2. Introduction
Welcome to the new digital ecosystem
• The media landscape is more fragmented than ever before
• Explosion of channels (web, blogs, RSS, instant messaging…)
• Boom of connected devices (iPhone, video games…)
• The consumer is now always-on, immersed in a digital pool
growing every day
• He’s now in control of communication and trusts more his
friends and relatives than traditional advertising when it comes
to decision purchase
3. Introduction
This new behaviour influences the recruitment sector
• Job portals still lead the way but they see the rise of new niche
actors (Xpertize, Moovement…)
• They also face the threat of B2B social networks like LinkedIn,
Viadeo, Xing… and many others
• User-generated content impacts the reputation of your
company and its attractiveness as work place
• Recruitment is getting more « social » to track talent and attract
the right profiles
• Just like in many other sectors, Internet generates
« disintermediation » effects: companies can bypass
professionals to find people they need
6. Case: Monster
Focus on user experience
• Basic functionalities of the website
Job Search: per country, region, type of job, sector, company, etc…
Keywords search
Featured job positions
• Advanced functionalities
Creation of a user account (profile + 5 different CV’s and letters of motivation)
Definition of several job-alerts:
e.g. “all offers in the insurances sector in Brussels”
Consultation of profile statistics (how much employers looked at my CV?)
• Value-adding functionalities
Career center: advice on how to optimize your CV and/or letter of motivation,
how to survive an application inter view, how to negotiate your salary, etc…
Career talk: online chat with the recruiters
8. Case : Procter & Gamble
Quick-access for
new candidates Quick-access for
returning candidates
Appealing intro-
movie
Testimonials
Key-values of
the company
AND the brand
Brand portfolio
Repeating
Call-to-action
Transparency on
the process
Convincing
copy
Positioned as an
“advice center”
instead of a job-site
9. Case : Procter & Gamble
The applicant is considered as a consumer
• Assisting in the quest for a job through transparency
“How does recruiting work at P&G? We want you to know what to expect,
and when or how to expect it. This information is common throughout
P&G globally.”
• Putting forward the company values (mixed with the brand promise)
“P&G's purpose is to improve the everyday lives of the world's
consumers.”
• Offering employee video-testimonials
“Real people share stories about their careers at P&G”
17. L’Oréal : E-Recruitment Campaign
On the mini-site for
students, there’s a link to
participate in the
challenging business
game
18. L’Oréal : E-Recruitment Campaign
L’Oréal e-Strat Challenge lets students be the
CEO of a world class leader in cosmetics.
The reality simulation opposes the students to
life-like situations l’Oréal managers are in.
19. Castorama : Career Chat
During 1 hour, 600 people were
connected and 118 questions
were asked. In the end, 150 CV’s
were deposed on the site.
21. Concept
Build a network of (professional) relations
• For the candidates: a platform to find a job or internship
• For entrepreneurs: a platform to find clients and/orpartners
• For companies: a platform to find (information on) candidates
• For ALL: a platform to enhance visibility
22. Revenue Sharing : Jobmeeters.fr
Revenue-share for the person
who recommended the candidate
The model is based on the fact that
mostly friends and family are the first
to know when somebody is looking for
a(nother) job. This business model is
quite successful and offers good
quality CV’s
25. The Concept
Sell your talent with your blog
• Individuals make a website on their professional background, interests…
• CV is visible and downloadable
• There are recommendations, remarks… from former employers
• Links to own or preferred publications, magazines they read…
• Description of desired function and expectations
28. The Concept
The new kids on the block
• Still a fragmented market with global and local players
• Quest for the largest database > very difficult to find reliable figures
• Publish your profile, connect with other professionals and get
recommendation
• New playground for HRs and head hunters to know the who-does-what
inside a company
• Benefit for users: find your next job, attract new colleagues and detect
opportunities through your network of trusted professionals
35. From Push To Pull
General Job Board
HR website
Specialised Job Board
Aggregator
E-Recruitment
Campaigns
Social
Networks
New Generation Of E-
Recruitment
Traditional Model
candidates approach
the HR service
providers
Emerging Trend
Companies start looking pro-
actively on platforms where
professionals are present
Initial Generation of Job-
Sites
Linkedln, Xpertize…
Reality Games:
Challenge Activation (L’Oréal E-
Strat), Career Chats (Castorama)
Les Jeudis,
Moovement, Keljob.com, …
Monster, Vacature,
jobads sections on
Corporate websites
36. Conclusions
Online Recruitment 1.0 Online Recruitment 2.0
Monopoly of a few big sites
Closed/Paid databases of CV’s
Value: page views
Micro sites/Communities
Semi-protected databases
Value: updated CV’s
Subscriptions & E-mail alerts
One search engine per site
Text based info
Scroll-down menus
Channel: website
RSS flow into the personalized page
One meta search engine
Text + audio + video + …
Tags & tag clouds
Multichannel: RSS, podcast,
Mobile, TV, …
Classical CV
Passive candidate
Passive recruiter
Career blogs
Active candidates & recruiters
(blogs, networks, career games…)
