Top Talent Slideshare

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Top talent is not easy to come by. Find out how you can use data to find the needle in the haystack.

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Top Talent Slideshare

  1. 1. Effectively Sourcing Candidates<br />Presented By: Bryan Gilbert<br />
  2. 2. There is a shortage of qualified workers in America<br />
  3. 3. The value of a top technologist<br />“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.”<br />http://www.ere.net/2011/03/14/lebron-the-200-million-hire-came-from-a-high-impact-hiring-strategy/<br />
  4. 4. Hard to Fill Positions- to name a few<br />IT Security: requires multiple skills: programming, hardware, network and database expertise <br />Software engineer across the board is in demand especially with Java/J2EE skills: Java code based can work on any OS system.<br />SAP/oracle ERP: Companies are going through major upgrade. Oracle and SAP revenue jump as a result.<br />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.<br />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.<br />http://www.bloomberg.com/news/2011-01-03/technology-takeovers-may-accelerate-in-2011-as-ibm-hp-push-into-the-cloud.html<br />
  5. 5. Data is the key to finding talent<br />Careerbuilder can provide you with data which will enable you to access: <br /> Top markets with the greatest supply of candidates <br /> Top markets where the demand for talent exceeds supply <br /> Top employers hiring for the talent you need <br /> Demographics of the target talent <br /> Location Intelligence – heat maps by different metrics and locations <br />Who are your main competitors for talent?<br />What is your target talent searching for online?<br />
  6. 6. Are you fishing in the right pond?<br />Knowing what the labor pressure is in each of your markets is crucial for recruitment success. <br />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. <br />
  7. 7. The more tools you have in your toolbox the better<br />
  8. 8. Targeting Top-Talent <br /><ul><li>We will utilize our proprietary data to create a strategic sourcing strategy customized to your organization and your specific hiring needs. </li></li></ul><li>Using Data to Develop a Strategy<br />Assess Job Seeker Behavior<br />Determine The Supply & Demand Of Talent<br />Assess CareerBuilder’s Past Performance<br />Gather Data From Outside Sources<br />Where and when is your ideal candidate looking for a job?<br />What resources are they using to look for jobs?What types of jobs are they applying to?<br />What types of companies are they applying to?<br />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?<br />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?<br />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?<br />Using Data To Create A Position Strategy<br />
  9. 9. Resources We May Use<br />Niche Job Boards<br />Local Grass Roots Efforts<br />Job Boards<br />Specialty Networking Sites<br />Associations & User Groups<br />Advanced Boolean Searching<br />External Referral Networking<br />Your Targeted & Qualified Candidate Pool<br />Search Engine Optimization<br />Competitor Mapping/Name Generation<br />
  10. 10. Using Social Networks<br />We use these sites to:<br />Build awareness for your position<br />Contact potential jobseekers with relevant skills<br />Network with user groups<br />Build pipeline of potential candidates<br />
  11. 11. Company: The Overall Process<br />Source<br />Visual Screen<br />Phone Screen<br /><ul><li> Data driven and cost efficient sourcing strategy created to target both active and passive candidate pools
  12. 12. The strategy in place helps to find the most qualified and relevant talent
  13. 13. Recruitment team reviews resumes based on the required and desired skills the client selects
  14. 14. Client provides us with a list of 10 questions to ask the approved visually screened candidates
  15. 15. We phone screen the candidates you passed the visual screening
  16. 16. We can also schedule interviews with the hiring team.</li></ul>CareerBuilder<br />
  17. 17. Measured Success<br />

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