From Recruitment 1.0 to Recruitment 2.0

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

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

11. Case : Les Jeudis Specialized job board in jobs for IT and engineering

13. Case : Keljob (job aggregator)

14. Case : Moovement

17. L’Oréal : E-Recruitment Campaign On the mini-site for students, there’s a link to participate in the challenging business game

18. L’Oréal : E-Recruitment Campaign L’Oréal e-Strat Challenge lets students be the CEO of a world class leader in cosmetics. The reality simulation opposes the students to life-like situations l’Oréal managers are in.

19. Castorama : Career Chat During 1 hour, 600 people were connected and 118 questions were asked. In the end, 150 CV’s were deposed on the site.

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 CV’s

23. Revenue Sharing : Xpertize

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

35. From Push To Pull General Job Board HR website Specialised Job Board Aggregator E-Recruitment Campaigns Social Networks New 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 (L’Oréal 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 CV’s Value: page views Micro sites/Communities Semi-protected databases Value: updated CV’s Subscriptions & E-mail alerts One search engine per 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?