 9 Smart matching helps referrers find friends they can recommend
  • 11. Pagewww.zao.com Tip #2: Be Mobile* *not you, your employees! 11
  • 12. Pagewww.zao.com 12 Share, refer and engage on the go
  • 14. Pagewww.zao.com 14 EASY – Auto-targeted campaigns
  • 17. Pagewww.zao.com 17 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
  • 18. Pagewww.zao.com 18 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
  • 19. Pagewww.zao.com 19 Gamification engages more employees by rewarding good effort, not just results
  • 22. Pagewww.zao.com 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
  • 23. Pagewww.zao.com 23 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)
  • 26. Pagewww.zao.com 26 Zao Customer Case Study Referrals and applicants over 6 months in a company in the US with 800+ employees
  • 27. Pagewww.zao.com 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
  • 28. Pagewww.zao.com 28 Reach can ramp up very quickly
  • 29. Pagewww.zao.com Summary • Be social – your employees are! • Be mobile – your employees are! • Be proactive • Don’t be boring (Be fun!) • Be inclusive 29
  • 31. On Demand Talent The future of recruiting April 8, 2014 Mark DeChant, SVP Sales and Operations
  • 32.
  • 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
  • 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
  • 46.
  • 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
  • 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
  • 55. Applied Culture Science Quantitatively Track Culture Changes You treasure what you measure. Provides on-going momentum to initiatives. 8 CultureTrack Changes
  • 57. Applied Culture Science Engagement Track regularly to proactively re-engage team Custom actions based on team values 9 Real-Time Custom Actions
  • 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
  • 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 SUBSCRIBE – Be the first to hear about upcoming events and read exclusive articles, blogs, and case studies.