1. The on Mobile Recruitment and Branding THEHRA Winter Conference 2012 Shervin Kalinia, Founder and CEO HHPage, Inc. (Hand Held Page) Craig Vollmers, Director of Human Resources UTHealth

2. UTHealth Profile – Six Schools / three health care and research organizations – 6,500 faculty and staff / 4,500 students Employment – 1,700 classified hires a year – Texas Medic al Center – Old school academic HR (but transforming) Pilot – Cost effective – Drive quality applicants not volume – Results oriented

3. About HHPage Founded in 2009 Founder has strong healthcare/recruitment marketing background Served on website redesign team of the Bill & Melinda Gates Foundation Notable clients including UTHealth, MD Anderson Cancer Center, Kelsey-Seybold Clinic, YMCA Houston

4. What We Do We develop mobile strategies that maximize customer engagement and connectivity in the following areas… Healthcare services Retail Not-for-profit Professional services Recruitment We consistently refine our methods to continue delivering high ROI to our clients.

5. Why Mobile?

6. People Love their Phones

7. Mobile in Numbers

10. Making the case for mobile recruitment

11. Mobile is Discreet

12. Few Sites are Mobile Friendly “21 percent of the Fortune 1000 have a website that is optimized for mobile. “ -New York Times, Nov 2011

13. Mobile Advertising Works! Competition among advertisers is generally low Mobile pay-per-click is less costly than PC-based pay-per- click advertising Mobile ads can contain one touch “Click-to-call”

14. Mobile Advertising Spending on the Rise

15. Mobile vs. PC Advertising Mobile AdsPC Ads

16. Bridging traditional with mobile Apply Now Contact Us

17. Why hasn’t mobile recruitment taken off?

18. Toolkits for success: Derive value from mobile recruiting… Today!

19. Think differently for mobile

20. Yes for mobileNot for mobile Simplify things for greater results

21. Build a mobile-friendly website © 2010 The University of Texas MD Anderson Cancer Center 1515 Holcombe Blvd, Houston, TX 77030 1-877-MDA-6789 | 1-713-792- 6161 International Make your first appointment Why MD Anderson? Patient Stories How you can help 

22. Integrate mobile with existing advertising promotions Apply Now Contact Us

23. Advertise your mobile site Mobile Ads Apply Now Contact Us

24. Case Study: UT Health Mobile Recruiting Website

25. Solid UT branding One click to job categories Link to UT schools Social media links Site Anatomy - Homepage

26. Connect with a recruiter Submit contact and career data using simple forms and check boxes Automated trigger email notifies recruiter Submitter receives future communications and job alerts Site Anatomy – Short interest forms

27. Traffic to Mobile Website Advertising

28. Job interest forms completed Advertising

29. Enhanced User Experience UT Health Mobile-friendly landing page Relevant content: “Jobs for Nurses” Easy to use form fields Strong organizational branding Competition Non-mobile friendly Non-relevant content: “Legal Nurse Consultants” Hard to complete form fields No organizational branding present

30. Enhanced Branding & Exposure 489,000 Impressions 835 Clicks 24 Applicants (13 Nurses)

31. Cost Effectiveness Program Advertising Costs (October – January) – Set up: $2000 (1x) – Maintenance: $2,396 ($599 month) – Ads: $914 to date (January only) / $1500 Total costs $5,310 Metrics – Impressions (489,000) $0.01 ea. – Clicks (835): $6.36 ea. – Interest form (33): $160.90 ea. – UTHealth application (24): $221.25 ea. – Interviews (10): $531 ea. – Offer (4): $1,327.50 ea. – Hire (1): $5,310* * To be continued...

32. OFCCP Considerations Internet applicant rule – An “Internet Applicant” is defined as an individual who satisfies the following four criteria: The individual submits an expression of interest in employment through the Internet or related electronic data technologies; The contractor considers the individual for employment in a particular position; The individual's expression of interest indicates the individual possesses the basic qualifications for the position; and, The individual at no point in the contractor's selection process prior to receiving an offer of employment from the contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.

33. OFCCP Considerations Internet or related electronic data technologies Electronic mail/email Resume databases Job banks Electronic scanning technology Applicant tracking systems/Applicant service providers Applicant screeners

34. OFCCP Considerations Is a contractor required to consider every job seeker who expresses an interest through the Internet and possesses the basic qualifications for a particular position? – No. OFCCP does not provide a blanket requirement that contractors must consider any and all expressions of interest they receive, regardless of the manner or nature of the expression of interest - even if the job seeker possesses the basic qualifications. – If the contractor has established standard procedures that job seekers must follow in order to express an interest in employment, the contractor does not have to consider those individuals who do not follow those procedures. – Similarly, the contractor does not have to consider for employment individuals who do not specify a particular position, so long as that is the contractor's consistent practice.

35. Summary Mobile is not a trend, it’s the present and the future. Competition is fairly light in the mobile recruitment arena. Mobile recruitment websites need to be simple. (Think of them as lead generation tools) Integrate mobile into all your recruitment efforts. Start small, find the formula that works, then increase resources.

36. SCAN QR CODE Interactive Demo Text UTHEALTH to 41411 SMS

37. Thank you for your time