1.From Recruitment 1.0 toRecruitment 2.0 Olivier De Doncker PR Manager Emakina

2. Introduction

Welcome to the new digital ecosystem

The media landscape is more fragmented than ever before

Explosion of channels (web, blogs, RSS, instant messaging )

Boom of connected devices (iPhone, video games)

The consumer is now always-on, immersed in a digital pool growing every day

Hes now in control of communication and trusts more his friends and relatives than traditional advertising when it comes to decision purchase

3. Introduction

This new behaviour influences the recruitment sector

Job portals still lead the way but they see the rise of new niche actors (Xpertize, Moovement)

They also face the threat of B2B social networks like LinkedIn, Viadeo, Xing and many others

User-generated content impacts the reputation of your company and its attractiveness as work place

Recruitment is getting more social to track talent and attract the right profiles

Just like in many other sectors, Internet generates disintermediation effects: companies can bypass professionals to find people they need

4.

Job Portals

5. Case: Monster user-centered Relevance of navigation-tabs Direct access Personalized account Value-added services

Poll

insights

content

return-visits

6. Case: Monster

Focus on user experience

Basic functionalities of the website

• Job Search: per country, region, type of job, sector, company, etc

• Keywords search

• Featured job positions

Advanced functionalities

• Creation of a user account (profile + 5 different CVs and letters of motivation)

• Definition of several job-alerts:

• • e.g. all offers in the insurances sector in Brussels

• Consultation of profile statistics (how much employers looked at my CV?)

Value-adding functionalities

• Career center: advice on how to optimize your CV and/or letter of motivation, how to survive an application inter view, how to negotiate your salary, etc

• Career talk: online chat with the recruiters

7.

Corporate Websites

8. Case : Procter & GambleQuick-access for new candidates Quick-access for returning candidates Appealing intro-movie Testimonials Key-values of the company AND the brand Brand portfolio RepeatingCall-to-action Transparency on the process Convincing copy Positioned as an advice center instead of a job-site 9. Case : Procter & Gamble

The applicant is considered as a consumer

Assisting in the quest for a job through transparency

How does recruiting work at P&G? We want you to know what to expect, and when or how to expect it. This information is common throughout P&G globally.

Putting forward the company values (mixed with the brand promise)

P&G's purpose is to improve the everyday lives of the world's consumers.

Offering employee video-testimonials

Real people share stories about their careers at P&G

10.

Niche Players

11. Case : Les Jeudis Specialized job boardin jobs for IT and engineering 12. 13. Case : Keljob (job aggregator) 14. Case : Moovement 15. 16.

E-Recruitment

Campaigns

17. LOral : E-Recruitment Campaign On the mini-site for students, theres a link to participate in the challenging business game 18. LOral : E-Recruitment Campaign LOral e-Strat Challenge lets students be the CEO of a world class leader in cosmetics.The reality simulation opposes the students tolife-like situations lOral managers are in. 19. Castorama : Career Chat During 1 hour, 600 people were connected and 118 questions were asked. In the end, 150 CVs were deposed on the site. 20.

Revenue-sharing

Platforms

21. Concept

Build a network of (professional) relations

For the candidates: a platform to find a job or internship

For entrepreneurs: a platform to find clients and/orpartners

For companies: a platform to find (information on) candidates

For ALL: a platform to enhance visibility

22. Revenue Sharing : Jobmeeters.fr Revenue-share for the person who recommended the candidate The model is based on the fact that mostly friends and family are the first to know when somebody is looking for a(nother) job. This business model is quite successful and offers good quality CVs 23. Revenue Sharing : Xpertize 24.

Career Blogs

25. The Concept

Sell your talent with your blog

Individuals make a website on their professional background, interests

CV is visible and downloadable

There are recommendations, remarks from former employers

Links to own or preferred publications, magazines they read

Description of desired function and expectations

26. Carrer Blogs Candidate presentation in full sentences CV Profile, references, experience, publications, interests, ... Recommendmy blog 27.

Social Networks

28. The Concept

The new kids on the block

Still a fragmented market with global and local players

Quest for the largest database > very difficult to find reliable figures

Publish your profile, connect with other professionals and get recommendation

New playground for HRs and head hunters to know the who-does-what inside a company

Benefit for users: find your next job, attract new colleagues and detect opportunities through your network of trusted professionals

29. 30. 31. 32. 33. 34.

Conclusions

35. From Push To Pull General Job Board HR website Specialised Job Board Aggregator E-Recruitment Campaigns Social NetworksNew Generation Of E-Recruitment Traditional Model candidates approach the HR service providers Emerging Trend Companies start looking pro-actively on platforms where professionals are present Initial Generation of Job-Sites Linkedln, Xpertize Reality Games: Challenge Activation (LOral E-Strat), Career Chats (Castorama) Les Jeudis,Moovement, Keljob.com, Monster, Vacature,jobads sections on Corporate websites 36. Conclusions Online Recruitment 1.0 Online Recruitment 2.0 Monopoly of a few big sites Closed/Paid databases of CVs Value: page views Micro sites/Communities Semi-protected databases Value: updated CVs Subscriptions & E-mail alerts One search engineper site Text based info Scroll-down menus Channel: website RSS flow into the personalized page One meta search engine Text + audio + video + Tags & tag clouds Multichannel: RSS, podcast,Mobile, TV, Classical CV Passive candidate Passive recruiter Career blogs Active candidates & recruiters (blogs, networks, career games) 37. Thank you!Any question?