Topics include: Web Trends for 2018 Leveraging those trends Growing your talent pipeline

1. Welcome

4. - Learn -
Top Website
Trends for 2018

5. BRIEF HISTORY OF WEBSITE
DESIGN/ DEVELOPMENT

7. The Early 90’s
• First webpage developed in 1991
• Text Based Sites
• Design elements non-existent
• Website = Word doc with links

8. 1994 2017

10. The Mid 90’s
• Table Based Sites and online
page builders
• Visual Hit Counters make their
first appearance
• Animated Text, Scrolling Text and
Gif images
• Flash first Introduced
• Free Page Builder sites
(GeoCities and Angelfire)
• Background Music
• Under Construction Pages and
Popups
• Guestbooks

11. 1996 2017

13. The Late 90’s
• The rise of Flash
• Flash animation splash pages
• Flash based navigation
• Customizable Mouse Cursors
• CSS

14. 1997 2017

15. Perfect 90’s
Website Example
• Flash
• Visual Hit Counters
• Animated Text, Scrolling Text and
Gif images
• Free Page Builder sites -
Angelfire
• Background Music
• Under Construction Pages and
Popups

16. The Early to Mid
2000’s
• CSS Hits the web
• Javascript
• Top of Page Navigation Bars
• Forms
• Dropdown Menus
• User created content (myspace)

17. The Late 2000’s
• Interactive content and
web applications
• Heavy use of Ajax and
JS
• Socially geared
websites
• HTML5
• One paged websites
• Content focused
• Mobile exceeds
Desktop traffic
• Responsive design

18. TOP WEBSITE TRENDS FOR
2018

19. • What is HTTPS?
– Encryption
– Data Integrity
– Authentication
• Why is HTTPS
Important?
– Google has announced
HTTPS as a ranking signal
– Google is indexing HTTPS
websites before HTTP
websites
– UX – “NOT SECURE”
Warning
• How to make your
website secure
Security (SSL & HTTPS)
HTTPS
Secure Not Secure

20. Not Secure Secure
Company
UFS
Gimbel, Reilly, Guerin & Brown LLP
Milcut Inc.
Halliburton Employees Federal Credit Union
TCI (Trans-Coil, Inc.)
Poblocki Sign Company LLC
Tim O'Brien Homes
Novo Group
Lynch Truck Center
Guardian Business Solutions, Inc
GPS Education Partners
Company
Strategy Tuning, LLC
CC&N
Shakespeare Wealth Management, Inc.
Copesan Services, Inc.
Holder's Pest Solutions
Bradley Corporation
Chicago Sales Consultants - Sales Xceleration
LaunchPoint
Rytec Corporation
Flexo-Graphics, LLC
National Exchange Bank & Trust (inc)
WorkWise Software
Lucas-Milhaupt, Inc.
Biz Times Milwaukee
Ellsworth Adhesives (All Divisions)
MSI - Marking Services Inc.
Plastic Molded Concepts, Inc.
Gross Automation
MPI Connect
adBidtise
Engman-Taylor

21. • What is a Push
Notification?
Push Notifications
• How does it work?
• Optimizing/Targeting
and When to send
• Why send them?

22. • The Need for Speed
• Poor Score? What can
be done?
– Enable compression
– Minify CSS, JavaScript,
and HTML
– Reduce redirects
– Leverage browser
caching
– Use a content
distribution network
– Optimize images
Site/Page Speed

24. AND THE WINNER IS…
In 3rd Place…
In 2nd Place…
And our Site
Speed Champion…
www.cc-n.com
www.ufstech.com
www.strategytuning.com

25. Complete Results
Company
Google Page Speed
Scores - Mobile
Google Page Speed
Scores - Desktop
Average of
Speed Scores
Strategy Tuning, LLC 95 95 95
UFS 69 92 80.5
CC&N 70 88 79
Gimbel, Reilly, Guerin & Brown LLP 85 72 78.5
Shakespeare Wealth Management, Inc. 68 82 75
Copesan Services, Inc. 67 82 74.5
Holder's Pest Solutions 65 81 73
Bradley Corporation 63 81 72
Chicago Sales Consultants - Sales Xceleration 62 78 70
LaunchPoint 62 70 66
Rytec Corporation 55 76 65.5
Milcut Inc. 58 73 65.5
Flexo-Graphics, LLC 58 66 62
National Exchange Bank & Trust (inc) 58 66 62
Halliburton Employees Federal Credit Union 86 38 62
WorkWise Software 52 71 61.5
Lucas-Milhaupt, Inc. 54 68 61
Biz Times Milwaukee 64 55 59.5
Ellsworth Adhesives (All Divisions) 61 48 54.5
TCI (Trans-Coil, Inc.) 50 58 54
MSI - Marking Services Inc. 49 58 53.5
Plastic Molded Concepts, Inc. 47 57 52
Gross Automation 44 55 49.5
Poblocki Sign Company LLC 45 53 49
MPI Connect 41 48 44.5
Tim O'Brien Homes 32 37 34.5
adBidtise 43 25 34
Novo Group 28 37 32.5
Lynch Truck Center 29 35 32
Guardian Business Solutions, Inc 28 34 31
Engman-Taylor 3 3 3
GPS Education Partners 0 0 0

26. • Mobile Traffic continues to
grow over desktop
• 69% of consumers
worldwide between the
ages of 18 and 39 use
mobile devices to
research products before
they buy, and 44% use
tablets.
• Mobile Friendly vs
Responsive vs Mobile
First Design
• Benefits of Mobile First
Design
Mobile First Design

27. Mobile First Design Examples

28. • Bespoke Illustrations
• Authentic Imagery
• Video Takes Over
• Unique Scrolling And
Parallax
• Beautiful Typography
• Courageous Colors
• Asymmetric Layouts
Unique Layouts, Imagery and Video

29. • Chat Functionality
• Q&A Forums
• Customer Reviews
and Stories/Images
“On Demand” Customer Support

30. • Evolution from just a
listing of job openings
• More thought to
messaging and design to
attract talent
– Compelling Headlines
– Easy-to-Find Job Descriptions
– Clear Calls-to-Action
– Videos
– Company Mission and Values
– Top Reasons to Work for You
– Perks and FAQ for Important
Info
– Microsites/Pages for Locations
and Departments
– University and Student
Section
Career Sections to Find the Right
Talent

31. The Wrap-Up
Security (SSL & HTTPS) Is your website HTTPS Secure?
Push Notifications
Site Speed
Mobile First Design
Bespoke Illustrations
Authentic Imagery
Video Takes Over
Unique Scrolling And Parallax
Beautiful Typography
Courageous Colors
Asymmetric Layouts
“On Demand” Customer Support
Career Sections to Find the Right Talent

32. Break

33. Sponsors

36. Sponsors

41. Page 41Marketo Proprietary and Confidential | © Marketo, Inc. 10/16/2017
Highly Rated CRM

43. - Share -
Using Digital
Marketing to
Attract Top Talent

44. Is Attracting Clients Really
Different From Attracting Talent?
Round 1 Round 5Round 4Round 3Round 2
Using Digital Marketing to Attract Top Talent
Discuss how these two audiences differ and
what similarities they share when it comes to
your website and digital marketing efforts.

45. Mobile First Website Design
Round 2 Round 5Round 4Round 3Round 1
Using Digital Marketing to Attract Top Talent
Discuss the importance of mobile sites for attracting
clients and talent.
Does anyone still have a non responsive or ‘mobile
version’ website over a fully responsive design?

46. Round 3 Round 5Round 4Round 2Round 1
Using Digital Marketing to Attract Top Talent
Social Media
Is A Social Media Presence Still Optional? How Does
Social Media Differ from Customer Acquisition and
Attracting Talent? Does Age and Industry Still Play a
Part in Social Consideration?

47. Website Careers Section
Round 4 Round 5Round 3Round 2Round 1
Using Digital Marketing to Attract Top Talent
Discuss the growing need for a dedicated careers
section/ microsite. What is most valuable?
• Company Culture
• Social Media
• Community Involvement
• Feature Employees
• Categories Job Openings –
experience, department, location
• Video
• Vision, Mission, Values
• Perks – Vacation, 401k, Healthcare,
etc.
• Career Paths

48. What “Out of the Box” Digital
Trends Are Important to
Attracting Talent?
Round 5Round 4Round 3Round 2Round 1
Using Digital Marketing to Attract Top Talent

49. - Grow -
Grow Your Talent
Pipeline presented by
Jeff Ziegler of GPS
Education Partners

50. October 13, 2017
Grow Your Talent Pipeline

51. Everyone wants to hire top talent
The Bureau of Labor statistics shows a trend of 5.15 million hires per month on
average.
That’s about 61.8 million total hires per year.
Your job is the needle in a haystack…
…and many will go unfilled.
https://www.quora.com/How-much-is-spent-on-corporate-recruiting-in-the-US-annually

52. 1 in 61.8 Million is tough
Why employers say it’s hard to fill positions
U.S. Talent Shortage Survey 2016/2017 – Manpower Group
Interest, skills, and experience are the primary drivers

53. Marketing Funnel
Awareness
Consideration
Conversion
Loyalty
Advocacy
CALL TO ACTION

54. Human Resource Funnel
Attract
Develop
Retain

55. The Good News for HR…
Approximately 25% of claim to be actively looking for their next role.
A whopping 45% are open to talking with a recruiter and another 15% are talking to their
network.
That’s 85% of current employees Actively or Passively looking.
Only 15% say they are not interested in a new job.
Linkedin global recruiting trends report 2017
https://www.slideshare.net/pedrooolito/linkedin-global-recruiting-trends-report-2017

56. They will turn to the internet BEFORE you get a resume.
According to Fast Company 79% of job seekers use social media in their job search.
This figure jumps to 86% for younger job seekers who are in the first 10 years of
their careers.
https://www.fastcompany.com/3066700/the-future-of-work/how-youll-search-for-a-job-in-2017
What will they find?
What are they looking for?

57. What they’re looking for in a Company
 Aligned with who they are and what they believe
 Make a difference and be challenged
 Status and reputation in industry matters
 Want to learn and grow – develop and fully apply their skills
Sounds like a great place to work – Right?
HOW ARE WE CONNECTING PEOPLE TO CAREERS?
BUSINESS JOURNAL
JANUARY 4, 2016 What High-Quality Job Candidates Look for in a Company
by Sarah Houle and Kevin Campbell

58. GPS is an innovative education model that uniquely prepares HIGH SCHOOL
STUDENTS to succeed in TECHNICAL CAREERS and promotes viability for
businesses

59. Interest for skilled jobs is decreasing
• 94% of young people are not interested in skilled
trades
• 21% don’t know enough about skilled labor
• 15% believe there is not a lot of opportunity
• 11% don’t believe the trades are cool
• 10% feel skilled labor is not high tech enough
• 37% of young people believe working in an office is more
respected than working with your hands
• 25% of young people believe skilled trades are old fashioned
http://www.reliableplant.com/Read/15760/poll-skilled-trades-rank-low-in-teens'-career-options

60. Exposure is the difference to technical careers
77% of students who have taken skilled trades vocational classes in
high school say they would consider it a career.
60% of students are more interested knowing they earn up to $90,000
or more.
The majority of students are more interested knowing relative or friend
in career, and careers offer flexible hours, free job training and good
work benefits.

61. GPS Build Approach & Pathways

62. Education - Academic & Career Planning
Mission:
Empowering ALL students to travel the road TO adulthood THROUGH education and training to careers.
What is ACP?
KNOW: Who am I? EXPLORE: What do I want to do?
PLAN: How do I get there? GO: Do IT!
Career Cruising: Virtually connects area businesses to their future talent pool through online profiles, virtual
career coaches, and career-based learning activities for high school students and educators.

63. Connecting Communities, Schools and Industry to Develop the
Technical Workforce

64. Traditional Pathway for Technically Inclined High School Juniors and
Seniors

65. GPS Education Model
GPS Pathways: Developing Competencies for High School Juniors and Seniors in the Classroom and On the Job

66. The GPS Difference
Maximizing Professional and Personal Development
CareerReadiness
Manufacturing Immersion
Career Day Program
Simulation without real-world experience
Non-credentialed work
experience
- 1,500+ hours on the job
- Employability Certificate
- Leadership Certificate
- College credit potential

67. Rotation maps for YOUR Business
Assessments & Measurement
Training, Tips & Tools
Delivery Tools

68. Student Outcomes
91%
Graduation Rate
96%
Attendance Rate
97.5%
Earned YA Certificate of Occupational
Proficiency
83%
MSSC Certified Production Technician
Pass Rate
81%
Employment Rate
79%
Pursuing Technical Careers

69. Grow it and Build It
Benefits From Building a Talent Pipeline
1. You will hire better-performing new hires vs. standard recruiting
2. Able to identify more and better quality recruiting targets
3. Identify developing talent early
4. Higher offer acceptance rates
5. Lower salary costs
6. Critical open positions will be filled more rapidly
7. Gain a competitive advantage
8. Hiring manager satisfaction will increase
9. A superior candidate experience
10. More diversity in candidates and hires
The Many Benefits From A Talent Pipeline – And How It Improves Quality Of Hire
By Dr. John Sullivan May 16, 2016
https://www.eremedia.com/ere/the-many-benefits-from-a-talent-pipeline-and-how-it-improves-quality-of-hire/

70. Impressions Matter
Be Proactive
Take Community approach
Cultivators vs. Consumers
Build Simply
Thank you!

72. Thank You!