
Jobs2Web is your interactive recruiting partner.

We develop and deliver innovative technologies and services to enable you to attract, capture, communicate and measure results with the exploding marketplace of interactive talent.


SOME OF OUR CLIENTS

TECHNOLOGY

HEALTHCARE/PHARMA

CONSULTING/SERVICES

FINANCIAL

RETAIL / PRODUCT

ENGINEERING/MANUFACTURING



Who Is Jobs2Web?

Your Career Site

• Your Brand• Your Messaging• Your ATS System• Your Hiring Needs

(Jobs)

Our Platform

• Search Engine Optimization• Job Marketing & Distribution• Talent Landing Pages• Pay-Per-Click Recruiting• Email & RSS Feed Marketing • Social Network Recruiting• Talent Community Development• Mobile Recruitment• Candidate Source Tagging• Keyword Recruitment Research

Your Web 2.0Strategy

SEO

PPC

CPH ROI+ =

• Direct To Candidate Marketing• Decreased Recruiting Costs• Better Candidate Experience• Maximized Conversion Rates• Talent Targeted Strategies• Enhanced Referral Participation• Higher Quality Response• Controlled Spend (On-Demand)• Total Cost-Per-Hire Tracking


Agenda

The Talent Shift

Social Networks Overview

Recruiter Centric Networks

Corporate Centric Networks

Employee Social Network Referrals

How We Help


The Talent Shift

1990 2000 2010

Craigslist


Agenda

The Talent Shift





How We Help


Social Networks Definition

• A Web site that provides a virtual community for people.• Interested in a particular subject or just to "hang out" together.• Members create their own online "profile" with biographical data, pictures, likes, dislikes and any other information they choose to post.

• They communicate with each other by voice, chat, instant message, videoconference and blogs, and the service typically provides a way for members to contact friends of other members.

• The "social networking site" is the 21st century "virtual community," a group of people who use the Internet to communicate with each other about anything and everything.

• You can find dating sites, friendship sites, sites with a business purpose and hybrids that offer a combination of these. Globally, hundreds of millions of people have joined one or more social networking sites.

• Employers can use information on social sites to learn about prospective employees. Reading profiles and perusing photos has become standard for human resources departments in some companies.



Who Uses Social Networks?

• 37% of US adult internet users monthly• 70% of online teens monthly

By 2011• 50% of online adults • 84% of online teens

Source: Harris Interactive



What’s the buzz?

• Of the 16 hours that regular internet users spend online a week, 11 hours are spent social networking.

• The average Facebook user has 150 friends

• The average American has only two close friends, 25% have none.


Social Networks > Test Drive


How To Advertise On Social Networks

Profile Targeting Based On Content


Agenda

The Talent Shift





How We Help



• Recruiter builds profile on the social network.

• Uploads contacts into social network or begins to search and link to people online.

• Gains access to individuals and updated status reports or contact information.

• Can create groups of people that helps to organize and/or broadcast messages out to.



• Embeds Dynamic Job Feed Into Profile.

• Automatically updates profile page daily with new jobs from corporate career site.

• Links candidates back to the career site to view job and begin apply process.



POSITIVES:

• Provides recruiters access to millions of contacts.• Helps to leverage social contacts to get introductions to desired contacts.

• Can create social groups of people – however limited ability to communicate.

NEGATIVES:

• Recruiters can get lost for hours/days building their linking network.• Difficulty to sync contact history from network to CRM.• If recruiter builds personal network – and leaves your company, their network leaves with them.


Agenda

The Talent Shift





How We Help



• Build a corporate profile page on any of the social networks.

• Buy advertising on the network to drive traffic and have people link to your corporate page.

• Link to your corporate careers site – and hope to drive traffic.

• Recruiters follow up with messages to individuals linked to your profile.



• Create your own social network aimed at alumni, employees or niche groups.

• Provide network as a vehicle for people to stay connected, share information, etc.

• Links to your career site and open job opportunities.

• Allows you to have ongoing updated access to community members.

• Send community updates and announcements.



POSITIVES:

• Can help a company gain presence on the social networks.• Allows employees and candidates to become “fans” of your company.• Better conversion rates of linkable contacts for advertising on the networks.

NEGATIVES:

• Can receive negative feedback and comments from unhappy workers.• Harder to build a private company network – as people don’t want to participate in several social networks.

• If not actively worked – hard to get enough traffic and results to maintain over time.


Agenda

The Talent Shift





How We Help



• Leverage your employee networks involvement with the social networks.

• Have them endorse and/or promote your open jobs on their social network profiles.

• Extend your employee referral program to participants.

• Drives candidates back to your Jobs2Web site to view jobs and track results.

• Candidates are forwarded into your ATS system to apply.



• Employees simply add the jobs application for your company to their profile page.

• Customize it with the jobs they want to show online.

• All friends who visit their page see the open positions.

• Click to view jobs on your Jobs2Web site.

• Apply via your ATS system.



LEVERAGE:

500 Employees With Social Network ProfilesX 50 Friends Each‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐25,000 People Reached On Weekly/Monthly Basis



POSITIVES:

• Leverages your employee network on the social networks.• Integrated approach – driving candidates directly back to your site.• Easily deployed to employee network via mass communication.• Ongoing and updated touch with employee referral network.• Measureable results for pre/post apply activity.

NEGATIVES:

• Can be hard to get to get marketing approval due to unknown impacts.• Possibility of getting undesirable candidates from certain individuals.• Closing the employee referral loop – if no system in place to track.


Agenda

The Talent Shift





How We Help


INTERACTIVE RECRUITING SOLUTIONS


Your Interactive Recruiting Strategy


The Next Wave

Social Networks SMS

PPC Job Aggregators

Of Interactive Recruiting

SEO

Search EnginesTalent Communities

CPH

Cost Per Click


RSS

Mobile Recruitment RPO

Recruitment Measurement

Part 3: Social Network Recruiting – A Scalable Solution

Social Network Recruiting

Business

Transcript of Social Network Recruiting