#firmday london 2nd november 2017 'talent insight group
TRANSCRIPT
“Nothing Is More TerribleThan Activity
Without Insight...”Talent Insight Group
The FIRM London Conference, November 2017
Who Said That?
Thomas Carlyle said it…
What Does It Mean?
What Does It Mean?
Definition of insight:
“The capacity to gain an accurateand deep understanding of someone or something…”
Talent Insight Group -What We Do
Talent Insight Group - What We Do
Talent Insight Group partners with organisations wishing to
make informed strategic talent and business decisions
Talent Insight Group - What We Do
Insight: research in to the external market to mitigate riskaligned with talent. This includes salary benchmarking;location planning; brand perception; pre-acquisition talentdue diligence; role benchmarking.
Search: research to help clients find and recruit the best available talent in themarket for an immediate need at a highly competitive cost.
Mapping: research to provide an illuminated view of the talent landscape as aprelude to candidate engagement.
Pipelining: proactive research to provide small, medium or large candidatepools for future talent needs. Underpinned with real time external marketinsight.
What Will Happen Today?
What Will Happen Today?
The Activity Without Insight Quiz…
The Activity Without InsightQuiz Rules
Rules• Each table is a team – give your table a team name!
• You will get five questions each giving you a critical businessdecision scenario with three multi-choice answers but *without* anyof the insight that could help you. You have 90 seconds to writedown your answer on the sheet provided
• At the end of the quiz swap your answer sheet with the next tableand we’ll go through the answers for marking
• The winning table takes home the pride of knowing that they’re asmart bunch of so-and-so’s (as well a small gift…)
• The losing table has to commit to a one hour business meeting withourselves to discuss how they can utilize our insight services toimprove decision making with their business
• So all to play for…
Question One…
Question One
Q. A world famous technology retailer is looking to open it’s first store in Italy. Where
should it be located?
1. Rome2. Florence
3. Marcianise
Question Two…
Question Two
Q. The Marketing Director of a FTSE 250 has stated in her annual review that she is
underpaid and will leave the organization unless this is rectified quickly. What do you
do?
1. Give her the pay rise2. Don’t give her the pay rise
3. Tell her you’ll review it in 6-12 months
Question Three…
Question Three
Q. The Sales Director wants to know why you’re struggling to recruit Sales Managers
for his team. What do you tell him?
1. Salary levels are too low2. That your resourcing team isn’t big enough
to accelerate the hiring process3. It’s because of him, not you
Question Four…
Question Four
Q. A fantastic package of support has been offered to your business to open a new facility
in a remote location overseas. Do you:
1. Give it your full backing2. Focus on day to day activities as you don’t have
time to look at something more strategic3. Advise against it based on the availability of talent
Question Five…
Question Five
Q. You wish to create an optimum talent acquisition team structure to maximize
effectiveness. What do you do first?
1. Gather some anecdotal evidence from your colleagues2. Ask for advice from The FIRM network
3. Commission a bespoke piece of research to understand what structures look like in renowned organisations in the
market
Answers!(Swap Your Sheets!)
Question One Reminder
Q. A world famous technology retailer is looking to open it’s first store in Italy. Where
should it be located?
1. Rome2. Florence
3. Marcianise
Question One
Q. A world famous technology retailer is looking to open it’s first store in Italy. Where should it be
located?
A. (3) Marcianise – Why? Insight showed that locals, as against tourists, were far more likely to purchase their product. As a result, a decision was made to open their first store in an area considered to be less of a tourist
destination and more of a densely-populated local area.
Question Two Reminder
Q. The Marketing Director of a FTSE 250 has stated in her annual review that she is
underpaid and will leave the organization unless this is rectified quickly. What do you
do?
1. Give her the pay rise2. Don’t give her the pay rise
3. Tell her you’ll review it in 6-12 months
Question Two
Q. The Marketing Director of a FTSE 250 has stated in her annual review that she is underpaid and will
leave the organization unless this is rectified quickly. What do you do?
A. (1) Give her the pay rise – Why? Insight showed that, when compared to the vast majority of Marketing
Directors in the FTSE 250, she was underpaid by around 15%. Had she left due to this issue she would have been both difficult and costly to replace, not to mention the
negative impact on her team and a key marketing campaign.
Question Three Reminder
Q. The Sales Director wants to know why you’re struggling to recruit Sales Managers
for his team. What do you tell him?
1. Salary levels are too low2. That your resourcing team isn’t big enough
to accelerate the hiring process3. It’s because of him, not you
Question Three
Q. The Sales Director wants to know why you’re struggling to recruit Sales Managers for his team.
What do you tell him?
A. (3) Tell him it’s because of him, not you – Why? Insight showed that around 85% of sales management talent in that space would not work for that organization due to the negative reputation of the Sales Director as both a
boss and a sales leader.
Question Four Reminder
Q. A fantastic package of support has been offered to your business to open a new facility
in a remote location overseas. Do you:
1. Give it your full backing2. Focus on day to day activities as you don’t have
time to look at something more strategic3. Advise against it based on the availability of talent
Question Four
Q. A fantastic package of support has been offered to your business to open a new facility in a remote
location overseas. Do you:
A. (1) Give it your full backing – Why? Insight showed that, despite the remoteness of the location and potential risk
on the face of it, the required talent was both readily available and affordable, making hiring much less of an
issue
Question Five Reminder
Q. You wish to create an optimum talent acquisition team structure to maximize
effectiveness. What do you do first?
1. Gather some anecdotal evidence from your colleagues2. Ask for advice from The FIRM network
3. Commission a bespoke piece of research to understand what structures look like in renowned organisations in the
market
Question Five
Q. You wish to create an optimum talent acquisition team structure to maximize effectiveness. What do
you do first?
A. (1), (2) & (3) Do all three – Why? Because the more insight you have to base your decision on, the better and more effective that decision will be for your business in
the long run.
Scores & Prizes!
So What Was The PointOf All Of That?
So What Was The PointOf All Of That?
Hopefully you’ve all had a little bit of fun, but there is a serious point to be made here.
Whilst the right answer can sometimes be made via pure guesswork without any data or intelligence, it is clear that
insight genuinely helps you make better informed strategic decisions that can positively impact on your business.
And, to remind you all of what our friend Thomas thinks…
“Nothing Is More TerribleThan Activity
Without Insight...”
Thank You!
That’s all we’ve got time for today, so it’s a goodbye from me:
David SteelJoint Managing Director
M: 07989 [email protected]
…and it’s a goodbye from him:
Tim GleaveJoint Managing Director
M: 07932 [email protected]
Goodbye!