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NEW STRATEGIES & SOLUTIONS IN THE GLOBAL WAR FOR
TALENT April 8-9, 2014
u p s t a r t 3 6 0 . c o m / l i v e
THE NEW, NEW THING Latest Innovations In Recruiting And 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
Page www.zao.com 4
Referrals are the #1 source of hire:
Stay longer
Perform better
Cost less
= Higher ROI on hiring and training
Page www.zao.com 5
The problem
but…
Awareness and participation,
Employees are not engaged,
Their network of contacts is ignored
= Missed opportunity
Page www.zao.com
Does your referral program look like this?
6
Not social, not mobile, not proactive, and boring…
Page www.zao.com
Tip #1: Be Social!
7
http://www.flickr.com/photos/markjsebastian/343706555/
Page www.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
Page www.zao.com 9
Smart matching helps referrers find friends they can recommend
Page www.zao.com 10
Full employer branding
Page www.zao.com
Tip #2: Be Mobile*
*not you, your employees!
11
Page www.zao.com 12
Share, refer and engage on the go
Page www.zao.com
Tip #3: Be Proactive
13
Page www.zao.com 14
EASY – Auto-targeted campaigns
Page www.zao.com 15
Custom Job Campaigns
Page www.zao.com
Tip #4: Don’t be boring
16
Page www.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
Page www.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
Page www.zao.com 19
Gamification engages more employees by rewarding good effort, not just results
Page www.zao.com
Tip #5: Be inclusive
20
Page www.zao.com 21
Page www.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
Page www.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)
Page www.zao.com
Case studies
24
Page www.zao.com
Inviting non-employees
10%-30% of referral hires
25
Page www.zao.com 26
Zao Customer Case Study
Referrals and applicants over 6 months in a company in the US with 800+ employees
Page www.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
Page www.zao.com 28
Reach can ramp up very quickly
Page www.zao.com
Summary
• Be social – your employees are!
• Be mobile – your employees are!
• Be proactive
• Don’t be boring (Be fun!)
• Be inclusive
29
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
CULTURE
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
Culture Track 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 - 1995 IS 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
Screen Hire
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
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