1. We help you optimize and measure every aspect of your
interactive recruitment strategy.
2. HRIS. ATS. What Are You Missing? YOUR HRIS YOUR ATS YOUR RMS
Payroll/benefits Workflow & compliance Multi-channel Employee
performance Applicant-centric Engagement-centric Post-employment
focus NOT a marketing engine Analytics/benchmarking NOT about
recruiting CONFINED analytics EVERYTHING interactive
3. Recruitment Complexity & Incompatibility Social pages
Career site Social apps Social API Job integration marketing
Recruiting campaigns RecruiterATS system College, contacts Sourcing
diversity tools Job Recruiting Employee distributor Niche events
referrals CRM boards (passives) Search Mobile Job boards recruiting
engines Job Job feeds Analytics aggregators (RSS/XML)
4. Recruit Better With Jobs2web Career site Branding Job
Channels Social Talent & campaigns publishing & platforms
networks community Job/category Search CRM Job postings Social
pages marketing engines (passives) Recruiting Job feeds Sourcing
Social Social apps campaigns (RSS/XML) tools Campus, Social API
Employee Boards Mobile military integration referrals Recruiting
Recruiter Aggregators OFCCP Social CRM events contacts Reporting
& analytics ATS system
5. Optimize and MeasureYour Interactive Recruitment Strategy
FIND BETTER ENGAGE BETTER KNOW BETTER SEO & mobile Career site
Web 2.0 job & Career site strategy pages services Talent
community Social networks Talent Candidate pipeline profiles
Visitor intelligence Email & RSS Keyword rankings Candidate
demographics Job Job distribution marketing Sourcing Social network
monitoring Campaign tracking Social media Source cost Viral Job
craigslist Source quality marketing marketing Benchmarking
6. Optimize and Measure Your Interactive Recruitment Strategy
Jobs2web Career site Recruitment (widgets) Web 2.0 interactive
sources Your marketing platformapplicant Search engines tracking
(SEO) Active & passive system candidates Aggregators Optimized
(organic)Your jobs landing pages Social media Talent community
networksApply now! Talent communityApplicant status Recruiting
Aggregators Dashboard Publisher: extend reach (sponsored) Niche job
boards Jobs2web analytics Visitor to apply to hire Search By source
engines By department (SEM) By geography Major job boards
7. Recruitment Marketing Platform Career Site Talent Landing
Pages Social Recruiting Host/design Job search Keyword LP Campaign
LP Facebook RSS feeds Talent LinkedIn Social sharing Site updates
Profile LP Event LP community Biz/brand LP Recruiter LP Twitter
Social APIs Analytics/use Social site Mobile Recruiting Talent
Community Mobile Mobile Passives Job alerts career site campaigns
Recruitment Apps/NCAs Mem alerts Mobile SMS job Marketing Platform
capture alerts Rec contacts CRM/APIs Recruiting Dashboard Social
net Tal pipeline Media Management Job Feeds & Postings Referral
Recruiting Strategy Feeds/LPs Big boards Social nets Employees
Tracking Campaigns ATS/hire stats Niche boards Mobile apps Alumni
Internal mob Contracts Reporting Aggregators Craigslist Social
referrals Viral
8. Career Sites That Support Strategy Find Better Engage Better
Know Better Career site design Enhanced job profiles Real time
visitor level traffic Enhanced job search tools Passive candidate
capture Candidate behavior analysis Social media integration Talent
community Total visibility to all sources Search engine
optimization Social network contacts Apply chain measurement Total
branding experience Job alerts Hard coded source tags Reduced click
paths Enhanced recruiter use Enhanced reporting tools Higher
conversion rates Total CPC/CPH metrics
9. FINDMulti-Channel
10. Market Jobs to Interactive Sources Career site (widgets)
SEO sitemaps Search engines (SEO) XML feeds Aggregators (organic)
Email alerts Social media networks RSS feeds TalentRecruitment
community Marketing Pick & post Platform Aggregators
(sponsored) Widgets Niche job boards Ad placement Search engines
J2W managed automated (SEM) Sponsorship Job Category Source routing
PREMIUM123 Engineering PREMIUM123 Engineering PREMIUM123
Engineering Dice EngineerJobs.com Indeed PPC Major job boards
11. Automate Recruitment Administrivia Manual Marketing
Definition Promotion Sourcing Facilitation Search/send on
Get/review job Post to Monster Review apps LinkedIn Post to
Search/send in Deal with bounces Post into ATS CareerBuilder ATS to
prev apps & spam Interview mgr for Search/send to Forward goods
to Post to Craigslist hot points ZoomInfo manager Search/send to
Interview coord Email internally personal contacts & prep
Search/send Interview Post to Twitter to search engines follow up
Search/send Declines, Post on Facebook to Facebook rejections Write
blog article Search/send References & (or post on blog) to
niche boards background Post to Search/send Offer prep &
FriendFeed tweeple accept Eats 80% of recruiter time
12. The Recruiter Circus Search/send Search/send on to niche
boards Post to Monster LinkedIn Hiring Post to Search/send in
managers ATS to prev apps CareerBuilder Candidates Recruiter Post
to Twitter Post to craigslistFind me a great candidate Search/send
to Recruiter personal contacts Email internally Post on Facebook
Search/send to search engines Post to FriendFeed Search/send to
Facebook
13. Optimize Reach & Recruiter Efficiency1. Recruiters
select job & sources: pick & post Job
aggregatorsRecruiters/analysts post individual jobs to one or more
sources Pay per click(major job boards, niche sites) with j2w
return address Organic Publisher: sponsored channels ATS Updated
Job Job Job nightly Job Job Job Niche boards/sites Annual
subscription2. Recruiters select job, not sources Pay per
postRecruiters indicate job for sponsorship (insert code in job Pay
per clickdescription), publisher routes job to pre-determined
sources Recruitment ATS Marketing Job Job Job Distributed Platform
Job Job Job nightly Ad codes: Premium3. Automated routing no
recruiter post needed Major job boardsAutomated rules-based routing
(matching job dimensions) to Pay per postpre-approved sources based
on client priorities & budget Pay per slot ATS Key Job
Dimensions Job Job Job Job dept or category Distributed Job Job Job
Business unit nightly Location/facility
14. Search Engine Optimization Over 1 million visitors per
month No one else even comes close!
15. ENGAGEMarket
16. Add Marketing, Candidate Options to Jobs Branded job pages
Capture passives Capture passives Social sharing ATS or Evergreen
job content Market related jobs Single step to apply
17. Web 2.0 Interactive Strategy PagesDedicated landing Capture
passivespages Social networks Job level marketingCapture passives
Social sharingIntegrated Sub filteringmatching jobs Dramatically
improved candidate experience
18. Strategy Page Examples Career Paths Locations Business
Units Product/Service Lines Events Recruiters Print Military
Diversity Campus
19. Your Branded Interactive Recruiting Site Capture passives
Social networksMarket job categoriesKeyword job searchEmphasize key
jobs Geographic search
22. The Strategy Shift Filing Cabinet Applicant Tracking
Dynamic Talent Systems Communities Requisition focused
People/relationship focused 1 time use of applicants Ongoing
applicant contact Manual data entry/use Dynamic join/profile/update
Manages apply process Automated touch/apply/alert Compliance
reporting Real-time reporting
23. Build Your Own Talent Communities
24. Better Talent Community Development Career site Private
supply chain of talent Search engines Socialnetworks Jobs2web
Talent site community ATSSourcing,recruiting Job boardsReferrals
Jobs
25. Job Alerts Per Week: 2.3 Million
(Average)3,500,0003,000,0002,500,0002,000,0001,500,0001,000,000
500,000 0
26. Talent Community Impact
27. Leverage Social Networking
28. KNOWMeasurements
29. Recruitment Advertising Spend
30. Measurement: Holy Grail Of Job Marketing!
31. Strategic Framework2011 Jobs2web Inc. All rights reserved.
Version 2.0.
32. Solutions Recruitment Marketing Platform Solutions Branded
Site Talent Community Social Network Job Publishing &
Recruiting Campaign Management Job Scrape Email/RSS Marketing
OFCCP/Compliance Advanced Keyword Search ATS Configuration
Analytics Events Recruiter 2.0 Job Optimization Dashboard Campus
Profiles Employee Talent Landing Referral Mobile Recruiting Global
Support Pages Marketing Client Strategy Director/Manager team
Talent Community Marketing *Coming Soon!
33. Net Promoter Score And Client Retention Q. How likely are
you to recommend jobs2web to a peer or colleague with similar
recruiting needs? 0 to 6 7 to 8 9 to 10 Steadily rising trend Feb
09: NPS = 12.6 Apr 10: NPS = 22.6 16% 32% 52% Apr 11: NPS = 36.00%
20% 40% 60% 80% 100% Detractors Promoters Promoters (52%) -
Detractors (16%) = NPS = 36% Overall NPS = 50% Long -term customers
(3 years or more)
36. Strategic Marketing Plan (SMP) Approach What are your
unique challenges? 1. Client 4 Ps Strategic business plan/critical
pipeline initiatives discovery/ Market baseline: Google Analytics,
cube data input What are your business and hiring objectives?What
can we do to Situational assessmentimprove? Critical hiring areas
Weekly tuning and 2. Confirm and markets monthly optimization 5.
Optimize Critical audience Monthly plan objectives segments:
Hourly, optimization campus, military, (grounded in analytics
referrals, alums KPI trends, Key strategic initiatives benchmarks)
Demand planning objectives Is it working? Whats the plan and how
will we Monthly KPI review, trends measure it? by hiring area,
segment, 3. Build Grounded in solutions architecture, best
practices market 4. Measure strategy/ Client benchmarks Monthly KPI
benchmarking across the cube: By tactical plan Custom tactical plan
segment, industry Lock on KPIs
37. Jobs2web Background Headquartered in Minnetonka, MN in
15,000 foot facility with nearly 100 committed people that do: 2011
Awarded TRUSTe Privacy Seal Compliant with US - EU Research &
development Safe Harbor & US -Swiss Safe Harbor Frameworks
Marketing & sales 2010 Staff and facility expansion
Implementation & support Job publishing and analytics First
annual user conference Account management Finance & operations
2009 Career site services launch Proven leadership team Top HR
product award Introduced advanced analytics 2008 Client Advisory
Board Introduced recruiting dashboard Leveraged social networking
2007 Extended industry partners 2006 30 clients Recruiting platform
introduced SEO leadership First clients - Xerox, Merck2005 R&D
core technology HotGigs staffing exchange
38. Key Evaluation StepsKey steps Output
InvolvementParticipants identified Prospect lead, key stakeholders
and Usually a 15 to 30 minute phone conversation executive decision
makers identifiedExecutive discovery session Purpose, payback,
players, process Online organization input and ROI survey that
takes mutual qualification completed about 20 minutes sequence of
events defined About a 1 hour information gathering phone session
done minimally with the executiveRequirements gathering Input
survey Online organization input survey which takes about
Requirements gathered 15 minutes About a 1 hour information
gathering phone session with each key stakeholderSituational
assessment overview Requirements summary presentation 60-90 minute
session generally a webcast Audience usually includes all
partiesRecommendations deep dive Custom recommendations based on
4-8 hour detailed recommendations face-to-face situational
assessment session with output examples, heavy interaction,
Pre-proposal review Q&A ROI projectionFormal proposal Proposal
Revised proposal based on prospect feedback done Supporting
contracts either webcast or face-to-faceAgreements executed
Interactive recruitment partnership Generally done via phone
