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Published byRandolph Boone Modified over 6 years ago
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The 'black hole’, brand, and the job board business.
IAEWS Conference | San Diego | March 27, 2012
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How candidates feel.
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And now they can vent.
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ERE is tomorrow. We’re the IAEWS. So what?
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Employer ‘brand management’ is the next big thing in the job board business. Don’t think so. Check out:
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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
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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.
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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.
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Key Finding #3 “91% of job seekers report following-up on their applications by phone, , or both.” Promote a ‘follow-up’ protocol…even if it’s automated…to focus job seeker activity.
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You will be a hero. $8,720,000 in estimated lost revenue. Midsize retailer | 5,000 annual hires.
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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.
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