effectively sourcing top talent
DESCRIPTION
In the ever-changing recruitment landscape companies are arming themselves with the business intelligence and strategic partnerships that will push their business forward. How is your company positioned for the shortage of qualified workers that is upon us?TRANSCRIPT
Effectively Sourcing Candidates
Presented By: Bryan Gilbert
There is a shortage of qualified workers in America
The value of a top technologist
“Top Grading, has calculated the value of a single great hire at the professional level as being 28 times their salary. Google has calculated the value of the top technologist at 300 times that of an average recruit, making the value of a single game-changer hire well over $300 million.”
http://www.ere.net/2011/03/14/lebron-the-200-million-hire-came-from-a-high-impact-hiring-strategy/
Hard to Fill Positions- to name a few
IT Security: requires multiple skills: programming, hardware, network and database expertise
Software engineer across the board is in demand especially with Java/J2EE skills: Java code based can work on any OS system.
SAP/oracle ERP: Companies are going through major upgrade. Oracle and SAP revenue jump as a result.
Database Administrator. The data and info for most of the company is doubling every year, company need more BI and DBA resource to manage the data flood.
Storage/could engineer: tie back to the database. Most of the tech giants try to buy small storage companies because the demand for storage. EMC estimate the data will grow by 44X for the next 10 years. “In the last few years more data has been created and stored than in all of human history,” said Eric Mandl, global head of software banking at UBS AG in New York.
http://www.bloomberg.com/news/2011-01-03/technology-takeovers-may-accelerate-in-2011-as-ibm-hp-push-into-the-cloud.html
Data is the key to finding talent
Careerbuilder can provide you with data which will enable you to access:
Top markets with the greatest supply of candidates
Top markets where the demand for talent exceeds supply
Top employers hiring for the talent you need
Demographics of the target talent
Location Intelligence – heat maps by different metrics and locations
Who are your main competitors for talent?
What is your target talent searching for
online?
Are you fishing in the right pond?
Knowing what the labor pressure is in each of your markets is crucial for recruitment
success.
As qualified talent has become harder to come by it is essential you have tools to help you create a strategy to find these
individuals.
The more tools you have in your toolbox the better
Targeting Top-Talent
•We will utilize our proprietary data to create a strategic sourcing strategy customized to your organization and your specific hiring needs.
Using Data to Develop a Strategy
Using Data To Create A Position Strategy
Assess Job Seeker Behavior
Determine The Supply & Demand Of
Talent
Assess CareerBuilder’s Past
Performance
Gather Data From Outside Sources
Where and when is your ideal candidate looking for a job?
What resources are they using to look for jobs?
What types of jobs are they applying to?
What types of companies are they applying to?
Who are your talent competitors?
What employers did these candidates come from?
What’s your company’s past performance?
How many jobs are available in your area?
What is the average number of applications?
What are the top 100 websites for your industry and your local market?
What are your competitors’ strategies for posting open positions?
What does the labor market data show us?
What does the salary data look like for your ideal audience?
What spend turned out to be the most successful?
What sources give us the best return on your investment?
How does your return compare against the average return in the industry?
Resources We May Use
Competitor Mapping/Name Generation
External Referral Networking
Niche Job Boards
Associations & User Groups
Local Grass Roots Efforts Job Boards
Specialty Networking
Sites
Advanced Boolean
Searching
Search Engine Optimization
Your Targeted & Qualified
Candidate Pool
Using Social Networks
We use these sites to:
Build awareness for your position
Contact potential jobseekers with relevant skills
Network with user groups
Build pipeline of potential candidates
Company: The Overall Process
Source
• Data driven and cost efficient sourcing strategy created to target both active and passive candidate pools
• The strategy in place helps to find the most qualified and relevant talent
Visual Screen
• Recruitment team reviews resumes based on the required and desired skills the client selects
Phone Screen
• Client provides us with a list of 10 questions to ask the approved visually screened candidates
• We phone screen the candidates you passed the visual screening
• We can also schedule interviews with the hiring team.
CareerBuilder
Measured Success