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Singapore - "Talent Mapping Intelligence"


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Singapore - "Talent Mapping Intelligence"

  1. 1. Competitive Intelligence: Knowledge & Retention Talent Mapping 3.0 Dave Mendoza HRO Summit APAC Singapore 20121
  2. 2. Talent Mapping is Useless….? • Unless data is usable (Searchable) • Unless extraction and leverage is easy • Unless the data is in one place • Unless categorized, tagged & mapped to talentIts not about Today, Its about next MonthDave Mendoza & Associates, Inc. 2
  3. 3. Talent Mapping + Talent Retrieval Strategic Talent IntelligenceDave Mendoza & Associates, Inc. 3
  4. 4. Today’s Discussion Search Business Technology Intelligence as a CHALLENGES as a Recruiting Talent Strategy Best Practice DriverDave Mendoza & Associates, Inc. 4
  5. 5. Intelligence Inspires Talent Strategy Intelligence: decision and action Information: Finding the patterns Analysis: meaning to data Data: Culmination of interesting factsDave Mendoza & Associates, Inc. 5
  6. 6. The Significance of Research What knowledge & resources do you need to identify key talent? INTERNAL EXTERNAL • Recruiters • Social • Researchers Platforms • Employees • Agencies • Referrals • InfluencersDave Mendoza & Associates, Inc. 6
  7. 7. Intelligence is NOT Espionage Competitive Readily available, Intelligence sources multiple channels, i.e. information within the Publicly traded stock public domain or via exchanges & Financial ethical conversation. Reports, i.e. Leverage public domain dataDave Mendoza & Associates, Inc. 7
  8. 8. Where do you start? The low hanging fruit is no longer your local job board. • Industry Outlets; online trade journals • YouTube and other video platforms • RSS feeds • Corporate blogs • Public subject matter forums and groups • Social MediaDave Mendoza & Associates, Inc. 8
  9. 9. Know Your Competition?Not all your competitors hire the same people.Focus only on companies that employ similarpeople, similar skills.• Conferences and symposiums• Industry influencers• Listening in impromptu and real-time• Natural language techniques – “Terms of Art”Dave Mendoza & Associates, Inc. 9
  10. 10. Decipher the “Language” of “Data”• sales "*% of quota" (websphere | infoshere)• ("Golden Circle" | "Win Americas Award" | "Sales Roundtable" | "Software Sales Recognition" | "Specialist Rep of the Year") • And there email ….. "mailto: *”Dave Mendoza & Associates, Inc. 10
  11. 11. Use Natural Language Search • "developed * applications” •|worked.for|at|on|with (company OR job title OR jargon) • "I|Im work|worked|working for|at|on|with" COMPANY • "used to work" COMPANY or more narrow "used to work * COMPANY” • COMPANY ("my team" OR "our team") • worked "contact me“ • "is|was an * at COMPANY" and “I was|am an * at COMPANY”Dave Mendoza & Associates, Inc. 11
  12. 12. Knowledge Library: Templates, Contact Finder Repository, etc.Dave Mendoza & Associates, Inc. 12
  13. 13. Align To Workforce Plan Plug & Play customized automated search Dave Mendoza & Associates, Inc.Dave Mendoza & Associates, Inc. 13
  14. 14. Knowledge Is Perishable! Retention of your talent organizations’ intellectual capabilities: Have you prepared a contingency plan? How Do You Retain the intellectual property your firm invested in?Dave Mendoza & Associates, Inc. 14
  15. 15. Leverage the Intelligence• Turn data into information• Give meaning to data• Distributed information• Centralize Intelligence in CRMDave Mendoza & Associates, Inc. 15
  16. 16. Deposit & Distribute: CRM Methodology 5 4 Recruit & Place 3 CRM Move to hiring process either in the Apply CRM tactics to CRM or integrated 2 Profile and continuously with your ATS/ERP. communicate and Segment build engagement. 1 Engage Use tags, custom Email or SMS directly fields, workflows, from the Avature notes to build aSource & System, in bulk or one- complete profileAttract off Reporting &Social Networks, MetricsBlogs, Job Boards, Dashboard styleDirectories, OpenWeb, reporting with metricsMicro-sites, bulk data driven around pipelines,upload segmentation, and CRM activity Copyright © 2011 Avature. All Rights Reserved.
  17. 17. Talent Community Live RSS Feed + CRM = Searchability• We identified limited, to overall inability to do precise keyword searches within CRM search. For Example, the phrase “Call Center”• "Cloud" OR "Consulting" OR "Data" subset filter within search agent locations• provided no results.• We need to enable within Web Sources “CRM People” – next to all job boards. Makes CRM instance into a job board.
  18. 18. Trust & Verify ... Extend Your Shelf-Life Set up an Automatic Action Triggering Portal Request to Confirm & Update Contact Data
  19. 19. Interactive RecruitmentMarketing Strategy Now Candidate Marketing 19
  20. 20. Tactics to employDave Mendoza & Associates, Inc. 20
  21. 21. Leverage Data & Convert To HiresDave Mendoza & Associates, Inc. 21
  22. 22. Strategic Crowd Sourcing Direct Social Passive Media & Branding Take Outreach Approach Away Competitor Relationship Mapping BuildingDave Mendoza & Associates, Inc. 22
  23. 23. Talent Data In Simple Terms = PeopleDave Mendoza & Associates, Inc. 23
  24. 24. • 100,000; • 68,000; • 40,000; • 18,000,Dave Mendoza & Associates, Inc. • 800; • 125; • 15; •524
  25. 25. When should you meet those college graduate, women? • For every 100k students entering 9th grade in the US in 2011 • 68k will graduate in 2015 • 40k will enter college in 2015 • 18k will graduate from college by 2020 (5 years) • 800 will have an engineering degree • 125 will have a mechanical engineering degree • 15 of the mechanical engineers are women • 5 women mechanical engineers will still be working in 2025 It isn’t a trivial question!Dave Mendoza & Associates, Inc. 25
  26. 26. Questions Define Your Strategy & Tactics • What does your universe look like for the skill sets you hire…and where you hire from? What variables effect your assumptions? • Business Division? • Geo-Location? • Does your strategy determine how and when to engage prospects competitively • before you are ready to hire them? • before they are fully skilled to perform?Dave Mendoza & Associates, Inc. 26
  27. 27. Define Success: Analytics within Data • Should your strategy include conversion rates? • If yes, Define strata of how you define Conversion: • Profile to Lead opting-in for regular engagement communications • Lead progressing to candidate development in the form of Resume Submitted? • Lead as Referral ambassador? • Lead as “source of Intel”Dave Mendoza & Associates, Inc. 27
  28. 28. SUMMARY: Data Driven Logic • Align strategic roadmap to the Workforce plan • Uncover competitive intelligence, document ‘proven’ internal search efforts • Use natural language, “terms of trade” within search • Centralize & distribute data within CRMDave Mendoza & Associates, Inc. 28
  29. 29. Talent Mapping + Talent Retrieval Strategic Talent Intelligence ©Dave Mendoza & Associates, Inc. 29
  30. 30. Strategic Talent Intelligence = Talent Knowledge Libary©Dave Mendoza & Associates, Inc. 30
  31. 31. Dave Mendoza & Associates, Inc 303-718-2440 17th May , 2012Capabilities Outline:• Talent Mapping• Talent Knowledge Libraries• SEO Social Strategies & Niche Talent Audience Engagement Dave Mendoza & Associates, Inc. 31