Developing	  An	  Actionable	  Intelligence	  Framework	  	         	  	  Tito	  Magobet	  Director,	  Recruiting	  Operat...
¡    Intro	  ¡    Video	  ¡    Definition:	  	  What	  ¡    Why	        §  Context	  &	  Key	  Objectives	  ¡    How	...
¡  Have	  you	  ever	  felt	  like	  this	  guy?	  ………I	  know	  that	  I	  have!!	  
4       What	  is	  Competitive	  Intelligence?	  ¡      “Competitive	  Intelligence:	  A	  systematic	  and	  ethical	  ...
5	  ¡ 	  Military	  intelligence	  practices	  	  Sun	  Tzu	  (Chinese	  military	  strategist	  -­‐	  500	  BC)	  the	  ...
¡  Proactive	  and	  systematic	  process	  for	    gathering,	  	  managing,	  analyzing	  and	  using	    insightful	  ...
¡    Workforce	  Intelligence	  is	  an	  emerging	  capability	        offering	  executives	  talent	  insights	  into	 ...
¡  Improve	  Short	  &	  Long	  Term	  Forecasting.	  Develop	      predictive	  models	  for	  supporting	  short	  &	  ...
Strategic	  Pillars	    Simplicity	             Integration	   Coordination	  
¡  Recruiting	  and	  HR	  Leadership	  Team	  ¡  Recruiters	  and	  Sourcers	  ¡  Internal	  Product	  Marketing	  ¡ ...
¡    Requires	  a	  dedicated	  resource	  (‘s)	  ¡    Buy	  in	  from	  the	  leadership	  team	  and	  stake	  holders...
14                     •  Project	  Management	    Needs	  assessment	                       •  Publicly	  available	  dat...
Personnel	              ATS	  New	  Hires	                     Interview	                                     Notes/Doc	  ...
New	  Hire	  Interviews	  &	  Intake	  Sessions	                               Focus	  Groups	    Phone	  Interviews	    &...
¡    Client	  Intake	  Sessions	  ¡    Phone	  Screens	  ¡    Interviews	  ¡    New	  Hire	  orientation	  ¡    Surve...
Data	  	  Grids	    DNA	                           Demand	                 Supply	    •  Employees	                  •  Op...
Determining	  which	  jobs	  high	  impact	  and	  	  hard	  to	  fill	     Impact	                                      Di...
•  The	  position	  has	  been	  posted	  for	  90+	  days	  yet	  is	  still	       unfilled.	  •  You	  have	  exhausted	...
People	  in	  the	  Workforce	     Employers	  
Learn	  in	  Advance	  Which	  Jobs	  will	  Be	  Hard-­‐To-­‐Fill	  →  Any	  position	  that	  is	  to	  the	  left	  on	...
¡    Computer	  Software	  Engineers	  ¡    Web	  Developers	  ¡    Network	  &	  Computer	  Systems	  Administrators	  
¡     Bookkeeping,	  Accounting	  and	  Auditing	  Clerks	  	  ¡     Law	  Clerks	  ¡     Office	  Clerks	  
→  Job	  Title:	  Senior	  Software	  Engineer	  –	  Cloud	  Platform	  →  Originally	  posted:	  7/10/2011	  →  Location:...
This	  posiBon	  is	  expected	  to	  be	  difficult	  to	  fill.	  	  It	  should	  not	  be	  a	  surprise	  that	  the	  p...
An	  esBmated	  count	  of	  the	  talent	  pool	  in	  your	  local	  market.	  	  These	  are	  people	  who	  are	  cur...
These	  are	  the	  companies	  who	  are	  recruiBng	  for	  similar	  talent	  in	  your	  area.	  Review	  their	  job	...
1:	  Expand	  Your	  Target	  Tittles	  
Review	  the	  list	  of	  companies	  that	  have	  previously	  hired	  for	  this	  role,	  passive	  candidates	  may	...
Data	  Mash	  Ups	   People	                 Companies	                 Demand	   •  Employees	           •  Top	  Competi...
¡  Companies	  ¡  Locations	  ¡  Key	  Words/Skills	  ¡  Ranked	  Records	  (sliver	  medalists/runner	  ups)	  ¡  Re...
Go	  into	  your	  launch	  discussion	  with	  your	  client	      with	  the	  following:	  ¡  Analysis	  of	  target	 ...
………………………	  
Market	        Search	                  Closure	  Req	     Intake	                                   Slate	               ...
Global Talent Intelligence: Developing An Actionable Intelligence Framework
Global Talent Intelligence: Developing An Actionable Intelligence Framework
Global Talent Intelligence: Developing An Actionable Intelligence Framework
Global Talent Intelligence: Developing An Actionable Intelligence Framework
Global Talent Intelligence: Developing An Actionable Intelligence Framework
Global Talent Intelligence: Developing An Actionable Intelligence Framework
Global Talent Intelligence: Developing An Actionable Intelligence Framework
Global Talent Intelligence: Developing An Actionable Intelligence Framework
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Global Talent Intelligence: Developing An Actionable Intelligence Framework

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Presentation from Sourcecon 2011 Fall, presented by Tito Magobet.

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  • This was my my first Sourcecon and I really appreciated this presentation by Tito. In the rush to begin sourcing, it's easy to overlook the basic, key principles of setting up a scalable, well conceived knowledge infrastructure that will enable the whole team, and future generations of sourcers that will follow that team. This is sound, 'big picture' thinking.
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Global Talent Intelligence: Developing An Actionable Intelligence Framework

  1. 1. Developing  An  Actionable  Intelligence  Framework        Tito  Magobet  Director,  Recruiting  Operations  &  Strategic  Programs    
  2. 2. ¡  Intro  ¡  Video  ¡  Definition:    What  ¡  Why   §  Context  &  Key  Objectives  ¡  How  ¡  Supply  and  Demand  Analysis  ¡  Scenario  ¡  Setting  up  a  successful  Client  Discussion  ¡  Integration  ¡  Q&A  
  3. 3. ¡  Have  you  ever  felt  like  this  guy?  ………I  know  that  I  have!!  
  4. 4. 4 What  is  Competitive  Intelligence?  ¡  “Competitive  Intelligence:  A  systematic  and  ethical  program  for  gathering,   analyzing,  and  managing  external  information  that  can  affect  your   companys  plans,  decisions,  and  operations”  (SCIP)    ¡  “Competitive  intelligence  is  the  gathering  and  analysis  of  information  from   human  and  published  sources  about  market  trends  and  industry   developments  that  allows  for  advanced  identification  of  risks  and   opportunities  in  the  competitive  arena.”  (Ben  Gilad,  PhD  )   Competitive  Intelligence  is  a  process  which  gives  insights  into  what  might  happen  in  the  near  future  to   support  business  decisions       4  
  5. 5. 5  ¡   Military  intelligence  practices    Sun  Tzu  (Chinese  military  strategist  -­‐  500  BC)  the  Art  of  War  /  Von  Clausewitz,  “On  War”  (Prussian  General  1852)     ¡   National  Intelligence  activity  :  national  security  as  a  policy   issue  after  War  II  and  link  to  linked  to  political  science.   ¡   More  Business  oriented  around  1980  “Industry  and  Competitor   Analysis”  (Porter,)   ¡   Now  “Competitive  Intelligence  for  Strategic  Decision   Making.”  (SCIP)   5  
  6. 6. ¡  Proactive  and  systematic  process  for   gathering,    managing,  analyzing  and  using   insightful  people  and  workforce  data  and   analytics  results  to  help  organizations   achieve  strategic  talent  and  operations   objectives.  
  7. 7. ¡  Workforce  Intelligence  is  an  emerging  capability   offering  executives  talent  insights  into  the  supply   and  demand  situations  impacting  their  critical   positions.    ¡  Competition  for  top  talent  if  fierce  and  those  who   invest  in  this  capability  will  advance  their   competitive    advantage.  ¡  Strategic  support  of  clients  &  recruitment  initiatives   by  delivering  targeted  information  used  by   recruiters  to  effectively  hire  the  right  people  at  the   right  time.  
  8. 8. ¡  Improve  Short  &  Long  Term  Forecasting.  Develop   predictive  models  for  supporting  short  &  long-­‐term  staffing   needs  and  align  sourcing  with  future  requirements.  .  ¡  Decrease  Days-­‐To-­‐Fill.  Gain  a  more  thorough   understanding  of  supply  and  demand  by  skill  set  to  place   the  right  person  in  less  time.  ¡  Continue  to  up-­‐level  the  sourcing  function  as  a  strategic   solutions  provider  and  an  integral  component  to  talent   strategy.  ¡  Produce  value  streams  that  go  beyond  talent  acquisition:   §  Global  Rewards   §  Talent  Management   §  Strategic  Programs    
  9. 9. Strategic  Pillars   Simplicity   Integration   Coordination  
  10. 10. ¡  Recruiting  and  HR  Leadership  Team  ¡  Recruiters  and  Sourcers  ¡  Internal  Product  Marketing  ¡  Corporate  BI  or  CI  if  such  teams  exist  ¡  Communications  ¡  Clients  and  Hiring  Managers  ¡  Employees  ¡  And  of  course…..candidates  
  11. 11. ¡  Requires  a  dedicated  resource  (‘s)  ¡  Buy  in  from  the  leadership  team  and  stake  holders  ¡  Establish  an  Intelligence  Development  Lifecycle  (IDL)    ¡  Identify  key  sources  &  systems   §  Internal  Ecosystem  development   §  External  Ecosystem  development  ¡  Select  a  central  database  or  system   §  Share  Point,  Access,  SQL,  other    ¡  Build  some  simple  tools/templates  ¡  Establish  strategic  joint  partnerships    ¡  Develop  your  intelligence  cycle/rhythm  
  12. 12. 14 •  Project  Management   Needs  assessment   •  Publicly  available  data     Data   •  Intellectual  Property  data   Collection   •  Industry  Analysis  of   •  Competitors   Data   •  Report   Delivering   •  Action  intelligence   14  
  13. 13. Personnel   ATS  New  Hires   Interview   Notes/Doc   CRM   HRIS   Shared   Shared   Drives   Drives   Intranet  
  14. 14. New  Hire  Interviews  &  Intake  Sessions   Focus  Groups   Phone  Interviews   &  Informationals   Bench  Marks   Surveys  
  15. 15. ¡  Client  Intake  Sessions  ¡  Phone  Screens  ¡  Interviews  ¡  New  Hire  orientation  ¡  Surveys  ¡  Benchmarking  ¡  Focus  Groups  ¡  ERP  Campaigns     Think  web  forms,  InfoPath,  even  word  docs.  
  16. 16. Data    Grids   DNA   Demand   Supply   •  Employees   •  Open  Reqs   •  ATS   •  Titles   •  Pending  Reqs   •  CRM   •  Previous  Employers   •  Closed  Reqs   •  Lists/Directories   •  Previous  Projects   •  Posted  Reqs   •  Research   •  Previous    Titles   •  WFP   •  ERP   •  Previous  Division   •  Succession   •  Wanted     •  School/degree  
  17. 17. Determining  which  jobs  high  impact  and    hard  to  fill   Impact   Difficulty  
  18. 18. •  The  position  has  been  posted  for  90+  days  yet  is  still   unfilled.  •  You  have  exhausted  your  typical  search  paths  and  still   not  short  list  or  slate  developed.  •  The  hiring  manager  has  not  been  happy  with  the   quality  of  candidates  that  you  have  presented.    
  19. 19. People  in  the  Workforce   Employers  
  20. 20. Learn  in  Advance  Which  Jobs  will  Be  Hard-­‐To-­‐Fill  →  Any  position  that  is  to  the  left  on  the  scale  is  hard-­‐to-­‐fill.   •  Talent  Demand  is  larger  than  Talent  Supply.  →  Any  position  that  is  to  the  right  on  the  scale  is  easy-­‐to-­‐fill.   •  Talent  Supply  is  larger  than  Talent  Demand.  
  21. 21. ¡  Computer  Software  Engineers  ¡  Web  Developers  ¡  Network  &  Computer  Systems  Administrators  
  22. 22. ¡  Bookkeeping,  Accounting  and  Auditing  Clerks    ¡  Law  Clerks  ¡  Office  Clerks  
  23. 23. →  Job  Title:  Senior  Software  Engineer  –  Cloud  Platform  →  Originally  posted:  7/10/2011  →  Location:  Palo  Alto,  CA  →  Keywords:   •  Cloud  Computing   •  Distributed  Systems   •  Software  Engineer    
  24. 24. This  posiBon  is  expected  to  be  difficult  to  fill.    It  should  not  be  a  surprise  that  the  posiBon  is  sBll  open  aIer  3  months.  
  25. 25. An  esBmated  count  of  the  talent  pool  in  your  local  market.    These  are  people  who  are  currently  employed  with  different  organizaBons  in  your  area.  
  26. 26. These  are  the  companies  who  are  recruiBng  for  similar  talent  in  your  area.  Review  their  job  descripBons.  
  27. 27. 1:  Expand  Your  Target  Tittles  
  28. 28. Review  the  list  of  companies  that  have  previously  hired  for  this  role,  passive  candidates  may  sBll  be  working  at  these  companies.    In  addiBon,  you  may  find  addiBonal  keywords  to  be  used  when  searching  your  database  for  candidates.  
  29. 29. Data  Mash  Ups   People   Companies   Demand   •  Employees   •  Top  Competitors   •  Open  Reqs   •  Applicants   •  Sectors   •  Pending  Reqs   •  Prospects   •  Industries   •  Closed  Reqs   •  Sources   •  Universities   •  Posted  Reqs   •  WFP   •  Succession  
  30. 30. ¡  Companies  ¡  Locations  ¡  Key  Words/Skills  ¡  Ranked  Records  (sliver  medalists/runner  ups)  ¡  Review  Search  Strategy/Short  List  with  Client  ¡  Launch  Network  /Engagement  Campaign  
  31. 31. Go  into  your  launch  discussion  with  your  client   with  the  following:  ¡  Analysis  of  target  sources  &  Orgs  ¡  Alternate  titles  and  locations  to  discuss  ¡  Ranked  Records  (sliver  medalists/runner  ups)  ¡  Review  Search  Strategy  with  supply  &   demand  analysis  ¡  Short  list  of  Ranked  Profiles/Candidates  (A’s)  ¡  Launch  Network  /Engagement  Campaign   ready  to  go.  
  32. 32. ………………………  
  33. 33. Market   Search   Closure  Req   Intake   Slate   Analysis   Strategy   Survey  

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