Insights of A Recruiting Executive Tony Pentangelo Chief Operating Officer Parallon Workforce Management Solutions Thank you for allowing me to share my thoughts and experiences Presentation: Overview of what we do online Discussion of Major, Niche sites and Social Media Description of some things that are important to me going forward

Strong On-Line Presence Job Boards Monster CareerBuilder Aggregators Indeed Search Engines Google SEM SEO Niche Sites Healthecareers Allhealthcarejobs Absolutelyhealthcare Beyond.com TheLadders Social Media Facebook LinkedIn Diverse On-line strategy Goal is to be present in all facets of on-line recruitment Work with both major and niche job sites Combination of posting, slots, SEO, social networking and CAN

What is the buzz? Buzz in the press that job postings are dead Social Media now the darling of the press

What Influences My Decisions My Marketing Manager Understands the goals, challenges, roadblocks and budget My Ad Agency's Interactive Team They provide the context, ideas and act as a buffer My Analytics System Tells me media performances My Experience I have negotiated job board contracts for years Press doesn’t influence our spend. We look to: Scott Michael Experience

What Does Not Influence My Decisions HR Blogger Community Many have self serving interests Speakers at Conferences Often self-serving and their challenges aren’t necessarily mine Job Board Sales People Representatives interest to grow their business Recruiters that are Detached from the Big Picture Their interests often diverge with the overall strategy Bloggers have their own agenda and it is never to compliment a job board. It’s never sexy for a speaker to discuss how they made a hire using the monster resume database. You can make 500 hires from a resume database, they will want to discuss the 1 hire they made from a tweet. I find very often that the speakers that are discussing a certain vendor are smaller companies that don’t have robust strategies or large volume hiring needs. Tony has plenty of his own experiences with job board salespeople. Recruiters often engage with what is easiest and they are most familiar with and miss out on the best tools.

How We Engage…

Majors Who How Postings/Slots Power Resume Licenses Targeted Branding CAN E-mail Slots is the only reason we considered monster CAN is contextual advertising. This is a differentiator for healthcare as it gives a boost to job postings from outside sources. This is a high quality boost. Notes for tony: (Contextual advertising is the ability to take a posting, bundle it into a banner ad and serve it up outside of monster. When the user clicks on the banner they are brought directly to the job. Great for those that do not go to a job board. Power resume license uses that same contextual engine. It means users don’t have to use “boolean searches” some recruiters really like it, others are so trained on boolean that it gets in the way. ) Job Boards

Strengths - Majors Traffic Technology Tools Media Financial Backing Slots ----- Meeting Notes (8/30/11 10:04) -----

Challenges - Majors Pushing Against the Wind Aggregators Sales Rep Feedback Inexperience shows Rep quota’s are not a client’s concern Policies towards agencies may negatively affect engagement Combative client service reputation Selling the Same Candidate (commodity product) Contacts Not Real-time There is definitely a feeling that the major boards are getting dangerously close to being in a similar position to the newspapers. That is clear. There are so many options out there that we don’t need to go “all jobs” anymore. You are all doing your best to combat that and we understand but at the same time, this needs to be considered during negotiations. You can’t be surprised when a client feels this way.

Niche Who How Slots Resume Search Targeted E-mails Niche Sites Dice is the largest niche site consortium in our business. Niche Sites

Strengths - Niche Focused Traffic Strong Performance in Specialties Slots Cost Effective Trusted Organizations

Challenges - Niche Traffic Limitations Technical Limitations Gaps in Offerings Selling the Same Candidate (commodity product) Focus on Clients over Jobseekers Financial Instability Limited Reporting Capability

Aggregators Who How Slots Campaigns Local Targeted Aggregators Indeed Simplyhired Juju Topusajobs Glassdoor Grab all jobs from our site. We sponsor only the jobs we want. When jobs are sponsored, they are moved to the top of the site. Aggregators

Strengths - Aggregators Easy Massive Traffic Volume Pay for Performance Campaign Flexibility Focused

Challenges - Aggregators Limited Clinical Traffic Gaps in Offerings Extremely Competitive Landscape

Social Media What we use Why? Branding Presence Recruiter Access Job Slots E-mails Targeted Advertising While there is a huge buzz about linkedin, we see a discrepancy about how many companies are signing up for enterprise access vs the $50/mo access,, etc. Social Media

Online Recruitment Advertising Direct Response Job Postings and Resume Sourcing Branding and Community Development Social Media This need will never disappear As a mass poster, direct response is and will always be critical. A branding campaign will never give us the firehouse of apps that we need. It helps to support it but the direct response will always be number one.

Future Needs Partnership Approach Demonstrated ROI Enhanced Analytics and Reporting Targeted Recruitment Approach Access to Passive Candidates

In Closing We Value What You Bring to Our Teams We See Past the Headlines and the Buzz Sharpen Your Pencil-Budgets Shifting to Other Media Work Within Organizational Structure Don’t Over Sell

Questions? IAEWS