1. Job Posting Best Practices December 11, 2012

2. Discussion Overview Recruiting Realities Evolution of Work & Recruitment Job Posting Best Practices > Reach > Capture > Engage Scorecard

3. Evolution of Work

4. Data Tells the Story

5. Times Have Changed Source: Monster Insights, February 2012

6. Job Posting Best Practices  Candidate Reach Candidate Reach  Candidate Engagement Candidate Engagement  Candidate Capture Candidate Capture

7. Candidate Reach

8. How Do Seekers Search? 85% of searches contain a Location

9. Finding the Optimal Job Title & Skill Keywords Use Monster Resources > Search Monster: What titles are competitors using? > Request Monster’s top keyword list for suggestion Power Resume Search – Skills Match Google AdWords Wordle Ask recent hires > What criteria did they use to search? > What was their previous title? Talk with hiring managers

10. Finding the Optimal Job Title & Skill Keywords

12. Keyword Relevance - Job Titles

13. 13 Lean Manager Job  Lean Manager – Six Sigma Black Belt / Supply Chain Future Sales Opportunities Job  Sales Professional Pest Route Technician I Opportunities Job  Pest Control Technician / Service Representative Territory Sales Representative Job  Outside Sales Representative

14. Candidate Engagement

15. Finding Better Authentic Employment Brand Employer Value Proposition > What’s in it For Me? Clear, concise, and compelling job descriptions

16. Authentic Employment Brand Experience Transparency into your culture and why someone would want to work for you Make an emotional connection Provide information useful to a job seeker Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011 54% of seekers say employee testimonials are the best source of information about a company

17. Job Fit Look beyond the ability to do the job and consider whether or not the seeker aligns with your culture and values

18. 77% Salary ranges & benefit offerings 60% Lifestyle (flexible hours, work-at-home) 54% Training & development programs 47% Career tracks & promotion 31% Type of employee likely to succeed 28% Financial information Source: Staffing.org “Candidate Attitudes and Behaviors” report, March, 2011 Defined Selling Points

19. Format Clear, concise, compelling Less is More Easy to read > Bullet points > Clear delineations between sections

21. Candidate Capture

23. Candidate Frustrations 40% are frustrated with no resume acknowledgement 60% are frustrated with difficult & unclear process 48% are frustrated with no job status report 20% are frustrated with impersonal communication Smart Recruiters : http://mashable.com/2012/09/10/job-openings-unemployment/http://mashable.com/2012/09/10/job-openings-unemployment/

24. Define the Process Over 60% of seekers want acknowledgement that their resume was received within 2 days Set Expectations & Include Call to Action

25. Alternative Applies BeKnown FB Twitter Talent Community Saved Search

26. Job posting worshop

27. Posting Workshop Objective: This session will provide you with hands on experience in the analysis and composition of job posting content that is clear, concise and compelling. You will gain the fundamental knowledge necessary to evaluate and critique your own positions by working as a team to develop content for a sampling of current openings. Deliverables: You will receive Monster quick guides with a summary of job posting best practices. You will also receive a copy of each team’s work, to help craft job posting content for other current/future positions. 27

28. Posting Workshop 11:15AM – 12PM: About the Opportunity > Create an intro paragraph for the sample job postings and 3 -5 summary bullets. > Decide which items are critical to understanding the position, and clearly describe the contribution the role makes to the team/organization. > Answer the question, “why does this job exist?” > Clarify what a “day in the life” looks like with meaningful and impactful language that helps establish the candidate’s fit for the role and the organization. > Identify and remove items that are vague, confusing, redundant or too general. 28

29. Posting Workshop 12PM – 12:15PM Requirements & Skill preferences > Create two separate sections for minimum requirements and skill preferences > Ensure that minimum requirements are easily quantifiable or at least qualitative in nature > Add skill preferences which create industry context and help the candidate better understand the knowledge or skills most common among high performers. (Not a wish list!) > Remove items that are vague, confusing, redundant or too general. > Do not use skills that nearly all candidates will self-identify as having (e.g. “team player”) 29

30. Posting Workshop 12:15PM – 12:30PM Benefits & Compensation > Provide 5-7 bulleted items that highlight employee benefits, perks, rewards, and incentives unique to the role. > Include unique aspects of the physical work location, schedule flexibility or organizational culture that will differentiate Ecolab. > Answer the questions of WIIMFM?? What does Ecolab have to offer a quality candidate that competitors do not? 30

31. Posting Workshop 12:30PM – 12:45PM How to apply > Create a clear call to action that outlines the apply process, time commitment, who the candidate will hear back from and when. > If the seeker isn’t prepared to “buy now”, what other options can you provide? 31

32. Posting Workshop 12:45PM – 1:30PM Presentation and Peer Review > A representative from each team will have 5-10mins to present their new posting to the group. > Other groups will critique the new ad, offer suggestions, and help identify areas that need more material. 32

33. Resources

34. Monster’s Employer Blog

35. Free Online Training Resources Self-guided learning materials Training for Monster’s products with live trainers Step-by-step help detailing with all features of Monster products Articles about what’s new in today’s recruiting world You can view these resources by visiting the Monster Resource Center after logging in to Monster.com