1. DiscoverME Ann Rickman Graduated with a degree in Public Relations, and an MBA from Northwest Missouri State University. Has worked as the Associate Dir. of the MBA Program at University of Kansas. Became the Dir. Of Career Development & Community Service of Kentucky Wesleyan College. With DiscoverME, Ann has develped and implemented a strategic marketing plan, established and negotiated the relationship with the leading advertising firm in Kansas City, managed design and development of all DiscoverME marketing materials, and obtained PR exposure in seven TV news spots, 5 national magazines, 8 newspapers, two radio shows, and links from enthusiastic web-based supporters. Recruited over 15,000 candidates and contracted with 10 major universities to promote DiscoverME’s service.

2. JobDirect Heather D. Wallace Graduated from IU and worked in retail for 5 years. Earned an MS in College Student Personnel Administration in 1993. Has worked in academic advising, career services and orientation at University of Minnesota, University of Nebraska at Omaha, and University of Cincinnati. Active in American College Personnel Administrators, Midwest Association of Colleges and Employers. Volunteer activities have included Foster Care Review and providing job search assistance to adult women returning to the work force.

3. On-line Recruiting Industry Presented by: Ann Rickman

4. On-line Recruiting Industry n Employment Market n Employment on the Internet n Future of Employment on the Internet

5. Employment Market

6. Global Labor Market n 139,100,000 Employees n 4.5 Year Average Tenure The average job tenure has stabilized yet the number of job searches per worker has increased. Source: Bureau of Labor Statistics

7. Employment Market Labor Shortage In 1998, the U.S. employment base grew at 1.2% according to the Bureau of Labor Statistics. Employment is projected to grow at an annual rate of only 1.3% through 2006. This is down from 2.7% in 1975, and is projected to slow to 0.7% in 2015 as the population ages and birth rates decline.

8. Employment Market As chronic labor shortages play out, there are only four ways for employers to meet the shortfall: n Increased productivity n Draw more people into the workforce n Immigration n Globalization Source: Electronic Recruiting Index

9. Employment Market The relative market power between employer and employee is shifting toward the employee. Methods that can help an employer recruit and retain talented employees should increase in relative value. What does this mean? – Increased competition for the best quality employees – Employees are more likely to act like “free agents” and move from employer to employer based on compensation, work content and quality of life intangibles. Source: Electronic Recruiting Index

10. Employment on the Internet

11. Internet Access n A large and growing installed base of computers in the home and in the workplace, n Advances in the speed of personal computer and modem performance n Easier and cheaper access to the Internet n Rapidly expanding availability and quality of online commerce, n Moreover, the opportunity is GLOBAL Source: Thomas Weisel Partners

12. Employment on the Internet The Internet has changed everything for the labor market. Death of time: The web is up 24/7/365 and pages can be updated in real time. Thus the velocity and accuracy of information moves to an entirely different plane from the off-line world. Death of distance: A job posted in one state can be referenced by people all over the world. Death of platforms: The web is technology platform neutral. Any computer with a browser can talk to any other computer with a browser, regardless of operating system or hardware. Source: Thomas Weisel Partners

13. Employment on the Internet What attracts job seekers to the web? n Access to job information: Job seekers have access to far more employment opportunities online than offline. n Visibility: Job seekers can post their resumes on the Internet, to be seen by all employers whose specifications match with the resumes. n Career management capability: Job seekers can apply online to many employers and greatly reduce the time it takes to find a job. Source: JWT Specialized Communications

14. Employment on the Internet What draws you as a job seeker to an Internet job site? n Name Recognition n Job Postings n Personal Search Agents n Usability n Career Content n Career Management Functionality n Referrals from Portals n Referrals from Friends n Online Promotions n Responses to Resumes Source: JWT Specialized Communications

15. Who are the players?

16. Issues with Web Recruiting n Old Resumes n Searches that are large and difficult to manage n Resume Overload n Shotgun vs. Rifle n Limited Access

17. Issues with Resumes The resume as both a commodity and unit of measurement has serious flaws... n Resumes are selling documents, not skills n Identical candidates can have radically different resumes n Resumes are job histories, not skills histories n The language used in resumes is subject to an awful lot of interpretation n Because of language ambiguities, resume databases may actually be harder to search as they get bigger n Resume can be full of fabrications

18. Future of Employment on the Internet “The Internet has shifted away from ‘finding’ and towards ‘assessing and placing.’” -Paine Webber

19. Future of Employment on the Internet Over the next 2-3 years we foresee a shift in the market focus from “media” mentality job boards toward an online “transaction” oriented search and selection model, and ultimately on to “metamediaries” that can aggregate a variety of services to create employment cycle solutions. Source: Thomas Weisel Partners

20. Future of Employment on the Internet As the employment industry moves forward on the Internet, the resume will become only part of a broader candidate portfolio that could include: n Education transcripts n Skills assessment tests n Personality assessment tests n Behavioral tests n Background checks n Work samples n References

21. Taking a deeper look at one niche... PERSONALITY “Although current hiring practices emphasize credentials and work experience, ‘personal’ credentials may be better indicators of job success…… In light of today’s dynamic business environment and rapidly evolving culture, as well as the fact that current hiring practices were developed in England in 1917, isn’t it time to take another look at this process?” - Society for Human Resource Management (1996)

22. Personality: A Definition n An enduring style of thinking, feeling and acting n Characteristic way of reacting towards one’s environment

23. What You Can and Cannot Change CAN: n Knowledge Levels n Skill Level CANNOT: n Personality Traits n Intellectual Abilities and Talents

24. Matching Foundation B = f(P,S) Behavior (B) is a function of the Person (P), in combination with the Situation (S).

25. Increasing Importance of Individual Differences WHY? n Corporations are flattening their organizations and empowering employees. n Workers face more job autonomy and responsibility than ever before. With all these changes, it is critical that people are able to function independently at work. People are able to work autonomously when they are able to think, feel and act according to their natural personalities. Personality matters more in organizations that demand autonomous employees!

26. Personality in Personnel Selection “We want to suggest in the strongest possible terms that the use of well constructed measures of personality in pre- employment screening will be a force for equal opportunity, social justice and increased productivity.” - Hogan, Hogan and Roberts

27. Use of Personality Assessments “Use of personality tests is also on the rise: 18% of companies ask hourly workers to take one and 22% of companies ask managers.” - USA Today (July 9, 1997)

28. Use of Personality Assessments “Personality testing has increased in popularity for two reasons: Firstly, a growing body of evidence strongly correlates personality with job performance…The second reason for the growth of personality testing is the vast body of research supporting the five-factor approach of personality and the wide acceptance of instruments like the NEO- Personality Inventory.” - Schmidt and Ryan

29. The Big Five “Personality psychologists have reached a consensus that five personality constructs, referred to as the Big Five, are necessary and sufficient to describe the basic dimensions of normal personality.” - Mount and Barrick

30. The Big Five The Big Five: n Extraversion n Agreeableness n Conscientiousness n Emotional Stability n Openness to Experience

31. NEO-PI-R

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37. Find a job you love and you will never work a day in your life. - Proverb