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The Talent Advantage

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CareerBuilder Managing Director Vina Dang discussed the importance of data and strategy for today’s human resources professionals during her presentation at the 2014 Human Capital Leadership Forum in New York on Oct. 21. In her presentation, Dang pointed out knowing what the demographic makeup looks like for key candidates and the years of experience that they have is critical for employers.

According to Dang, the shift of candidates today is going from employer to consumer candidates. Dang also noted today’s candidates want things to be easy, transparent and personal to them, and employers need to adapt to these candidates’ needs to ensure they add skilled professionals consistently. An organization that highlights its brand to candidates, Dang said, can boost its chances to add top talent: “One of the things that marketers do really well is they create an experience when you go to their website. The same can be applied with when you’re doing this with your own employment value proposition and creating that dynamic story.”

In addition, an organization that invests in its mobile experience can help candidates submit applications via smartphones and tablets, Dang said. If an organization focuses on ways to make it easier for candidates to submit applications, Dang said, it can find skilled professionals to fill vacancies: “There is a clear difference between a mobile optimized site and a mobile friendly site … When you think about your application process, you really want it to be seamless because there is quite a bit of drop-off that occurs because even in our site alone.”

- See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-vina-dang-managing-director-careerbuilder/#sthash.D1dcqE33.dpuf

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The Talent Advantage

  1. 1. © 2014 CareerBuilder THE TALENT ADVANTAGE Presented by Vina Dang, Managing Director © 2014 CareerBuilder
  2. 2. HR CHALLENGES • 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? © 2014 CareerBuilder 1 |
  3. 3. HUMAN RESOURCE INVESTMENTS 29% Workforce analytics/ Access to data 22% Mobile readiness © 2014 CareerBuilder 2 | Source: Talent Equation - CareerBuilder U.S. Jobs Forecast 2014 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) 11% Other
  4. 4. © 2014 CareerBuilder © 2014 CareerBuilder ECONOMICALLY SPEAKING…
  5. 5. HISTORICAL JOB LOSS © 2014 CareerBuilder 4 | 1981 1990 2001 2007
  6. 6. ECONOMY + UNEMPLOYMENT © 2014 CareerBuilder 5 | DO YOU SEE A PATTERN? 1948 2014 • Nationwide unemployment – 5.9% • New York – 6.4% (29th lowest) • Pennsylvania – 5.8% (22nd lowest) • North Dakota – 2.8% (#1 lowest!)
  7. 7. WELCOME TO 2.8% NORTH DAKOTA! © 2014 CareerBuilder 6 |
  8. 8. © 2014 CareerBuilder © 2014 CareerBuilder LOCAL TRENDS
  9. 9. LOCAL ECONOMY TRENDS (GREATER NYC) © 2014 CareerBuilder 8 | THE LAST 5 YEARS… Greater NYC + 1.6%  Greater Philly – 1.9%  Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014
  10. 10. LOCAL OCCUPATION TRENDS (GREATER NYC) © 2014 CareerBuilder 9 | THE LAST 5 YEARS… Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014
  11. 11. © 2014 CareerBuilder THE NEXT 5 YEARS… 10 | Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 10/17/2014
  12. 12. COMPETITION FOR SKILLED TALENT © 2014 CareerBuilder 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 in10 H.R. managers say they have open positions for which they cannot find qualified candidates. Source: CareerBuilder 2014 Skills Gap Study - http://careerbuildercommunications.com/skillsgapstudy2014/
  13. 13. DELIGHT NOT DOOM Deflated © 2014 CareerBuilder 2009 2010 2011 2012 2013 Empowered! Gradually declining unemployment means increased competition for talent 12 |
  14. 14. KNOW YOUR TALENT MARKET © 2014 CareerBuilder START WITH DATA + END WITH STRATEGY 13
  15. 15. SUPPLY & DEMAND – COLLEGE & DIVERSITY 14 | © 2014 CareerBuilder Source: EMSI College Analyst – data pulled 10/1/2014
  16. 16. 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. © 2014 CareerBuilder 19 |
  17. 17. SUPPLY & DEMAND – GREATER NYC 16 | © 2014 CareerBuilder Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014
  18. 18. 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? © 2014 CareerBuilder 19 |
  19. 19. CONVERSATIONAL ANALYTICS © 2014 CareerBuilder 18 |
  20. 20. 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? © 2014 CareerBuilder 19 |
  21. 21. © 2014 CareerBuilder BE WHERE YOUR CANDIDATES ARE BRAND + SOURCE + RE-ENGAGE 20
  22. 22. TALENT SCARCITY IN A DIGITAL AGE © 2014 CareerBuilder 21 | Significant Power Shift from Employer to the Consumer Candidate
  23. 23. THE 3 CONSUMER CANDIDATE “GREAT EXPECTATIONS” 1. Easy 2. Transparent 3. Personal 22 © 2014 CareerBuilder
  24. 24. THE CONSUMER CANDIDATE © 2014 CareerBuilder 23 Of full-time employed workers are actively looking or open to new job opportunities. search for jobs while at work. different resources are used on average before applying to a job. Source: CareerBuilder and Inavero Candidate Behavior Study 2013
  25. 25. BRAND MATTERS 2©5 2014 CareerBuilder 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
  26. 26. CONSISTENT RECRUITMENT MARKETING © 2014 CareerBuilder 26
  27. 27. THINK LIKE A MARKETER © 2014 CareerBuilder 28
  28. 28. ATTRACT WITH A DYNAMIC STORY! © 2014 CareerBuilder 29
  29. 29. CULTURE VIA SOCIAL MEDIA – 62% © 2014 CareerBuilder 29
  30. 30. THE MOBILE EXPERIENCE Yes No Not sure CareerBuilder HR Technology Survey 2014 © 2014 CareerBuilder 30 Yes 31% No 37% Not sure 32%
  31. 31. MOBILE: OPTIMIZED VS. FRIENDLY © 2014 CareerBuilder 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.
  32. 32. SIMPLIFY YOUR PROCESS © 2014 CareerBuilder REMOVE THE FRICTION 32
  33. 33. CANDIDATE EXPECTATIONS Think CONSUMER experience... © 2014 CareerBuilder 33 • Easy – “One click to buy online.” • Transparent – “I know where my shipment is.” • Personal – “I have a relationship with a company brand.
  34. 34. DOES THE CANDIDATE EXPERIENCE MATCH? © 2014 CareerBuilder 34
  35. 35. TOLERANCE OR TALENTED? © 2014 CareerBuilder 35 | Of employers feel a long process is positive because it “weeds out” candidates, and only the best will survive. OUT OF CANDIDATES DROP-OFF Source: CareerBuilder “How Candidate Experience is Transforming HR Technology” Study, October 2014
  36. 36. GIVE CANDIDATES OPTIONS © 2014 CareerBuilder 36
  37. 37. TALENT NETWORKS – JOIN + RE-ENGAGE © 2014 CareerBuilder ► 37 ◄ 37 | of candidates would be willing to join a talent network, even if they aren’t ready to apply.
  38. 38. SIMPLIFY THE PROCESS © 2014 CareerBuilder 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
  39. 39. PERSONAL COMMUNICATION Source: CareerBuilder “How Candidate Experience is Transforming HR Technology” Study, October 2014 39 | © 2014 CareerBuilder 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!
  40. 40. TRANSPARENT + PERSONAL 38 | © 2014 CareerBuilder
  41. 41. FOR RECRUITERS: SIMPLIFY WORKFLOW 41 © 2014 CareerBuilder PUBLIC RESUME DATABASE CANDIDATES PRIVATE RESUME DATABASE CANDIDATES MYSUPPLY (CLIENT ATS CANDIDATES) TALENT NETWORK (CLIENT CANDIDATES) 41% 19% 24% 16% One Jseaavarc Dheveloper
  42. 42. BRINGING IT ALL TOGETHER © 2014 CareerBuilder 42 |
  43. 43. THE MODERN RECRUITMENT ENGINE Predictive Data Candidate Sourcing HR Software Talent Market Insight © 2014 CareerBuilder Employment Brand (EVP & Design) Media Strategy: Job Boards Niche Sites Natural Search Campaigns Campus Video - Mobile Social Media Capture recruitment performance data Software Experience Site + Talent Network + ATS Generates candidates flow to… First 3-6 months Ongoing Performance Data: Feedback Loop. Ongoing brand management of Media and Software Platform 43 |
  44. 44. HUMANIZE THE CANDIDATE EXPERIENCE © 2014 CareerBuilder 45 | -Maya Angelou
  45. 45. KEY TAKEAWAYS © 2014 CareerBuilder 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.
  46. 46. Links/Resources: http://careerbuildercommunications.com/candidatebehavior/ http://www.careerbuildercommunications.com/candidateexperience/ http://www.slideshare.net/cbforemployers/presentations http://www.careerbuilderforemployers.com/ © 2014 CareerBuilder © 2014 CareerBuilder Vina Dang | vina.dang@careerbuilder.com CareerBuilder, Managing Director Twitter: @vinadang http://www.linkedin.com/in/vinadang Questions?

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