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Using Supply & Demand in the Talent
Marketplace
Introduction
About 20% of jobs are difficult to fill, based on data from
WANTED Analytics™, a CEB Company. On top of the current
challenges in recruiting, ERE’s State of Recruiting Survey shows
that about 35% of Recruiters expect hiring difficulty to increase
in 2015. The length of time it takes to fill a job and the cost-
per-hire will also increase. If you’re recruiting for technical,
manufacturing, skilled trades, healthcare, transportation, and
engineering jobs, you already know recruiting is likely to be
difficult. Add specialized skills, like evolving technology, and
filling open seats becomes even more challenging.
This white paper describes how HR professionals use hiring
demand and talent supply data to make strategic business
decisions and address their workforce problems.

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Copyright Notice:
All data, tables or reports attached are protected under U.S.,
Canadian and international copyright laws and treaties:
Copyright © 2015 WANTED Analytics, a CEB Company.
Various trademarks and tradenames referenced herein
are the property of their respective owners.
It is strictly forbidden for any party other than the holder of
the copyright, or its affiliates, to: reproduce this work in copies;
display this copyrighted work publicly; prepare derivative works
based upon this work; distribute copies of this work to the
public by sale or other transfer of ownership; distribute copies
of this work to the public by rental, lease, or lending.
Disclaimer:
WANTED Analytics has made and will make reasonable efforts to
ensure that its data and analysis are complete and accurate.
However, WANTED Analytics does not warrant their
completeness or accuracy and does not warrant that the
Subscriber's use of the Services will be uninterrupted or error
free, or that the results obtained will be useful or will satisfy
the Subscribers requirements.
WANTED Analytics makes no other warranties or
representations of any kind, either express or implied,
including but not limited to, warranties of design,
merchantability or fitness for a particular purpose, non‐
infringement, or arising from a course of dealing, usage or
trade practice.

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Unfilled Jobs and Finding the Right Candidate
As the talent crunch continues and the skills gap widens, it’s
becoming increasingly challenging to find the perfect candidate
with the right mix of abilities. This causes positions to go
unfilled for lengthy periods of time, which results in decreased
productivity and lost revenue. Additionally, it has become
common for workers to “job hop” every two to three years
causing employers to fill jobs more frequently. There are about
four million job openings available in the US and employers
compete heavily to find the best qualified talent for each
position. How will you beat your competition?

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Knowing the Talent and Supply Market on Day 1
When your company needs to fill or add certain positions,
determining the overall candidate supply and talent demand for
that job will help you form your hiring strategy from day one.
Hiring demand and talent supply data demonstrate the level of
competition you are likely to face and how many people meet
your requirements, giving an overall view of how hard-to-fill a
job is may be. As the employer, this information can help you
determine whether you should implement training and fill the
position from within, or where you should look for qualified
candidates.

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Knowing the Talent and Supply Market on Day 1
For instance, if you recruit for Web Developers with Java skills
in the Chicago metro area, you face intense competition for
talent.
In this area, there are over five million people employed, with
about 2,400 working as Web Developers. In addition, only
37.5% of all Web Developers have the required experience with
Java.

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Knowing the Talent and Supply Market on Day 1
The WANTED Analytics Hiring Scale scores jobs from 1 to 99,
with 99 indicating hardest-to-fill. The Hiring Scale scores Web
Developers at a 93 on average across the US, indicating very
challenging recruiting conditions nationally. Conditions are
slightly more difficult in the Chicago metro area. Locally, there
are 900 candidates currently in the workforce in web
development jobs, yet there are 589 jobs from 296 employers.
You can see the supply and demand mismatch employers will
experience. Employers need to develop innovative ways to find
potential candidates.

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Finding Candidates for Your Open Job
Since the talent market for Java Web Developers in Chicago
looks competitive, employers can consider recruiting in areas
with lower Hiring Scale scores to reduce hiring difficulty.
Montgomery, AL has less difficult recruiting conditions. There
are fewer employers searching for Web Developers in this area
and Montgomery currently scores a 60 on our Hiring Scale,
indicating moderate difficulty. However, despite less
competition in this metro area, conditions are still likely to be
challenging and employers shouldn’t expect it to be “easy”
sourcing here. There are other options to increase your
candidate supply for hard-to-fill positions.

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Finding Candidates for Your Open Job
If you are recruiting for a specific title, don’t limit your search
by seeking only candidates with that title. Potential candidates
often use the official title given at their company, which can
vary by organizations even though they perform the same
competencies you require. If you just search for one title, like
“Web Developer”, in your ATS or in resumes, you may miss
potential candidates with other titles that meet your
requirements. WANTED Analytics analyzes job ads and groups
together common titles for the same occupation, making it
easier to determine which alternatives you should look for. For
example, below are the most commonly advertised titles for
Web Developers with Java skills. You can include these in your
search to build your talent pipeline.

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Finding Candidates for Your Open Job
Another way to find more candidates is by looking at employers
who have hired in the past for positions that match your
requirements. These companies are likely to currently have
strong candidates currently there that meet your qualifications.
You can use social media, professional profiles, or your resume
databanks to identify potential passive candidates. Below are
companies that have hired the most Web Developers with Java
experience in the past four years.

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Finding Candidates for Your Open Job
Knowing that a particular job is hard-to-fill and that there aren’t
enough candidates to meet demand, employers may want to
consider developing recruiting and training programs at post-
secondary schools. WANTED Analytics Graduate Data reveals
which colleges and universities have the largest graduating
classes for particular fields of study. You can work with these
institutions on internship programs at these schools, recruit on
campus, or provide current employees with skill development
and fill jobs from within your organization. Graduate data
reveals that 23,682 candidates entered the workforce last year
with the coursework required for Web Developer jobs and a
similar number will be graduating this year. University of
Phoenix had the largest graduating class in this field of study.

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Assessing Your Competition
In addition to helping you identify supply, demand, recruiting
difficulty, and potential candidates, Recruiters should also
assess the competition. About 4,028 employers are competing
for Web Developers with Java skills in the US. 32% of those job
listings advertise positions in NY, the city with the most
demand. Recruiters filling positions in this location are currently
competing with J.P. Morgan Chase, CITI, and Amazon.com
among others.

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Assessing Your Competition
By looking more closely at your top competition you can
determine how many new jobs they’ve added and if they’re
ramping up recruiting efforts or winding down. When viewing
J.P. Morgan Chase’s Employer Details, the trend line indicates
that they’ve added 1,556 new Web Developer with Java skills
job ads and their recent recruiting efforts have downward
momentum.

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Assessing Your Competition
WANTED Analytics groups employers most advertised
occupations, locations, job boards, skills, and certifications. This
information can help form your overall workforce management
strategy. For instance, we show that, in addition to Web
Developers, J.P. Morgan Chase is also recruiting business and
financial operations, management, office and administrative,
computer and math, and sales occupations. If you are also
filling these positions, use their hiring activity to form your
hiring strategy. You may want to advertise your jobs on
different websites, run a more aggressive campaign, source
candidates from locations with a larger candidate supply or
better recruiting conditions, and offer higher salaries than they
or your market advertises. If you’re not recruiting for these
jobs right now, but might in the future, consider when they
post their ads. Schedule your recruiting during different
intervals so you aren’t directly competing with them at the
same time. In regards to Web Developers with Java skills, J.P.
Morgan Chase advertises these jobs in NY (NY), Columbus
(OH), and Philadelphia (PA).

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Assessing Your Competition
One of the competitive assessments you should be doing is
related to salary. WANTED Analytics aggregates salaries listed
in similar job ads and shows the average advertised salary for
the position. This value is used by employers to attract talent;
it is not necessarily the compensation that is agreed upon
between employer and employee. The Market Salary provides
an idea of what local and national competitors are advertising
to attract talent. This will inform you if you are over or
underpaying your employees. The median salary in the NY
metro is $12,450 higher than the national average. This data
will also help when relocating a candidate or attracting talent
from another market.

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Conclusion
In this whitepaper, we have demonstrated how to use supply
and demand in the talent marketplace to help form your hiring
strategy and make informed business decisions. This business
intelligence will help you understand your competition, where
candidates exist, and how to develop sourcing tactics for hard-
to-fill positions.
ABOUT WANTED Analytics™
In November 2015, WANTED Analytics became a CEB
company. CEB (NYSE: CEB) is a best practice insight and
technology company that partners with its customers to develop
innovative solutions that unlock their potential and help them
grow. When fully integrated, the WANTED Analytics and CEB
Talent Strategy & Analytics offerings will help businesses
leverage talent intelligence for more impactful recruiting and
workforce planning.
WANTED Analytics™ combines real-time, global business
intelligence with years of hiring demand and talent supply data
to help make better strategic business decisions.
WANTED Analytics is also the exclusive data provider for The
Conference Board’s Help Wanted OnLine Data Series®, the
monthly economic indicator of Hiring Demand in the United
States.
WANTED Analytics began collecting detailed Hiring Demand data
in October 2002, and currently maintains a database of more
than one billion unique job listings.