1. Presented by: Cynthia Gurne, President, CareerCentralOn-Line Darren Scott, Sr. Account Executive, iPerceptions Date:January 11, 2012 Virtual Job Fairs: Where is the Value?

2. Learning Outcomes Participants will be introduced to : The benefits of Virtual Events The key features of Virtual Event Platforms The critical elements of producing, marketing and managing a virtual event Approaches to evaluating value of a virtual event: Direct and Indirect Applications which add real value to a virtual event - including integrating customer satisfaction software Potential obstacles to be aware of when implementing a virtual event

3. Why a Virtual Event? Reach more people Deliver more content Flexibility in use of staff Better manage talent relationships Engage more people Build unique environment Revenue generation

4. TECHNOLOGY PROMOTING BRAND/REPUTATION REACHING A CERTAIN POPULATION OTHERWISE NOT REACHABLE REDUCING LOST REVENUE/TIME OUTSOURCING--NOT USING INTERNAL STAFF LEVERAGING (conferences, etc.) INTEGRATION Value Factors

5. Technology considerations include; bandwidth, integration with external and internal applications, accessibility, security and more HR Processes including; sourcing, databases, screening, training, employee referrals, applicant tracking Tools and Services that support virtual job fairs include: ATS, web services, Email campaigns, promotional website, registration system, Social Media, mobile, CRM, Workforce Analytics, Reporting, Training, Video Interviewing, V-Cards, and Voice of Customer Web Analytics… Technology /Integration Flexibility, Reliability, Scalability

6. Key Features at a Glance Virtual Event Platform Images Library Exhibition Hall/ Booths Multiple Languages Career/ Documents Centre Chat System/ 1 to1 & Group Webcasting / Webinar Rooms Social Networking Search/ Matching Tools Reporting Event Promotion Site Registration

7. The Critical Factors in Producing, Marketing and Managing Virtual Events Defining target market Selecting the type of event Engaging key stakeholders Defining technology, applications and processes to be integrated Marketing/communications plan Timeline/tasks Training, testing and follow-up

8. Traditional vs Virtual Events Virtual Staff the job fair from any computer Enable direct contact with key managers Reach candidates from all over the world Schedule multiple sourcing, communications, education and recruiting events Receive complete tracking and performance reports, supports ROI objectives Leverage your branding strategy Traditional Travel to site; away from office Set up and take-down time No way to effectively leverage organization’s key employees Available only to people in a specific geographic location No opportunity for alternative sourcing Now …Combine traditional with non- traditional and see what happens

9. How to create a realistic budget for various virtual job fair models Scope of Event Number of Event Days Attendees Technology Organizational Involvement Next? Project Management Content Interaction and Engagement Tools Content Management Marketing Participant Involvement Follow-up

10. ROI / Cost Per Hire What is the definition of CPH? What are the most common measurements? Direct Costs: advertising, recruiting agencies, special events (job fairs), travel, ATS, cost of materials Indirect Costs: use of your own facilities, internal recruiters Hidden Costs: reputation of employer, speed to hire, networking, sustaining pipeline, not reaching community of passive job seekers, quality of hire, customer satisfaction, managers not participating

11. Budget Considerations Direct Costs Employee Referrals Travel / Lodging Registrations Advertising/Marketing Technology Labor Content Management Indirect Costs Relationship Management Engaging the right people Tracking Activity

12. Adding value through Web Analytics  Helping organizations to better understand: Who is coming to your website? Why are they there? How successful are they? What do you need to fix ?  With Virtual Job Fairs, these tools help to identify strengths and weaknesses, support increased conversion/ task completion & continuously listen to event participants.

13. Survey Two-stage layered invitation presented from any site page(s) Objective is to randomly and politely engage actual visitors who arrive on the site, asking for feedback once they complete their visit.

14. Research Design based on Recruitment/Business/ Marketing Objectives Identify High Value Visitors with Segmentation Questions Identify Event highs & lows with attribute ratings Content, Interactivity, Motivation, Navigation and Adoption Tactical/ Strategic Questions (multi-branch) for in-depth insight with Higher Value Visitors Open-ended Questions – gather feedback to add context to all study findings

15. Obstacles Not enough bandwidth People being dropped or unable to connect Firewalls VPN Participants not available to do a dry run People not staffing booth Uploading resumes

16. Recap Begin with the end in mind Be able to define metrics and measure results Know your stakeholders and engage in process Plan, Integrate, Execute

17. Want to learn more? Cynthia Gurne, President, CareerCentralOn-Line Phone: 202.368.8030 E-Mail: cbgurne@careercentralonline.comcbgurne@careercentralonline.com Darren Scott, Sr. Account Executive, iPerceptions Phone: 877.796.3600 ext. 234 E-Mail: dscott@iperceptions.comdscott@iperceptions.com