How Companies Use the Web to Find Employees & How to Make Sure They Find You How Companies Use the Web to Find Employees & How to Make Sure They Find You

Copyright © 2012 Avature. All Rights Reserved.  15+ years in Talent Acquisition space - Recruiter/Sourcer - Vendor Selection Consultant - Software Sales/Consultant  New Lenox resident since 1997  Married with 3 kids - Caley – 2009 Lincoln Way Central graduate – 2013 University of Wisconsin – Madison graduate - Connor – 2013 Lincoln Way West graduate - Kara – 2016 Lincoln Way West graduate  Head Coach – American Legion Post 1977 Baseball Club for last 3 years  Avid golfer and long suffering Cubs fan. BIO CHRIS HOGAN

Copyright © 2012 Avature. All Rights Reserved. Representative Client List

Copyright © 2012 Avature. All Rights Reserved.  Human Resources – umbrella term that cover all things dealing with people pre and post hire.  Talent Acquisition – functional group of people charged with identifying and managing qualified people for all the positions within a company. This could be internal employees or external candidates.  Recruiting – typically refers to the group of people responsible for the process of filling open positions. Functional Roles with a Company  Sourcer – somebody whose sole responsibility is generating resumes/profiles.  Recruiter – responsible for the relationships and the process of moving candidates through a hiring process  Hiring Manager– responsible for the final decision of hire DEFINITIONS FOR TONIGHT WHO IS LOOKING FOR YOU??

Copyright © 2012 Avature. All Rights Reserved.  US Bureau of Labor Statistics – over 3.5 million current open jobs in US today  Over 75,000 posted jobs within 75 miles of  Job board postings have declined by over 60% in the last 4 years.  Social Media investment is growing  Talent Acquisition is spending billions of dollars in technology and marketing strategies to fill open jobs, and more importantly their Talent Pipelines JOB MARKET OBSERVATIONS

Copyright © 2012 Avature. All Rights Reserved.  Enormous pool of “unqualified candidates”  Growing list of Sources from which they need to recruit from.  Pressure from management to provide top talent “on demand”  Compliance and regulations  Technology needed to support strategy and compliance.  Finding people is becoming complicated and time consuming. LOOKING BEHIND THE “ENEMY LINES” What is keeping Hiring Manager and Recruiters up at night??

Copyright © 2012 Avature. All Rights Reserved. Talent Acquisition tends to trust certain sources over others #1. Employee Referrals (current and alumni) # 2. Passively Sourced #3. Agency referrals #4. Career Site (Talent Community) #5. Social Media #6. Events (college recruitment, job fairs, etc.) #7. 3 rd party job board postings (Monster, Indeed, Careerbuilder,etc.) #8. Walk in or unsolicited submittals Talent Acquisition Strategies Where are they finding the talent??

Copyright © 2012 Avature. All Rights Reserved.  Remember that job posting is declining every year  Source of Hire is wildly inaccurate  You’ll be thrown in a pool with hundreds (if not more) of other candidates  Technology will most likely be the 1 st screening of your resume. EXTERNAL HIRES STUDY Job Posting Numbers

Copyright © 2012 Avature. All Rights Reserved.  Clean up your resume, you’ll eventually need it.  Clean up/create your online profile, you definitely need it.  Research the companies you’d like to work for….pick your own Top Ten list.  Build a communications strategy, including templates.  Track your activity and results.  Get social.  Network, network, network. THE JOB SEEKER STRATEGY Just like investing, you should diversify

Copyright © 2012 Avature. All Rights Reserved.  LinkedIn’s Search Algorithm likes connections and profile completeness.  Keywords in certain sections rank higher.  Using all fields/options available to you will give you an extra advantage.  Keywords in the “Advice for Contacting So-And- So” section don’t rank at all.  Using a variety of keywords that mean the same thing will help you be found.  Search Trends can show you the effectiveness of your search strategies. LinkedIn THE must-have online profile – HOW TO GET FOUND!!

Copyright © 2012 Avature. All Rights Reserved.  Identifying the top companies that you’d like to work for ….inside your industry experience/expertise, or not.  Research; corporate website, LinkedIn, Twitter, blogs, articles  Try to connect; Talent Community, job application, LinkedIn connection, Twitter follow, comment on blog/article.  Track results and activity. Set Calendar follow ups. Your Corporate Top ten list You found them, now let them find you!!

Copyright © 2012 Avature. All Rights Reserved. Find those agencies that specialize in your discipline. Don’t “blanket the market”. Choose a few that appeal to you. YOU interview them. Agencies Online and “brick and mortar”. Be prepared. Events Open a Twitter account, join LinkedIn Groups. Edit and clean up your online social accounts (especially Facebook). Have someone search for you, report results. Social Job seeker strategies that need to be deployed as well. Diversify your online profile

Avature Contact Information Chris Hogan, VP of Sales Skype: chrishogan8