Social is the future of recruiting. At the Jobvite Future of Social Recruiting in Atlanta, Georgia, Jobvite executives and customers discussed how social recruiting is changing the way we source and hire candidates. In these presentations, by Dan Finnigan, David Lahey, Bill Glenn, Alex Putman and Michael Nigro, you will learn everything you need to know about social and the future of recruiting.

1. The Future of Recruiting is Now
Dan Finnigan
CEO and President
Jobvite

2. Only recruiting platform built for the social media era
By converting all jobs into unique, shareable and trackable Jobvites,
customers hire better talent with less time & money
Generated 6X customer growth in two years despite worst labor
market in over 60 years

3. Recruiting Challenges
Recruiting Challenges
empty seats
can’t find the right people to hire
friction wastes time
low productivity, accountability, visibility
wasted spend
hard to know what works

4. 66%
hiring managers
dissatisfied with candidate
66%
quality or hiring speed
recruiters unhappy with
hiring manager 77%
responsiveness
candidates unhappy with
communication
77%
the hiring process is challenging for
everyone involved

5. Top Pressures Facing Recruiters
56%
55%
54%
52%
52%
50%
48%
47%
46%
44%
42%
Shortages
of
required
Pressure
to
meet
the
Trouble
sourcing
enough
skills
available
in
the
company's
growth
qualified
candidates
to
labor
pool
objecEves
fill
openings
Source:
Aberdeen
Group,
Strategic
Sourcing
EARLY
FINDINGS,
February
2012

6. 60% OF NEW JOBS WILL
REQUIRE SKILLS HELD BY
20% OF THE POPULATION
landing skilled talent is increasingly difficult

7. Sourcing is THE Priority
60%
Top
Strategy
=
of
36%
Organiza2ons
are
Strengthening
36%
the
Ability
to
Iden2fy
Talent
30%
23%
20%
12%
8%
4%
0%
Sourcing
Hiring
Assessment
Employer
Onboarding
Screening
Branding
Source:
Aberdeen
Group,
Strategic
Sourcing
EARLY
FINDINGS,
February
2012

8. This evolving marketplace
requires new strategies

9. Hiring manager CEO HR
Executive Employee Interviewer Recruiter
Hiring is everyone’s job!

10. 800 million 200 million 100 million
Share of Time Share of Time % Change in
Category
June 2010 June 2009 Share of Time
Social Networks 22.7% 15.8% 43%
Online Games 10.2% 9.3% 10%
E-mail 8.3% 11.5% -28%
Portals 4.4% 5.5% -19%
Search 3.5% 3.4% 1%
social behavior overtaking all web activity
and transforming many others

11. Social Network Use is Growing Among
the Workforce

12. Referrals Top the List of Job Finding
Resources

13. Most Effective Source of Hire
Most
Effec2ve
Source
of
Hire
Employee
referrals
and
networks
(both
personal
and
professional)
4.23
An
easy-­‐to-­‐use
and
engaging
company
career
portal
3.57
Social
networking
sites
(i.e
LinkedIn,
Facebook
or
Twi]er)
to
find
or
3.42
connect
with
interesEng
candidates
Least
Effec2ve
Source
of
Hire
Blogs
or
wikis
to
share
informaEon
about
your
company
2.40
Banner
ads
on
targeted
websites
2.40
Job
distribuEon
tools
2.39
Source:
Aberdeen
Group,
Strategic
Sourcing
EARLY
FINDINGS,
February
2012

14. 83%
use or plan to hire
46%
will invest more in social
through social networks media for hiring this year
#1
quality hiring source is
14%
will invest more in job
referrals boards this year
Jobvite
Social
RecruiEng
Survey
2010
social technologies are changing how
companies hire

15. it’s harder than ever to tell what works

16.
social sourcing and CRM applicant tracking and recruiting

17. Jobvite Helps You Meet Today’s
Recruiting Challenges
SOURCING AND REFERRALS
ON THE OPEN SOCIAL WEB
ON-DEMAND COLLABORATIVE
HIRING PROCESS
RECRUITING INTELLIGENCE AND
PERFORMANCE METRICS

18. What’s a Jobvite?

19. Jobvite Engages Employees to Power
Social Recruiting and Drive Referrals
If one recruiter has and 1000 employees have
500 contacts… 200 contacts each….
500
200,000

20. Unique Links and Automatic Tracking
Help You Measure Impact

21. Applicant Tracking for
the Social Web
Collaborative platform Targeted social recruiting Real-time recruiting
for applicant tracking and referrals intelligence
• Intuitive for everyone involved • Viral employee referrals • Source performance data
• Hiring manager self-service • Target contacts in social networks • Integrated recruiting metrics
• Robust process management • Track results • Real-time dashboards

22. Œ
Applicant Tracking
Nothing slips through the cracks with efficient,
responsive candidate management. Easily
search, screen and schedule.

Hiring Collaboration
Make a real difference in the
productivity of your whole
team with easy collaboration
every step of the way.
Ž
Recruiter CRM
Bring together leads from all
sourcing activities, then engage and
communicate with your talent pool.

23. 
Seamless Social Recruiting
The easiest way to get the word out.
Target and track talent across every
popular social platform in seconds.

Viral Employee Referrals
Get more high quality referrals by making it a
breeze for everyone in your company to refer
friends and contacts.
‘
Facebook App for Recruiting
Tap into the reach of Facebook by
automatically sharing open jobs at your
company with fans and friends.

24. ’
Branded Career Site
Convert visitors into candidates with an
engaging, social career site and inviting
application process.
“
Recruitment Marketing
One intuitive platform integrates all your job
promotion activities and metrics wherever they
are on the web.
”
Powerful Reporting and Analytics
Personalized dashboards give everyone
they need – real-time insights into what
works.

25. Sourcing on the Jobvite Platform:
Finding New People on Jobvite
Canvas hundreds of sites in one easy search
• Social networks: LinkedIn, Facebook, Twitter, Google+
• Hundreds of free and paid resume databases
Fresh results
• Your search agents constantly monitor the web to catch the new
resumes and profiles that are added constantly
Zero in on the best-fit talent for your jobs
• Sophisticated matching, ranking, filtering of results from all sources
• See how resumes from different sources compare
Fast follow up
• Add resumes and profile to the CRM with one click
• Conduct email campaigns promoting your jobs

26. Œ
Live, Social CRM 
Candidate Search
Ž
Social Recruiting & Referrals 
Real-Time Recruiting
Intelligence

27. Jobvite Results: Applications by Source Type
Other 15.8%
Notification
0.6%
Employee
Referral 6.9%
Agency 1.6%
Job Board
42.9%
CareerSite
32.1%

28. Jobvite Results: Hires by Source Type
Job Board 14.6%
Other 19.3%
Notification 0.4%
CareerSite 21.2%
Agency 4.6%
Employee Referral
39.9%

29. Apply-to-Hire Conversion by Source: Referrals!
8.00%
6.87%
7.00%
6.00%
5.00%
4.00%
3.38%
3.00%
2.00%
1.45%
1.00%
0.79%
0.70%
0.41%
0.00%
Job Board
CareerSite
Agency
Employee Notification
Other
Referral

30. Significant Returns for Jobvite Customers
in 3 years, TiVo grew
referral hires from 23% to
social 39%
after switch to Jobvite:
hiring process time
savings of
collaborative 15%
“helped us quickly reduce spend on
intelligent non-performing and costly sourcing
channels like job boards”

31. Increased Referral Hiring Higher Quality Candidates
with Jobvite with Jobvite Referrals
Referrals as source of hire Percent of applicants hired
33%
28% 10%
26%
1%
1 YR 2 YR 3 YR
all referral
average referral hire = 22% applicants applicants
Sample Savings 10,000 3% 300
hires x referral hire = additional
per year increase referral hires
300
referral x $3,000 = $900,000
hires savings per hire total savings

32. Recruiting Intelligence Provides Insights
to Drive Results – Quality, Cost, Speed

33. Jobvite: Quality, Cost, Speed
lower cost • reduce job board & agency spend
• tap social & employee networks
• target spend based-on what works
• easy-to-use for everyone
higher productivity • reduce administrative time
• shrink reporting time
• automated screening & tracking
better talent • identify strong candidates from known sources
• target & attract relevant passive talent
• improve candidate experience

34. consumer internet consumer products & retail
advertising & marketing health, sciences & education
technology finance & energy

35. the recruiting platform for
the social web

36. RECRUITING ON THE SOCIAL
WEB
David Lahey
VP, Customer Success

37. Value created for customers
actual average
Jobvite referral referral referral sample per 2011 total referral
customer hire rate hire rate upside hire savings hires hire savings
Company 1 73% 22% 51% $4,000 128 $261,120
Company 2 31% 22% 9% $4,000 571 $205,560
Company 3 50% 22% 28% $4,000 302 $338,240
Company 4 27% 22% 5% $4,000 2315 $463,000

38. Activation Overview – 4 Easy Steps
1 Kickoff 2 Configuration
• Target Go-Live Date • Account Settings
• Data Fields and Imports • Approval Workflow
• Career Site Survey • Candidate Workflow
• Jobvite Messaging • Evaluation Forms
• Employees and My Account • Offer Letters
3 Testing and Training 4 Go Live
• HR and Recruiter Training • Activate Career Site
• Test Drive • Update Job Links
• Video Library on Community • Invite Employees

39. Make It Easy for Employees to
Get Involved with Jobvite Publisher

40. Jobvite Your Network – a Viral Way to
Reach the Right Talent

41. Engage Employees in Referrals

42. Target Talent Directly by Matching
Contacts to Jobs

43. Engage Your Fans and Followers

45. Unique Links and Automatic Tracking
Help You Measure Impact

46. Case Study
Challenges Solution
• Growing company • Jobvite Hire for ATS
• Advanced hiring technology needed • Web 2.0 SaaS solution
• Decentralized offices • Centralized recruiting data
• Intense competition for talent • Full access to social media
Results
• Employee referrals have doubled
• Easier to achieve 10% growth
• Decreased use of agencies

47. Top
3
Trends
in
Employment
Screening
Bill Glenn, VP, Marketing & Alliances
TalentWise
February 28, 2012

48. Company
Overview
• Founded
in
2006
• HQ
in
Bothell,
WA
• 175
employees
and
growing
• Leader
in
Hiring
Process
Management
SoluEons
(HPM)
• Recognized
for
innovaEve
soluEons
and
award-­‐
winning
service
2/29/12 Property of TalentWise 48

49. TalentWise
+
Jobvite
Customers
2/29/12 Property of TalentWise 49

50. Trend
#
1
–
Social
Media
Screening
• 80
-­‐
90%
of
companies
use
social
networks
as
part
of
their
employment
screening
process*
• Growth
of
LinkedIn,
FB,
Twi]er,
Google+
130M
450M
462M
490M
845M
49M
*
Sources:
Jobvite
and
Reppler
2/29/12 Property of TalentWise 50

51. What’s
Not
Allowable?
Online
content
which
is
deemed
irrelevant
or
unallowable
• According
to
Title
VII,
the
ADA,
GINA,
and
ADEA,
protected
classes
include:
– age
– race/color
– sex
– naEonal
origin
– religion
– pregnancy
– disability
– geneEc
informaEon
2/29/12 Property of TalentWise 51

52. What
IS
allowable?
Relevant
and
allowable
online
content
NegaEve
PosiEve
• Illegal
behavior,
including
• ContribuEons
to
leading
illicit
drug
use
industry
blogs
and
sites
• PotenEally
violent
acEvity
• ParEcipaEon
in
volunteer
• Racist
or
discriminatory
or
philanthropic
groups
tendencies
• Improvements
to
• Corporate
image
corporate
image
disparage-­‐ment
• Sexually
explicit
material
2/29/12 Property of TalentWise 52

53. RecommendaEons
Embrace
social
media!
Seek
advice
Keep
detailed
records
Go
the
extra
mile
to
ensure
your
candidates
are
treated
fairly
2/29/12 Property of TalentWise 53

54. Trend
#
2
–
Employment
Eligibility
Compliance
Form I-9s E-Verify
2/29/12 Property of TalentWise 54

55. ImmigraEon
and
Customs
Enforcement
Trends
In
2009,
ICE
announced
a
new
strategy
focusing
on
worksite
enforcement,
with
drama2c
effects.
ICE Worksite Enforcement Trends ‘08 vs. ‘10
$6,956k
7000
6000
5000
4000 FY '08
2196
3000 FY '10
2000 503 $675k
1000
0
Notices of I-9 Inspections Final Order Fines Issued
Issued
Source:
DHS,
January
2011
-­‐
h]p://www.dhs.gov/ynews/tesEmony/tesEmony_1299767085496.shtm
2/29/12 Property of TalentWise 55

56. E-­‐Verify
Expansion
E-Verify Legislation - 2011
2/29/12 Property of TalentWise 56

57. Next
GeneraEon
Employment
Eligibility
Tools
Must
Have…
• Fully
compliant
electronic
signatures
• Centralized
I-­‐9
visibility
and
management
• Email
access
for
employees
and
employers
• Seamless
integraEon
with
E-­‐
Verify
• Enforce
compliance
through
simplificaEon
2/29/12 Property of TalentWise 57

58. Trend
#
3
-­‐
Background
Screening
IntegraEon
with
ATS
22%
of
companies
that
perform
background
screening
indicate
that
their
screening
soluEon
is
fully
integrated
with
their
ATS
22%
Source:
Aberdeen
Group,
2010
2/29/12 Property of TalentWise 58

59. Trend
#
3
-­‐
Background
Screening
IntegraEon
with
ATS
–
It
Works!
Source:
Aberdeen
Group,
2010
Success!
2/29/12 Property of TalentWise 59

60. Benefits
of
a
Fully
Integrated,
Turn-­‐
Key
SoluEon
PRE-POPULATED CANDIDATE INFO
• Single Sign-On
• Encrypted Transport
• Intuitive Interface
AUTOMATIC REPORT STATUS
Benefits:
ü Increase efficiency by eliminating duplicate data entry
ü Reduce risk by lowering the probability of manual data entry errors
ü Increase productivity by eliminating the need to work in multiple systems
ü Improve compliance by automating and tracking your hiring process from
end to end
2/29/12 Property of TalentWise 60

61. 2/29/12 Property of TalentWise 61

62.
Thank
you!
Bill
Glenn
www.talentwise.com
bglenn@talentwise.com
sales@talentwise.com
Twi]er:
@williamwglenn
1.877.893.1665
2/29/12 Property of TalentWise 62

63. Social Recruiting:
Talent Acquisition in 2015
Alex Putman
Director of Global Talent Acquisition
Case-Mate
February 28, 2012
@alexputman

64. Agenda
Mobile Recruiting
o Mobile Overview
o Mobile Apps
o QR codes
o Augmented Reality
Talent Communities
o Where are the candidates?
o What is a Talent Community?
o Build & Maintain Your Community!
Recruitment Marketing
o What is it?
o Targeted Strategies
o Branded Pages
o Pay Per Click
www.case-mate.com

65. What Do You Imagine?
“Imagination is more important than knowledge”
– Albert Einstein
What do you hope to accomplish from social
recruiting?
o Enhance the candidate experience?
o Build/Grow/Farm a Talent Community?
o Engagement?
o Find candidates?
www.case-mate.com

66. Mobile Recruiting
www.case-mate.com

67. Mobile Recruiting
Always on, always with us, always connected
In an average 1 week period ___% of mobile users will:
• 81% browse internet
• 77% use a search engine
• 48% watch a video
• 63% access a social network
• 39% use in bathroom
• 33% use while watching tv
• 70% use while in a store
• 74% make a buy decision based on info from smartphone
• 95% use to find local info
• 71% of mobile search is due to seeing an ad
• 42% people click on www.case-mate.com
mobile ads

68. Mobile Size
www.case-mate.com

69. Mobile Internet Growth

70. Mobile Use
www.case-mate.com

71. Mobile Phone Use Breakdown

72. Future of Mobile
• 91.4 million mobile internet users in US today.
• This will jump to 132.5 million / 41.5% percent of the U.S.
population by 2015, according to eMarketer
• CareerBuilder has seen more than a 270% increase in page
views on its mobile website, Android app, and iPhone app
from March 2010 to March 2011.
• CTIA-The Wireless Association projects that 270 MM US
residents use some sort of mobile device (89% of the total
population)
• A recent study conducted by Mobile Recruiting News reported
that 95% of Smart Phone owners would “consider job seeking
on their mobile.”
How can you prepare:
• Create an app
• Optimize your site for mobile
www.case-mate.com

73. Mobile Apps
www.case-mate.com

74. PepsiCo Case Study
At a glance, PepsiCo is focused on connecting and
engaging, beyond just a job search. Some of the
functionality of the “Possibilities” app include:
o PepsiCo Twitter feed
o Content for why, the people, the brands, FAQ’s, and
ways to connect with Recruiters.
o Scanning their brands with a stickybits partnership
o The Feeds from the lineup of PepsiCo blogs
o PepsiCo YouTube
o Geo-location job search functionality
www.case-mate.com

75. More Apps
19M monthly visit
15k monthly visits
www.case-mate.com

76. QR Codes
What is a QR Code?
2 dimensional barcodes that are easily scanned using any smart
phone. This code will then be converted into a piece of
(interactive) text and/or link
How can I use it in recruiting?
o Drive traffic to career portal
o Provide positive candidate experience
o Create memorable content
o Saves visits to mobile device
Looks expensive and technical?
Goo.gl
www.case-mate.com

77. Augmented Reality
What is Augmented Reality?
Why scan a code when we can scan objects, images, face, logos, etc.
in their natural form and then get redirected
Google Goggles http://www.google.com/mobile/goggles
• Scan a business card for easy input
• Scan logo’s for mobile information
LinkMeMobile http://www.linkmemobile.com
• Images instantly become hyperlinks, encouraging consumers to
interact.
MobiusWorld http://mobiusworld.me
• Facial recognition
www.case-mate.com

78. Talent Communities
Build a Community of Talent
www.case-mate.com

79. Where Are People “Socializing”
• Social Networks (Facebook, LinkedIn)
• RSS Feeds
• Aggregators (Indeed, SimplyHired)
• Virtual Worlds (SecondLife)
• Video (YouTube, Vimeo)
• Podcast (BlogTalkRadio.com)
• Blogs (WordPress, Blogger)
• Micro Blogs (Twitter, IM, Texting)
• Wiki’s
• Bookmarking (StumbleUpon, Digg)
• Location Based Social (Foursquare, FB Places)
www.case-mate.com

80. Talent Communities
Where do you get your best hires?
o Employee Referrals
o “little black book”
o Pipeline
o Passive Seekers
What is a Talent Community?
an environment consisting of people who can
share ideas for the purpose of career
networking or social recruiting of candidates
www.case-mate.com

81. Benefits of Talent Communities
• Easy to reach qualified candidates
• Candidates engaged to your business
• Less dependence on traditional job boards
• Less money spent on job advertisements
• Increased interaction with potential candidates
• Provide insight and clarity of your organization
• Better quality of applicants to job openings
• Creates a talent pipeline for future job openings
• Attracts passive candidates
www.case-mate.com

82. How to Build A Talent Community
Turn your “careers” page into a central hub for:
o Past (“alumni”) employees
o Company “fans”
o Leased employees
o Interested candidates
o Recruiters
o Hiring managers
o Current employees
Best Practices:
o Incorporate tools for communication and interaction to drive
conversations in your talent community.
o Provide an exclusive look into your organization, its employees
and the culture behind the company.
o Use video, multimedia, photos, testimonials
www.case-mate.com

83. Maintain Your Talent Community
When you start engaging candidates through a talent
community, it’s important to continue to provide value
on a regular basis.
Ways to do so:
o Send updates or an e-newsletter
o Providing “VIP” information on new job openings
and internship programs
o Create contests
o Provide information via blog posts
o Communicate and connect via social media.
www.case-mate.com

84. Recruitment Marketing
Yes, the Talent Department is a BRAND!
www.case-mate.com

85. Life @ Case-Mate

86. What is Recruitment Marketing?
Recruitment Marketing is attracting applicants to your brand
Attraction Via:
o Talent Communities
o Mobile campaigns
o Targeted postings
o Referrals
o Social Media
o Advertising
Remember: You are marketing your company
Talent Brand
Recruitment marketing is unique in that a company has the opportunity to
develop a sub-brand that encompasses employee lifestyle – what we call a
talent brand.

87. Where to Begin
• Clear understanding of your talent brand and what type
of candidates you would like to attract.
• Not everyone who is qualified for a position will be a
good fit for your company
• Once you know whom you want to attract, you can start
o Build out email campaigns
o Social job promotions
o Developing a community based career site that is geared toward
the type of applicants desired.

88. Organizational Involvement
Involve everyone in the company
TiVo
o sends a separate recruiting email twice a month to all
employees
o providing hiring updates
o interesting articles
o referral incentives.
o Each email includes a specific, personalized
message, usually a story or anecdote about a referral

89. Targeted Social Strategies
• Orbitz has developed a unique social recruiting strategy
based on targeting passive candidates.
• The company cultivates a number of leads through
o Social media
o Newsletters
o User groups
o Sourcing
o On-campus events at high schools and universities
worldwide

90. Social Recruiting ATS
• Social Recruiting Platform
• Facebook “Work With Us” app
• Develop social recruiting campaigns
• Interact on all major social platforms
• Everyone in company is a recruiter
• Sourcing tools: integrate paid, non paid and Boolean
search.
• Reporting
o What’s working, who is referring etc…

91. Branded Pages
www.case-mate.com

92. LinkedIn

93. Glassdoor
www.case-mate.com

94. Pay Per Click
www.case-mate.com

95. What is PPC?
• Pay Per Click is just like it sounds:
o Pay when your job is clicked
o “bid” on key words you want to use
o Choose by
o Location
o Age
o interest

96. Targeted PPC options
Almost
1
billion
users
140
million
users
72
million
unique
visitors
annually
660
million
unique
visitors
annually

97. Job Boards vs Aggregators
www.case-mate.com
* - comScore Media Metrix, August 2011

98. Contact
Alex
Putman
|
Director
of
Global
Talent
@
Case-­‐Mate
Alex.putman@case-mate.com
Twitter.com/alexputman
Linkedin.com/in/alexputman
www.socialTrex.com
www.case-­‐mate.com
www.case-mate.com

99. Credits
http://www.digby.com/mobile-industry-resources/mobile-industry-statistics
Jobvite’s 2011 Social Recruiting Report – www.jobvite.com
comScore Media Metrix, August 2011
www.case-mate.com

100. 5 Easy Steps to
Recruiting Analytics
Mike Nigro
Southeast Sales Manager

101. Metrics Help Us to:
• Track progress
• Set realistic goals
• Plan for the future

102. Good Metrics Tell a Story

103. Make Your Story Easy to Understand

104. Numbers Don’t Mean Anything…

105. Creating a Good Story
Measure the Right Things:
• Does everyone agree this is important?
• Is this metric for recruiters, hiring
managers or executive management?
• Is it easily compiled?
• Is it consistently accurate?

106. Most Frequently Measured Metrics
Time
to
Fill/Start
18%
Manager
SaEsfacEon
13%
First-­‐Year
Turnover
13%
Cost
Per
Hire
12%
Cndidate
SaEsfacEon
10%
Quality
of
Hire
8%
0%
2%
4%
6%
8%
10%
12%
14%
16%
18%
20%
Source:
RecruiEng
AnalyEcs:
5
Ways
to
Benchmark
Success

107. Maturity Over Time…

108. 5 Ways to Benchmark Success
1. Efficiency
2. Effectiveness
3. Marketing
4. Retention
5. Planning

109. 1. Efficiency
What metrics will help your recruiting
program become more efficient?
• Time to fill
• Cost per hire
• Hiring process/workflow
• Recruiter workload

110. 1. Efficiency
How can the metrics be used to improve the
efficiency of the program?
• Develop best practices.
• Outsource certain processes.
• Acquire new tools.

112. 2. Effectiveness
What metrics will help your recruiting to be
more effective?
• Time to promote
• Quality of candidates
• Hiring manager satisfaction
• Retention rate at 3 and 6 months

113. 2. Effectiveness
How can we increase recruiting
effectiveness?
• Use targeted keywords in job
descriptions.
• Increase hiring managers’ input.
• Focus on the best sources for
successful hires.

114. 60% of new jobs will require skills held by
20% of the population
Source:
American
Society
for
Training
&
Development

115. 3. Sourcing and Marketing
What will help your sourcing and
marketing efforts?
• Candidates per source
• Cost per hire by source
• Career site traffic
• Social recruiting

116. 3. Sourcing and Marketing
• Are we getting more quality candidates or
just more applications?
• Do we need to spend more or change
what we are spending on?
• Should we refine the sourcing process?
• Are referrals our number one source for
hires?

117. Best Outside Talent Comes from
Referrals, Sourcing and Social Networks
referrals 8.6
direct sourcing 8.2
social networks 7.8
corporate career site 7.0
3rd party recruiters or search firms 6.8
campus recruiting 6.4
job boards 6.1
search engine optimization 6.1
Source:
Jobvite
Social
RecruiEng
Survey
2011

118. 4. Retention
Does the recruiting process have a
positive impact on the business?
• Employee retention, engagement and
satisfaction
• Percent of employee referrals
• Employer brand ranking

119. 4. Retention
We know that hiring the right people is
important.
• Can we match candidates to jobs better?
• Hire better skill sets.
• Can we increase employee referrals?
• Develop a new job branding campaign.

120. 61% of Employees Are Actively Seeking
or Open to a New Job
Source:
Jobvite
Social
Job
Seeker
Survey
2011

121. 5. Planning
What metrics will help you plan for
recruiting success?
• Critical positions identified
• Hard-to-fill positions identified
• Percent of talent available vs needed
• Percent of successors named, trained and
ready

122. 5. Planning
What recruiting efforts are mission-
critical for our business?
• Define sourcers and manage their efforts.
• Build the bench strength in the CRM .
• Develop a formal succession management
process.
• Increase employee development.

123. New Jobs That Didn’t Exist Years Ago
iPad
Game
Developer
API
Plauorm
Manager
VirtualizaEon
Architect
User
Experience
Analyst
Mobile Applications Engineer
Online
Community
Managers
Search
Engine
OpEmizaEon
Specialist
iPhone Application Developer
Director
of
SEM
Poruolio
Strategy
Mobile Marketing Strategist
Social
Media
Manager
Android
Developer
Mobile
Sales
Engineer
Blogger
Social
Media
Strategist

124. Developments that Make Metrics Easy
1. Applicant Tracking Software
2. CRM Systems
3. Social Recruiting Tools
4. Cloud Technologies

125. The Recruiting Platform for the Social Web
Collaborative platform Social CRM
for applicant tracking and search
Social recruiting Recruiting
and referrals intelligence

126. Mike Nigro
Southeast Sales Manager
michael@jobvite.com @jobvite
Twitter: @mnigro1045 www.facebook.com/jobvite
Linked In: www.linkedin.com/in/jobvite
h]p://www.linkedin.com/in/mikenigro www.youtube.com/jobvite