- 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.
5. Case: Monster user-centered Relevance of navigation-tabs
Direct access Personalized account Value-added services
6. Case: Monster
- Basic functionalities of the website
-
- Job Search: per country, region, type of job, sector, company,
etc
-
- 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.
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.
11. Case : Les Jeudis Specialized job boardin jobs for IT and
engineering 12. 13. Case : Keljob (job aggregator) 14. Case :
Moovement 15. 16.
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.
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.
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.
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.
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?