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 Recruiter
ATS 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 Measure
Your 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 platform
applicant Search
engines
tracking (SEO)
Active & passive
system candidates
Aggregators
Optimized (organic)
Your jobs landing pages
Social
media
Talent community networks
Apply now!
Talent
community
Applicant
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
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
Talent
Recruitment 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 craigslist
“Find 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 Efficiency
1. Recruiters select job & sources: pick & post Job aggregators
Recruiters/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 subscription
2. Recruiters select job, not sources •Pay per post
Recruiters indicate job for sponsorship (insert code in job •Pay per click
description), publisher routes job to pre-determined sources Recruitment
ATS Marketing
Job Job Job Distributed Platform
Job Job Job nightly
Ad codes: Premium
3. Automated routing no recruiter post needed Major job boards
Automated rules-based routing (matching job dimensions) to •Pay per post
pre-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
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 Pages
Dedicated landing
Capture passives
pages
Social networks
Job level marketing
Capture passives Social sharing
Integrated
Sub filtering
matching 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 networks
Market job categories
Keyword job search
Emphasize key jobs
Geographic
search
24. Better Talent Community Development
Career
site
Private supply chain of talent
Search
engines
Social
networks
Jobs2web Talent
site community ATS
Sourcing,
recruiting
Job
boards
Referrals
Jobs
25. Job Alerts Per Week: 2.3 Million (Average)
3,500,000
3,000,000
2,500,000
2,000,000
1,500,000
1,000,000
500,000
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 = 36.0
0% 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 assessment
improve? • 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? What’s 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, Merck
2005
• R&D core technology
• HotGigs staffing exchange
38. Key Evaluation Steps
Key steps Output Involvement
Participants identified Prospect lead, key stakeholders and Usually a 15 to 30 minute phone conversation
executive decision makers identified
Executive 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 executive
Requirements 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 stakeholder
Situational assessment overview Requirements summary presentation 60-90 minute session – generally a webcast
Audience usually includes all parties
Recommendations 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 projection
Formal proposal Proposal Revised proposal based on prospect feedback done
Supporting contracts either webcast or face-to-face
Agreements executed Interactive recruitment partnership Generally done via phone
