The New Era of Recruiting: Technology and the Disruption of the Status Quo Susan Vitale Chief Marketing Officer iCIMS Susan.Vitale@iCIMS.com 800.449.4422 x8094

AGENDA The New Era of Talent Acquisition New Strategies for Recruiting How Technology Helps Tips for Successful Implementation Q&A

TALENT ACQUISITION IS BECOMING A BIGGER PRIORITY One of the top priorities of CEOs is But when is comes to technologies to hire great people, 61% of these CEOs don’t know where to start… Hiring Great People Source: PwC 17th Annual Global CEO Survey 2014

TALENT ACQUISITION IS BECOMING MORE COMPLEX Recruitment Marketing Talent Pools Mobile Optimization Employment Brand Big Data Passive Candidates Social Employee Referrals Company Culture Video Screening Social Recruiting

JOB SEEKER BEHAVIOR HAS EVOLVED of job seekers are likely to use social media in their job searches.1 79% of job seekers report they’re likely to use mobile devices during their job searches.2 89% of candidates say video helps them stand out in the application process.3 42% 1. Glassdoor, 2013. 2. Glassdoor, 2014. 3. iCIMS Candidate Experience Playbook

RECRUITING IS LIKE MARKETING Recruiters now rely on marketing techniques & displaying a strong employment brand to improve talent acquisition. 76% of job seekers say company culture is important to their job search Source: iCIMS Hire Expectations Institute Proprietary Research

RECRUITING IS LIKE MARKETING 56% of job seekers spend 1-4 hours researching a company and specific job opportunity prior to applying Most Valuable Resources to Job Seekers Source: Talent Board

BUILDING A TALENT PIPELINE 64% of candidates would consider joining a talent pool/ community to receive company updates Only 11% of recruiters use recruitment marketing automation tools Source: iCIMS Hire Expectations Institute

TALENT POOLS Insights from the iCIMS customer base: 1 in 10 passive candidates apply to a job Most common skills recruiters search for: customer relations, communications skills, sales. Currently more than 2 million people are in talent pools The healthcare and retail industries represent nearly 50% of all passive job interest Most popular talent pools: Customer Service (72,000 candidates) Information Technology (55,000 candidates) Marketing (38,000 candidates) Human Resources (30,000 candidates)

CASE STUDY “We are a growing company experiencing mass hiring and specialized hiring. By building talent pools we are able to improve time-to-fill by 50%.” - Chris McMahon, Global Director of Talent Acquisition Employees: 5,000+ Industry: Business Services Vistaprint utilizes a recruitment marketing automation tool to collect information from passive candidates. Candidates are organized by function such as technology, marketing, general and administrative, and manufacturing. They have a team dedicated to monitor and engage with passive candidates through creative marketing campaigns.

EMAIL CAMPAIGN SAMPLES

LEARN FROM SOCIAL, MOBILE, & VIDEO INSIGHTS

MOBILE CAPABILITIES Recruiter Hiring Manager Candidate Mobile capabilities improve time-to-hire by 9%** The average resume spends 37% of the hiring process in hiring manager review – mobile can speed this up* 75% increase in mobile usage among active candidates in 2014* Source: * iCIMS Proprietary Research ** The Aberdeen Group

VIDEO CAPABILITIES 75% of companies are currently using real-time video platforms 50% use video interviews to narrow the candidate pool Source: Futurestep

SOCIAL RECRUITING Insights from the iCIMS platform data: More than 100k people apply for jobs using their social profiles per week Currently, LinkedIn is driving the most to career sites with over 2 million hits per week Glassdoor is the second highest driver with more than 500k hits Recruiters post 51% of all jobs to Twitter, but only 1% of candidates are searching on Twitter for jobs

CASE STUDY “Social media has been key to our talent acquisition efforts – it has become one of our primary drivers of traffic to our jobs.” - Manager of Talent Acquisition Employees: 15,000+ Industry: Leisure Corporate HQ: Wyomissing, PA Penn National Gaming uses automated social job posting tool that gives them instant access to more than 300 social sites. Ability to reinforce their employment brand with images, video, and links featured in social posts. Access to analytics and reporting features to monitor effectiveness. They can facilitate social recruiting without having to rely on their marketing team.

TALENT ACQUISITION SUITE USE AN INTEGRATED TALENT ACQUISITION SUITE Strong application programming interfaces (APIs) are key

TALENT ACQUISITION SUITE USE AN INTEGRATED TALENT ACQUISITION SUITE Companies that use a full talent acquisition suite improved their time to hire by almost three times (6.8% vs. 2.3%), year-over-year, compared to those that have disparate recruiting and hiring functions.* Source: Aberdeen Group

Human Capital Management SEAMLESS INTEGRATION Talent Acquisition Job Advertising Job Matching Assessments Human Capital Management Background Screening Payroll

THE RIGHT TALENT ACQUISITION TECHNOLOGY MATTERS ATS Usage by Type Unfortunately, while approximately 66% of organizations surveyed state that they are using some type of ATS, 64% of respondents are not completely satisfied with the features and functionality provided by their ERP or HRIS ATS module. Standalone ATS 34% 34% 22% 66% 44% HRIS/HCM with ATS Homegrown ATS No ATS ATS Vendor Source: iCIMS Hire Expectations Institute Proprietary Research

WHAT TO LOOK FOR IN TECHNOLOGY: SOLUTION-BASED FEATURES GOAL SOLUTION Automated Screening - Screening Questions - Video Screening Tools Improve Quality of Hire Recruitment Marketing Automation - Build Talent Pools - Candidate Relationship Management (CRM) Close Hard-to-Fill Positions Reduce Paper & Mailing Costs Electronic Forms Standardize the Recruitment Process Configurable Candidate Management Workflows - Mobile-optimized Career Portals - Simple Application Process with Social Media Profiles - Recruitment Marketing Improve the Candidate Experience/ Increase Number of Applicants

WHAT TO LOOK FOR IN TECHNOLOGY: CORE FUNCTIONALITY Recruitment Marketing Automation Applicant Tracking System Onboarding Mobile-Optimized Social Connect Portal Job Management New Hire Onboarding Portals Email Campaign Management & Reporting Communication Management Tools New Hire Categories Talent Pools Mobile-Optimized Career Portals File Library Easy Imports Social Apply & Resume Automated Email Notification & Reminders Mobile Kiosks Review Applicants Reporting & Metrics Searching & Reporting Tools to Attract Tools to Screen Job Board Posting Social Job Distribution Career Site SEO I9 & E-Verify Software Video Screening

THE EVALUATION PROCESS: KEY STAKEHOLDERS Your Boss Senior Executives Potential Users IT Department Hiring Managers Procurement What information would this person find most important? What impact would this have on his or her day-to-day? What are the potential objections to change?

THE EVALUATION PROCESS: QUESTIONS TO ASK Is the software intuitive and easy to use? Can I have access to click around myself? What features are available for hiring managers and/or agencies? Can I see a sample view? Describe the candidate experience: Is it easy for candidates to search and apply for open jobs? Can they use their LinkedIn, Facebook, and Google+ profile? Can they apply through a mobile device? Is every field, including standard and custom, searchable and reportable? Can you demonstrate that for me? Will the software integrate with my existing vendors, including background check providers, assessment providers, HRIS, and payroll system?

IMPLEMENTATION GUIDELINES: DOS AND DON’TS Single Point-of-Contact (SPOC) with strong familiarity of the company’s internal hiring processes and relevant documentation. Generally, the more people involved, the longer it can take to complete a task. The SPOC should have a backup contact in case the SPOC is out for an extended period of time. Trying to rush the project can cause time-consuming mistakes. “Set a realistic schedule that’s well documented and defined.” – Pierpoint International The SPOC and the vendor should work closely together to provide training documents and materials. “Think about change-management.” – General Dynamics Advanced Information Systems

iCIMS CUSTOMERS FINDING TALENT ACQUISITION SUCCESS

IN SUMMARY Utilize recruitment marketing techniques Create a talent pipeline Look into strong integrations Leverage the latest technologies like social, mobile, and video Identify the right technology solution to address your recruiting needs

iCIMS TALENT ACQUISITION SUITE iCIMS Connect A recruitment marketing automation tool that gives you everything you need to build your talent pool and connect with potential candidates. iCIMS Onboard An onboarding platform that automates the transition of candidates to productive new hires. iCIMS Recruit A robust applicant tracking system (ATS) that enables you to find, filter, and recruit quality hires.

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QUESTIONS? Susan Vitale Chief Marketing Officer iCIMS Susan.Vitale@iCIMS.com 800.449.4422 x8094