We help you optimize and measure every aspect of your interactive recruitment strategy.

HRIS. ATS. What Are You Missing?

• Workflow & compliance • Applicant-centric • NOT a marketing engine • CONFINED analytics

YOUR ATS YOUR RMS

• Multi-channel • Engagement-centric • Analytics/benchmarking • EVERYTHING interactive

• Payroll/benefits • Employee performance • Post-employment focus • NOT about recruiting

YOUR HRIS

Recruitment Complexity & Incompatibility

Job boards

Job distributor

College, diversity

Recruiter contacts

Search engines

Mobile recruiting

Employee referrals

Job marketing

Recruiting campaigns

Job aggregators

Sourcing tools

CRM (passives)

Social pages

Recruiting events

Job feeds (RSS/XML)

Niche boards

Social apps Social API

integration

Career site

ATS system

Analytics

Recruit Better With Jobs2web

ATS system

Reporting & analytics

OFCCP

Search engines

Channels & platforms

Mobile

Social

Job/category marketing

Recruiting events

Branding & campaigns

Campus, military

Recruiting campaigns

Social pages

Social networks

Social CRM

Social apps

Social API integration

Job postings

Job publishing

Aggregators

Job feeds (RSS/XML)

Boards

Recruiter contacts

CRM (passives)

Talent community

Employee referrals

Sourcing tools

Career site

Optimize and Measure Your Interactive Recruitment Strategy

KNOW BETTER

• Visitor intelligence

• Keyword rankings

• Candidate demographics

• Social network monitoring

• Campaign tracking

• Source cost

• Source quality

• Benchmarking

FIND BETTER

SEO & mobile

craigslist

Job distribution

Social networks

ENGAGE BETTER

Candidate profiles

Talent pipeline

Email & RSS

Job marketing

Viral marketing

Social media

Job marketing

Career site

Web 2.0 job & strategy pages

Sourcing

Talent community

Career site services

Optimize and Measure Your Interactive Recruitment Strategy

Active & passive candidates

Apply now!

Your

applicant tracking system

We

b 2

.0 in

tera

ctiv

e s

ou

rce

s Recruitment marketing platform

Search engines

(SEO)

Aggregators (organic)

Talent community

Aggregators (sponsored)

Social media

networks

Niche job boards

Career site (widgets)

Search engines (SEM)

Major job boards P

ub

lish

er:

ext

en

d r

eac

h

Visitor to apply to hire By source By department By geography

Optimized landing pages

Recruiting Dashboard®

Talent community

Your jobs

Applicant status

Jobs2web analytics

Jobs2web

Recruitment Marketing Platform

Social Recruiting Facebook

LinkedIn

RSS feeds

Social sharing

Twitter Social APIs

Job Feeds & Postings Big boards

Niche boards

Social nets

Mobile apps

Aggregators Craigslist

Media Management

Strategy

Campaigns

Reporting

ATS/hire stats

Contracts

Feeds/LPs

Recruiting Dashboard®

Recruitment Marketing Platform

Talent Community

Passives

Apps/NCAs

Rec contacts

Job alerts

Mem alerts

CRM/APIs

Social net Tal pipeline

Mobile Recruiting Mobile

career site Mobile

campaigns

Mobile capture

SMS job alerts

Referral Recruiting

Employees Tracking

Social referrals

Alumni Internal mob

Viral

Career Site Host/design Job search

Talent community

Site updates

Analytics/use Social site

Talent Landing Pages

Keyword LP Campaign LP

Profile LP

Biz/brand LP

Event LP

Recruiter LP

Career Sites That Support Strategy

Find Better Engage Better Know Better

• Career site design • Enhanced job search tools • Social media integration • Search engine optimization • Total branding experience • Reduced click paths

• Enhanced job profiles • Passive candidate capture • Talent community • Social network contacts • Job alerts • Enhanced recruiter use • Higher conversion rates

• Real time visitor level traffic • Candidate behavior analysis • Total visibility to all sources • Apply chain measurement • Hard coded source tags • Enhanced reporting tools • Total CPC/CPH metrics

FIND

Multi-Channel

Market Jobs to Interactive Sources

Recruitment Marketing Platform

SEO sitemaps

XML feeds

Email alerts

RSS feeds

Pick & post

Widgets

Ad placement

J2W managed automated routing

Sponsorship Job Category Source

PREMIUM123 Engineering Dice

PREMIUM123 Engineering EngineerJobs.com

PREMIUM123 Engineering Indeed PPC

Search engines

(SEO)

Aggregators (organic)

Talent community

Aggregators (sponsored)

Social media

networks

Niche job boards

Career site (widgets)

Search engines (SEM)

Major job boards

Automate Recruitment Administrivia

Manual Marketing

Eats 80% of recruiter time

Get/review job

Post into ATS

Interview mgr for hot points

Definition Promotion Sourcing Facilitation

Post to Monster

Post to Craigslist

Email internally

Post to Twitter

Post on Facebook

Search/send on LinkedIn

Search/send in ATS to prev apps

Search/send to ZoomInfo

Search/send to personal contacts

Search/send to search engines

Search/send to niche boards

Review apps

Deal with bounces & spam

Forward goods to manager

Interview coord & prep

Post to CareerBuilder

Interview follow up

Declines, rejections

References & background

Offer prep & accept

Write blog article (or post on blog)

Post to FriendFeed

Search/send to Facebook

Search/send tweeple

Search/send to Facebook

The Recruiter Circus

Hiring managers

“Find me a great candidate”

Post to Monster

Post to craigslist Post to Twitter

Post on Facebook

Search/send in ATS to prev apps

Search/send to personal contacts

Search/send to search engines

Post to CareerBuilder

Post to FriendFeed

Candidates

Recruiter

Recruiter

Search/send to niche boards Search/send on

LinkedIn

Email internally

Optimize Reach & Recruiter Efficiency 1. Recruiters select job & sources: pick & post Recruiters/analysts post individual jobs to one or more sources (major job boards, niche sites) with j2w “return address”

Job Job Job

Job Job Job

Job Job Job

Job Job Job

Ad codes: Premium

2. Recruiters select job, not sources Recruiters indicate job for sponsorship (insert code in job description), publisher routes job to pre-determined sources

Job Job Job

Job Job Job

3. Automated routing no recruiter post needed Automated rules-based routing (matching job dimensions) to pre-approved sources based on client priorities & budget

Key Job Dimensions •Job dept or category •Business unit •Location/facility

Major job boards •Pay per post •Pay per slot

Niche boards/sites •Annual subscription •Pay per post •Pay per click

Job aggregators •Pay per click •Organic

Recruitment Marketing Platform

Pu

blish

er: sp

on

sore

d ch

ann

els

Distributed nightly

Distributed nightly

ATS

ATS

ATS

Updated nightly

Search Engine Optimization

• Over 1 million visitors per month

• No one else even comes close!

ENGAGE

Market

Add Marketing, Candidate Options to Jobs

Branded job pages

Single step to apply

Capture passives Social sharing

ATS or Evergreen job content

Capture passives

Market related jobs

Web 2.0 Interactive Strategy Pages

Dedicated landing pages

Job level marketing

Capture passives Social sharing

Integrated matching jobs

Sub filtering

Capture passives

Dramatically improved candidate experience

Social networks

Strategy Page Examples

Career Paths

Locations

Print

Business Units

Product/Service Lines

Events

Recruiters

Military

Diversity

Campus

Your Branded Interactive Recruiting Site

Capture passives

Market job categories

Keyword job search

Social networks

Geographic search

Emphasize key jobs

Jobs2web Deployment Flexibility

Parallel

Integrated

Hosted

ENGAGE

Build Talent Pipelines

Applicant Tracking Systems

Dynamic Talent Communities

The Strategy Shift

Filing Cabinet

• People/relationship focused • Ongoing applicant contact • Dynamic join/profile/update • Automated touch/apply/alert • Real-time reporting

• Requisition focused • 1 time use of applicants • Manual data entry/use • Manages apply process • Compliance reporting

Build Your Own Talent Communities

Better Talent Community Development

Search engines

Social networks

Referrals

Job boards

Sourcing, recruiting

Career site

Jobs2web site

Talent community ATS

Jobs

Private supply chain of talent

Job Alerts Per Week: 2.3 Million (Average)

0

500,000

1,000,000

1,500,000

2,000,000

2,500,000

3,000,000

3,500,000

Talent Community Impact

Leverage Social Networking

KNOW

Measurements

Recruitment Advertising Spend

Measurement: Holy Grail Of Job Marketing!

Strategic Framework

©2011 Jobs2web Inc. All rights reserved. Version 2.0.

Solutions

Solutions

Advanced Analytics

Social Network Recruiting

Recruiter 2.0 Profiles

Employee Referral

Marketing

Campus

OFCCP/Compliance

Recruitment Marketing Platform

Branded Site

Job Scrape

Keyword Search

Talent Landing Pages

Job Optimization

Talent Community

Email/RSS Marketing

ATS Configuration

Dashboard

Client Strategy Director/Manager team

Mobile Recruiting

Talent Community Marketing

*Coming Soon!

Job Publishing & Campaign

Management

Global Support

Events

Net Promoter Score And Client Retention

16% 32% 52%

0% 20% 40% 60% 80% 100%

Q. How likely are you to recommend jobs2web to a peer or

colleague with similar recruiting needs?

0 to 6 7 to 8 9 to 10

Detractors Promoters

Promoters (52%) - Detractors (16%) = NPS = 36% Overall

Long -term customers (3 years or more)

NPS = 50%

Steadily rising trend • Feb 09: NPS = 12.6 • Apr 10: NPS = 22.6 • Apr 11: NPS = 36.0

ENGAGE BETTER

Time-to-fill

Headhunter fees

25 - 50%

10 - 20%

Helping You Recruit Better

KNOW BETTER

Qualified applicants

Advertising budget

2X

3X

Emerging sources

Recruiter time

10 - 20%

20%

Value Creation

Strategic Marketing Plan (SMP) Approach

1. Client discovery/

input

2. Confirm objectives

3. Build strategy/

tactical plan 4. Measure

5. Optimize

What are your unique challenges? • 4 Ps • Strategic business plan/critical pipeline initiatives • Market baseline: Google Analytics, cube data

What are your business and hiring objectives? • Situational assessment • Critical hiring areas

and markets • Critical audience

segments: Hourly, campus, military, referrals, alums

• Key strategic initiatives • Demand planning

objectives

What’s the plan and how will we measure it? • Grounded in solutions

architecture, best practices • Client benchmarks • Custom tactical plan • Lock on KPIs

Is it working? • Monthly KPI review, trends

by hiring area, segment, market

• Monthly KPI benchmarking across the cube: By segment, industry

What can we do to improve? • Weekly tuning and

monthly optimization • Monthly plan

optimization (grounded in analytics KPI trends, benchmarks)

Headquartered in Minnetonka, MN in 15,000 foot facility with nearly 100 committed people that do:

• Research & development

• Marketing & sales

• Implementation & support

• Account management

• Finance & operations

• Proven leadership team

Jobs2web Background

2010 • Staff and facility expansion • Job publishing and analytics • First annual user conference

2009 • Career site services launch • Top HR product award • Introduced advanced analytics

2008 • Client Advisory Board • Introduced recruiting dashboard • Leveraged social networking

2007 • Extended industry partners • 30 clients 2006

• Recruiting platform introduced • SEO leadership • First clients - Xerox, Merck

2005 • R&D core technology • HotGigs staffing exchange

2011 • Awarded TRUSTe Privacy Seal • Compliant with US - EU

Safe Harbor & US -Swiss Safe Harbor Frameworks

OPTION 1

Key Evaluation Steps

Key steps Output Involvement

Participants identified Prospect lead, key stakeholders and executive decision makers identified

Usually a 15 to 30 minute phone conversation

Executive discovery session Purpose, payback, players, process mutual qualification completed sequence of events defined

Online organization input and ROI survey that takes about 20 minutes About a 1 hour information gathering phone session done minimally with the executive

Requirements gathering Input survey Requirements gathered

Online organization input survey which takes about 15 minutes About a 1 hour information gathering phone session with each key stakeholder

Situational assessment overview

Requirements summary presentation 60-90 minute session – generally a webcast Audience usually includes all parties

Recommendations deep dive

Custom recommendations based on situational assessment Pre-proposal review ROI projection

4-8 hour detailed recommendations face-to-face session with output examples, heavy interaction, Q&A

Formal proposal

Proposal Supporting contracts

Revised proposal based on prospect feedback done either webcast or face-to-face

Agreements executed

Interactive recruitment partnership Generally done via phone

Questions?

Thank you!