If you can't read please download the document
Upload
emakina
View
6.633
Download
1
Tags:
Embed Size (px)
DESCRIPTION
From Recruitment 1.0 to Recruitment 2.0
Citation preview
2. Introduction
3. Introduction
4.
5. Case: Monster user-centered Relevance of navigation-tabs Direct access Personalized account Value-added services
6. Case: Monster
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
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
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
26. Carrer Blogs Candidate presentation in full sentences CV Profile, references, experience, publications, interests, ... Recommendmy blog 27.
28. The Concept
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?