The 'black hole’, brand, and the job board business. IAEWS Conference | San Diego | March 27, 2012

How candidates feel.

And now they can vent.

ERE is tomorrow. We’re the IAEWS. So what?

Employer ‘brand management’ is the next big thing in the job board business. Don’t think so. Check out:

New research. StartWire Job Seeker Survey Date: December 2011 Respondents: Active Job Seekers Size: 2,200 Candidate Experience Award Survey Date: Summer 2011 Size: 11,000

Key Finding #1 “9 out of 10 job seekers are significantly more likely to apply for a job if they know they will get a response.” Close to 70% of employers provide status updates through their ATS. Simply designating employers that provide updates via their ATS on the posting dramatically increases click and apply rates.

Key Finding #2 “Job seekers feel ‘significantly better’ if they receive a clear explanation of the application process and an expectation of when they will be contacted.” Simple, easy-to-develop ‘boilerplate’ that explains a companies recruiting process, historic time-to-fill, and initial contact expectations for a successful candidates can be linked to each posting.

Key Finding #3 “91% of job seekers report following-up on their applications by phone, email, or both.” Promote a ‘follow-up’ protocol…even if it’s automated…to focus job seeker activity.

You will be a hero. $8,720,000 in estimated lost revenue. Midsize retailer | 5,000 annual hires.

John saw it coming…10 years ago. Jobs will become ubiquitous. Employers will only be able to influence…rather than control their brand. Recruiting will become a strategic asset (if done well) or a measurable business liability (if done poorly). In the final analysis, brand will be the driver of cost-per-hire and and quality of hire.