Download - The Talent Advantage
© 2014 CareerBuilder© 2014 CareerBuilder
THE TALENT ADVANTAGEPresented by Vina Dang, Managing Director
© 2014 CareerBuilder
• How can we use data & workforce analytics to
drive talent strategy and tactics
• How do we target & pipeline more relevant and
qualified candidates?
• How do we retain who we currently have &
“steal” from competitors?
• How do we link our brand with great workplace
attributes?
• How do we remove friction in the apply process
for both candidates and recruiters?
HR CHALLENGES
1 |
© 2014 CareerBuilder
HUMAN RESOURCE INVESTMENTS
2 |
Source: Talent Equation - CareerBuilder U.S. Jobs Forecast 2014
22%Mobile readiness
Where do companies
plan to invest
additional resources
into their recruitment
strategy for 2014?
22%Enhancements to
company career site
16%Front office tools
(ATS/CRM)
29%Workforce analytics/
Access to data
11%Other
© 2014 CareerBuilder
ECONOMY + UNEMPLOYMENT
5 |
1948 2014• Nationwide unemployment – 5.9%
• New York – 6.4% (29th lowest)
• Pennsylvania – 5.8% (22nd lowest)
• North Dakota – 2.8% (#1 lowest!)
DO YOU SEE A PATTERN?
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LOCAL ECONOMY TRENDS (GREATER NYC)
8 |Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014
Greater NYC + 1.6%
Greater Philly – 1.9%
THE LAST 5 YEARS…
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LOCAL OCCUPATION TRENDS (GREATER NYC)
9 |
Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014
THE LAST 5 YEARS…
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THE NEXT 5 YEARS…
10 |Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 10/17/2014
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COMPETITION FOR SKILLED TALENT
11 |
40%of employers say
they have
difficulty retaining
critical-skill
employees
70%of Americans are
not engaged at
the workplace
59%of hiring managers
are concerned
about the growing
skills gap.
5 in10H.R. managers say
they have open
positions for which
they cannot find
qualified candidates.
Source: CareerBuilder 2014 Skills Gap Study -http://careerbuildercommunications.com/skillsgapstudy2014/
© 2014 CareerBuilder
DELIGHT NOT DOOM
2009 2010 2011 2012 2013
Gradually declining unemployment means increased competition for talent
Deflated
Empowered!
12 |
© 2014 CareerBuilder© 2014 CareerBuilder
KNOW YOUR TALENT MARKETSTART WITH DATA + END WITH STRATEGY
13
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SUPPLY & DEMAND – COLLEGE & DIVERSITY
14 | Source: EMSI College Analyst – data pulled 10/1/2014
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MEANINGFUL DATA = KNOWING…
Which schools have the largest number of
graduates in the degree programs I needs?
Which schools have the most graduates near
my position location?
Which schools have the most graduates with
diverse candidates (gender, ethnicity) so I can
create a diversity recruitment strategy?
Which students have a home residency near
my open critical position to reduce relocation
costs.
19 |
© 2014 CareerBuilder
SUPPLY & DEMAND – GREATER NYC
16 | Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014
© 2014 CareerBuilder
MEANINGFUL DATA = KNOWING…
What is the talent landscape for software
developers?
Who am I competing with for this for this talent?
What is the current supply? Future Supply?
What is the competitive compensation for
software developers?
19 |
© 2014 CareerBuilder
MEANINGFUL DATA = KNOWING…
How is my team doing in regards to open and
filled jobs this year?
I have a new job to fill, where did my last great
hire come from?
My job board contract is up for renewal. How
are they performing for us in regards to job
functions?
Do I have any recruitment teams or individuals
that are currently struggling or performing
extremely well? 19 |
© 2014 CareerBuilder
TALENT SCARCITY IN A DIGITAL AGE
21 |
Significant Power Shift
from Employer to the
Consumer Candidate
© 2014 CareerBuilder22
THE 3 CONSUMER CANDIDATE
“GREAT EXPECTATIONS”
1. Easy 2. Transparent 3. Personal
© 2014 CareerBuilder
THE CONSUMER CANDIDATE
23
search for jobs while at work.
different resources are used on average
before applying to a job.
Of full-time employed workers are actively looking
or open to new job opportunities.
Source: CareerBuilder and Inavero Candidate Behavior Study 2013
© 2014 CareerBuilder25
BRAND MATTERS
of candidates believe employment
brand plays a key role in their decision whether or not to apply.
Key components that make a company attractive:
for treating an employee well.
Source: CareerBuilder and Inavero Candidate Behavior Study 2013
© 2014 CareerBuilder
THE MOBILE EXPERIENCE
CareerBuilder HR Technology Survey 2014
30
Yes
31%
No
37%
Not sure
32%
Yes No Not sure
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MOBILE: OPTIMIZED VS. FRIENDLY
vs.
31 |
45% of all of CB’s
traffic each
month comes
from mobile
devices – even
worse, when they
encounter a non-
mobile friendly
apply process,
40% will drop off.
© 2014 CareerBuilder
CANDIDATE EXPECTATIONS
33
• Easy – “One click to buy online.”
• Transparent – “I know where my shipment is.”
• Personal – “I have a relationship with a company
brand.
Think CONSUMER experience...
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TOLERANCE OR TALENTED?
35 |
Of employers feel a long process is positive because it
“weeds out” candidates, and only the best will survive.
CANDIDATES DROP-OFFOUT OF
Source: CareerBuilder “How Candidate Experience is Transforming HR Technology” Study, October 2014
© 2014 CareerBuilder► 37 ◄
TALENT NETWORKS – JOIN + RE-ENGAGE
37 |
of candidates would be willing to join a
talent network, even if they aren’t ready to apply.
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SIMPLIFY THE PROCESS
38 |
What is continuous “req-less” recruitment?
The process of proactively
sourcing and connecting with
candidates even if there are
no current open positions that
suit their interests or abilities.
72% of employers said the
strategy reduces time to hire
41% say it reduces cost per
hire.
Source: Talent Equation
© 2014 CareerBuilder
PERSONAL COMMUNICATION
39 |
Source: CareerBuilder “How Candidate Experience is Transforming HR Technology” Study, October 2014
Of candidates expect to receive an
auto-response after submitting an
application. 40% feel it’s impersonal.
expect a phone
call from a hiring
manager.
candidates want to know where they
stand either way…even if it’s to tell them
they’re not the right fit!
© 2014 CareerBuilder
FOR RECRUITERS: SIMPLIFY WORKFLOW
41
PUBLIC RESUMEDATABASE CANDIDATES
PRIVATE RESUMEDATABASE CANDIDATES
MYSUPPLY(CLIENT ATS
CANDIDATES)
TALENT NETWORK(CLIENT CANDIDATES)
41%
19%
24%
16%
One
searchJava Developer
© 2014 CareerBuilder
Talent Market InsightEmployment Brand
(EVP & Design)
Media Strategy:Job Boards
Niche Sites
Natural Search
Campaigns
Campus
Video - Mobile
Social Media
Software ExperienceSite + Talent Network + ATS
First 3-6 months
Ongoing
Generates candidates flow to…
Capture recruitment performance data
Performance Data:
Feedback Loop. Ongoing
brand management of
Media
and Software Platform
Predictive Data Candidate Sourcing HR Software
THE MODERN RECRUITMENT ENGINE
43 |
© 2014 CareerBuilder
KEY TAKEAWAYS
46 |
Understand your talent market
today and what will be required of your talent in the future
Determine how changes in the way candidates search online
and the increased use of mobile
will shift your recruitment
strategy
Leverage better technology to your advantage to manage
candidate experience
effectively, capitalizing on
interest and simplifying your
process.
© 2014 CareerBuilder© 2014 CareerBuilder
Links/Resources:
http://careerbuildercommunications.com/candidatebehavior/
http://www.careerbuildercommunications.com/candidateexperience/
http://www.slideshare.net/cbforemployers/presentations
http://www.careerbuilderforemployers.com/
Vina Dang | [email protected]
CareerBuilder, Managing Director
Twitter: @vinadang
http://www.linkedin.com/in/vinadang
Questions?