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Sourcing for Job Boards

Sourcing for Job Boards. Stacy Chapman stacy@swooptalent.com +1-415-513-5534 www.swooptalent.com. Fredrik Sundell fredrik.sundell@jobgo.com +358-405-103-161 www.jobgo.com. Agenda. Introductions Stacy (SwoopTalent – People Aggregator) Sourcing – direct vs strategic State of the market

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Sourcing for Job Boards

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  1. Sourcing for Job Boards Stacy Chapman stacy@swooptalent.com +1-415-513-5534 www.swooptalent.com Fredrik Sundell fredrik.sundell@jobgo.com +358-405-103-161 www.jobgo.com

  2. Agenda • Introductions • Stacy (SwoopTalent – People Aggregator) • Sourcing – direct vs strategic • State of the market • What data is out there? • What could job boards do? • Risks and challenges • Fredrik (JobGo – Job Board) • View from a job board • Open Discussion

  3. About Us Stacy Chapman CEO, SwoopTalent stacy@swooptalent.com @stacychapman Fredrik Sundell Founder, CEO, JobGo fredrik.Sundell@jobgo.com @fredrik_sundell • 20+ years in HR and HR Technology – L&D, performance, analytics, workforce planning, recruiting, sourcing • Senior Fellow HCM and Program Director SWP Academy, The Conference Board • Joined Swoop July 2013 – sourcing, talent data • 16+ years in Recruitment - HR Tech Headhunting & Direct Search, Business Development, analytics, sourcing • Founded headhunting company Talentor (acquired in 2013) • Founded JobGo in October 2013 -democratizing recruitment

  4. Sourcing – Direct vs Strategic DIRECT SOURCING STRATEGIC SOURCING Analyzing to plan channels and strategies to reach individuals Direct sourcing might be one of those channels • Finding individuals

  5. State of the direct sourcing market • People aggregators acquired by Monster, Dice and CareerBuilder • VC investment in space • Most recent Connectifier another $6mm • Players • LinkedIn • The rest • Significant upturn in deal volume 2015

  6. What talent data is out there? • Short answer: LOTS, but not everything • Varies by industry and geography • Tech is a snooze…and a commodity • Increasing DAILY • Major and minor sources • From LinkedIn to the American Society of Mechanical Engineers and beyond • We have 52 sites/sources in production, 9 in progress and 954 under analysis • The 954 will have the hidden gems and purple squirrels

  7. Aggregated Data: Front End View

  8. Aggregated Data: Behind the Scenes

  9. Available data is HUGE, but varied

  10. Footprint, Hadoop, SF Bay Area

  11. What could job boards do? • Enhance and refresh your own dataset with social data • Passive sourcing separate to own dataset • Integrated sourcing dataset • Labor market analysis/recommendations • ??????

  12. Risks and challenges • Accurate correlation • Accurate correlation • Accurate correlation • Walled gardens, bullies and bouncing • Data “freshness” • Ever changing sources • Commoditization and differentiation – how can your dataset differ?

  13. View from a Job Board • JobGo • Job Board • Career Hub with Talent Search • Recruitment Management System • Free Work Behavior Profiling

  14. Why Increase Value to Customers - 25 % Active Candidates 25 % Active - 75 % Passive Candidates 75 % Passive

  15. How • White label solution with an integrated sourcing dataset • Anonymous candidates • Recruiters choose how to contact candidates What • Enable our customers an online headhunter experience

  16. Sourcing for Job Boards – Discussion Stacy Chapman stacy@swooptalent.com +1-415-513-5534 www.swooptalent.com Fredrik Sundell fredrik.sundell@jobgo.com +358-405-103-161 www.jobgo.com

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