Slideshare cp gjobs1
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Introduction to CPGjobs, the #1 career network in CPG!
![The Old Recruitment Model ,[object Object],Copyright 2011 CPGjobs. All Rights Reserved](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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- 1. Copyright 20011 CPGjobs. All Rights Reserved
- 4. Talent Acquisition 2.0 Copyright 2011 CPGjobs. All Rights Reserved
- 6. We Understand Talent Acquisition Copyright 2011 CPGjobs. All Rights Reserved
- 8. Networking: Stack Of Needles Copyright 2011 CPGjobs. All Rights Reserved
- 9. People Search ™ Copyright 2011 CPGjobs. All Rights Reserved Candidates request contact from you… Multiple Search Criteria Forward Paperwork In One Click Contact Professionals Directly View Detail
- 10. People Search ™ Copyright 2011 CPGjobs. All Rights Reserved
- 15. We Have The Right Features Copyright 2011 CPGjobs. All Rights Reserved
- 18. Thank You! Copyright 2011 CPGjobs. All Rights Reserved
Notes de l'éditeur
- For years the talent industry has basically operated the same way – though the media has changed. The old paradigm is a “passive” – non interactive linear system that involves candidates basically going in one end of the system and out the other. The players in the system? Traditional Recruiting Retained Search Agencies Candidate Resumes Job Boards Corporate Web Sites ATS Systems And if you’re on the receiving end of all of this information, and if you’re trying to manage this system – well of course, it feels like drinking through a fire hose. You’ve got all of this unsorted data coming into one end of your hiring process at high speed and it’s up to you to sort through it, find that needle in a haystack, vet it through multiple approval processes and hopefully at the end of all of this end up with a candidate or candidates that have the right skill sets, personality, and cultural fir for your organization. It’s exhausting just talking about it… … and for years, this model has remained pretty much the same
- Today, the business of talent acquisition is experiencing an unprecedented time of change…and a time for integration. The past 12 – 15 years of enormous industry (and supporting industry growth) have left us with a hard to manage Vendor patchwork, which many of us now struggle to manage (multiple job board/media relationships, ATS Systems, SEM tools, web based job boards and acquisition vehicles, recruiter relationships, etc. Think about it. Less than 15 years ago, there was really no such thing as a Job Board! Today exciting Emerging technologies (Web 2.0…and beyond) and the social web are no longer optional but mandatory tools of our trade, yes – but how to manage these tools? That is the question, and where do these tools belong in our mix? Employment branding (No longer a “fluffy” concept, employment branding is very much related to the level to which your company is able to start and maintain the conversation with top candidates, especially those not currently looking for a position and of course very much related to social media overall…and As human resources professionals we’ve got to integrate and reinvent ourselves everyday with every more Limited resources, in terms of money, people and time. It can all seem really overwhelming at times. But if you step back and look at it, it’s pretty simple. All of this change is fundamentally a reworking the shape of our traditional recruiting model – into one that is more integrated, one that sees the business of human resources as an integrated system, and one in which all parts are related.
- WELCOME TO TALENT ACQUISITION 2.0 So what does this new system really look like? The new recruitment system is fully integrated within the concept of “employment branding.” Now, the concept of employment branding is very simple. Think of it as the “air your human resources organization breathes.” Everything that happens within your organization, (not only the goods and services that occur as a result of normal business operations) but also including what current and former employee, active candidates AND the outside recruiter relationships you maintain are saying and sharing about your company within the social web (your Facebook Page, Your LinkedIn Group, Twitter, individual blogs) that comprises your employment brand. The new recruitment system includes the distribution of your employment brand through Job Boards Your candidate acquisition vehicles through SEM/SEO efforts Your corporate website and ATS system And social media… in a way that is completely different from the in-out linear movement of information from “outside” to “inside” that is the old recruitment model. No longer is this about “filling a position.” It’s about maintaining relationships over time. And your business partners through this process have got to understand this monumental shift that has occurred and how you need to work now. OK, so let’s talk about CPGjobs…
- INSERT SLIDE DIAGRAMMING OUR BUSINESS. THE TECHNOLOGY NOW SUPPORTS OUR PHILOSOPHY. TECHNOLOGY HAS BEEN DRIVING THE RECRUITMENT MODEL…THIS HAS RIGHTED ITSELF. NOW THE TECHNOLOGY IS TRULY SUPPORTING WHAT RECRUITING IS ALL ABOUT. OK…So where is CPGjobs in all of this? Let me start by saying that CPGjobs is not a job board. Yes, one of the tools we use with clients is our job board, CPGjoblist- and it’s the #1 job board in the Consumer Packaged Goods Industry. But our approach is different from other job boards…
- We understand the new recruiting model. <enter> First, we are the only job board specifically dedicated to CPG. Some call this space “Niche”. We call it “Focus.” Every staff member at CPGjobs has worked in the consumer packaged goods industry themselves, from our executive folks to our administrative staff. Why should you care about this? Well, when time and or resources are limited, we understand the exact qualifications you are looking for AND we understand which candidates are truly qualified to speak to you. We drink from that firehouse so that you don’t have to. <Enter> CPG jobs is permission based. This is an important difference to get. All of the interactions at CPGjobs between client and candidate are based on permissions as set by our candidates. As a client, you are free to interact with any candidate or member who has either Applied to your posted position or Has stated in his or her profile that they’re are interested in being contacted by you. Candidates do this in their CPGjobs profile through a function called People Search – which we’ll say more about in a minute. As a client with People Search functionality, you have access to a report that gives you all your People Search candidate profiles and contact information…and for many of our clients, this means access to literally thousands of candidates specifically interested in hearing from them. <ENTER> We are fully networked. What does this mean? CPGjobs runs one of the fastest growing Groups on LinkedIn, called CPGPeople and we actively use this network of more than 7,000 pre-screened CPG professionals on your behalf…whether you’re trying to fill a specific position, or you are looking to speak with someone with connections in a specialized aspect of your business. We are also LinkedIn integrated. If you have a corporate profile on LinkedIn, each of your jobs carries a specific link to that corporate site and shows our candidates their relationships to people within your organization.<Enter> We also Twitter Feed your positions. Candidates can share your positions with their professional contacts within their Facebook, My Space or personal blog with the click of a mouse. <ENTER> And finally and perhaps most importantly, despite the technology, CPGjobs is and always has been all about people – the Human Touch. We provide you and our candidates with access to real people and encourage direct contact with our organization. We think this is why we are so popular with our candidates. We are always available to you and to them AND this is extremely helpful when vetting candidates for your positions. We can personally interview candidates for you and we can talk in great detail to them about their background and experience, again, so that you don’t have to. You are always going to get candidates that are qualified for your open positions. So, what this look like when you put it all together?
- We will fully explain the acquisition cycle and networking with candidates while on this slide. Then, segway into People Search
- Find a “stack of needles”, not a needle in a haystack. Professional connection includes our associations with other organizations.
- PENNY TO RESEARCH TOTAL DIVERSITY EXPOSURE NUMBERS
- Educated, experienced high earners Add small type source info
- Mention in talk over the international oppty. Current statistics – go into GA and pull stats on site, especially navigation through the job list. Need to talk about what’s going to happen in the next 6 months We are not trying to be career builder. We don’t want simply 10 million visitors. We want the RIGHT visitors.
- Mention in talk over the international oppty. Current statistics – go into GA and pull stats on site, especially navigation through the job list. Need to talk about what’s going to happen in the next 6 months We are not trying to be career builder. We don’t want simply 10 million visitors. We want the RIGHT visitors.
- LIVE HELP FOR BOTH CANDIDATES AND CLIENTS
- All about doing more with less. We are the company that can help you transition into the web 2.0 arena. We are the partner that you need to help you achieve your goals and ROI objectives without increasing budgets. Retain your current headcount and put your people where they can be most effective. We know the industry. We understand the positions for which you are hiring. This is what we do.
- REMOVE DAYMON, DO RECKITT BENKISER Left Daymon…still want to change? AVERAGING 75 – 100 NEW CANDIDATES /MO IN THEIR PEOPLE SEARCH ACCOUNTS WE DON’T LIKE TO TALK ABOUT AVERAGE NUMBER OF HIRES YADA YADA, IT’S TOTALLY OLD SCHOOL. You are operating off of an ATS system that was built in 2000. No one is searching for positions this way. Candidates can come from a million different sources…and the best candidates are in the social networks. What we are doing is branding you personally in the 2.0 space 24/7. This holistic way of looking at THE JOB OF RECRUITMENT IS THE TRANSFORMATION OF HIRING INTO EMPLOYMENT BRANDING. Think different. Use client logos Use client testimonial(s) Provide contact information Need hire stats / analytics? Do we have these?