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

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

3. 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

4. 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

5. 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, Glassdoor, iCIMS Candidate Experience Playbook

6. 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

7. 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

8. 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

9. 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)

10. 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.

11. EMAIL CAMPAIGN SAMPLES

12. LEARN FROM SOCIAL, MOBILE,
& VIDEO INSIGHTS

13. 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

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

15. 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

16. 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.

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

18. 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

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

20. 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

21. 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

22. 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
Campaign
Management & Reporting
Communication Management Tools
New Hire Categories
Talent Pools
Mobile-Optimized Career Portals
File Library
Easy Imports
Social Apply & Resume
Automated 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

23. 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?

24. 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?

25. 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

26. iCIMS CUSTOMERS FINDING TALENT ACQUISITION SUCCESS

27. 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

28. 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.

29. CHECK US OUT

30. QUESTIONS? Susan Vitale Chief Marketing Officer iCIMS
x8094