A significant component of a company’s recruitment strategy is a corporate website. This website showcases your company, your culture and your recruitment brand. Great Candidates who are carefully managing their careers are visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the Candidate experience in mind and fail to engage the right talent. This presentation illustrates how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right Candidates in and the wrong Candidates out.

1. Does Your Website Help Or Hinder Your Recruitment Goals? For more hiring & recruiting best practices, visit Monsterthinking.com http://www.facebook.com/monsterww @monster_works @monsterww http://www.monsterthinking.com/ http://www.youtube.com/user/MonsterVideoVault Presented by: Matt Adam Chief Talent Strategist NAS Recruitment Communications Sponsored by:

2. 1990.

3. XO Laptop. laptop.org

4. The Challenge. “ These websites are bad, most to the point of embarrassment. When will companies realize that whatever employment branding or advertising you do is instantly lost when 70% of your candidates judge the credibility of what you said based on what they find on your website? Without exception, candidates find dated material, dinosaur technology, and copy that’s about as exciting as reading an accounting textbook.” - Dr. John Sullivan

6. The Candidate Experience.

8. You Never Get a Second Chance to Make a First Web-pression.

9. Every Website Must Contain the Vowels.

11. Previous Career Site.

12. Current Career Site. nisource.jobs

13. “ E” Stands for “Engaging”. webkinz.com

15. Podcasts. accenture.com

16. Video. americaneaglecareers.com

17. Blogs. microsoftjobsblog.com

18. Social Networks. explorehyatt.jobs

19. LinkedIn.

20. Facebook.

21. Twitter.

22. “ I” Stands for “Intuitive”.

23. Intuitive Design. wendys.jobs

24. Site Map.

26. Talent Network.

27. Talent Network.

29. .mobi

31. Do you track on a regular basis where Candidates come to your website from and what they do once they are there? YES NO P O L L Please Vote to the Right of Your Screen

32. You Must Capture the Metrics. Investment Allocation Candidate Experience Process Effectiveness

34. Thank you & Questions Matt Adam Chief Talent Strategist NAS Recruitment Communications Phone: (800) 264-1942 E-mail: [email_address] Facebook: Facebook.com/Matthew.Adam1 LinkedIn: Linkedin.com/in/matthewadam Twitter: madam