Australian Talent Pools: Latest Views on Supply and Demand -- Breakout Session at Talent Connect Sydney 2015
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Australian talent pools: Latest views on supply and demand by Josh Coulson, Insights Manager, APAC, LinkedIn When shaping your talent strategy, knowledge is power. Understanding market supply and demand for your specific talent needs is critical to engaging your executive team, and making smart investments. What markets in ANZ are most competitive? Where are the 'hidden gems’? Join LinkedIn’s data insights team as they review the latest analysis across geographies, functions, industries, and seniority. Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
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Australian Talent Pools: Latest Views on Supply and Demand -- Breakout Session at Talent Connect Sydney 2015
- 2. Josh Coulson Insights Manager APAC LinkedIn Talent Pools: Using insights to engage stakeholders and power your talent strategy
- 8. The market for talent is no different . . . Governed by supply and demand BA #intalent
- 9. Talent pools are your talent GPS #intalent
- 10. Set your talent destination Map talent supply & demand Explore alternate routes #intalent
- 11. Step 1: Set your talent destination #intalent
- 12. > > > What skills or areas of expertise are required to be successful? What does our current profile of a Brewer look like? Which companies/employers are well-known in this space? Discovery questions #intalent
- 13. Start with LinkedIn Recruiter #intalent
- 14. What does the Talent Pool look like #intalent
- 15. What does the Talent Pool look like #intalent
- 16. What does the Talent Pool look like #intalent
- 17. What does the Talent Pool look like #intalent
- 19. First signals of talent supply… #intalent
- 20. Set your talent destination Map talent supply & demand Explore alternate routes #intalent
- 21. Let’s make this easier . . . 1. Energy - Renewable Energy 2. Oil & Gas - Subsea / Offshore 3. Business - Branding 4. Business - Non-profit 5. Computer - Software QA/Debugging 6. Computer - Java Development 7. Construction - Architectural Design 8. Ecology & Environmental Science 9. Finance - Corporate Finance 10. Law - Corporate Law In 2013… 10 Talent Pool Reports In 2014… Talent Pools Reports! #intalent
- 22. #intalent New Talent Pool Reports
- 23. EXPERTISE • Occupation (Software Engineer) • Skillset (Perl/Python/Ruby) Combining expertise & region > > REGION • Continent (Asia) • Region (Southeast Asia) • Country (Singapore) Based on . . .
- 24. 1. 3d Artists (Europe) 2. Academic Advisors (United States) 3. Accountants (Africa) 4. Actors (Europe) .. .. .. 13998. Welder (Latin America) 13999. Writer (United Kingdom) 14000. Yoga Teacher (United States) #intalent Insights for where you are hiring
- 25. Let’s look at what’s on offer #intalent
- 26. Combine, Compare, Benchmark QUALITY OF HIRE> TIME TO HIRE> COST PER HIRE> Something’s gotta give . . . #intalent
- 27. Data craves context Hiring Mgr feedback LinkedIn Recruiter Talent Pool reports Candidates Internal data / Past experience #intalent
- 28. Which Australian professionals are most in demand? 1 UX Designer 6 Financial Advisor/ Paraplanner 2 Software Developer (Java, .NET) 7 Business Intelligence Consultant 3 Instrumentation Technician (Manufacturing) 8 Software Salesperson 4 Sonographer/ Radiologist 9 Structural Engineer 5 Orthopedic Surgeon 10 Digital Marketer Source: LinkedIn Data – Members in Australia in the last six months #intalent
- 29. Which Australian Industries have the highest demand? 1 Tech – Software and Services 6 Pharmaceuticals 2 Online Media 7 Investment Banking 3 Medical Devices 8 Marketing and Advertising 4 Recruitment Agencies 9 Oil and Energy 5 IT Security 10 Financial Services Source: LinkedIn Data – Members in Australia in the last six months #intalent
- 30. Which Australian Industries have the least demand? 1 Religious Institutions 2 Arts and Crafts 3 Ranching 4 Alternative Medicine 5 Fine Arts Source: LinkedIn Data – Members in Australia in the last six months #intalent
- 31. Set your talent destination Map talent supply & demand Explore alternate routes #intalent
- 32. What this talent pool wants in a job Talent pool audience % compensation important Community Outreach (UK) 20% Nurse (Australia) 22% Fundraising (UK) 23% Lab Scientist (UK) 24% Research Assistant (DE) 25% Money isn’t everything #intalent
- 33. Talent pool audience % compensation important Philippines 80% Indonesia 74% Korea 74% Thailand 72% Mexico 70% What this talent pool wants in a job #intalent
- 34. Don’t be traffic. Blaze a new trail with data! #intalent
Editor's Notes
- Matt G: “Supply & Demand” They’re massive competing market forces, that swing back & forth over time – sometimes Supply is winning and you have a Buyer’s Market, sometimes Demand is winning and you have a Seller’s market, but whenever one side is winning, the other is trying to pull it back to equilibrium.
- The market for Talent is similar to the market for transportation -- it’s governed by Supply & Demand But instead of avoiding traffic to get from Point A to Point B, talent professionals start with open seats, avoid supply shortages, to hires . . . In both scenarios, DATA can be used to help navigate.
- Talent Pools are like having Talent GPS . . . a roadmap to qualified candidates. You can’t always avoid traffic & congestion, but at least with Talent GPS, you can call the hiring manager and tell them it’s looking rough out here, I’ll probably be late for dinner . . . “
- So today, let’s get behind the driver’s seat,
- Matt G: And to start us off, I’m going to pass it over to Matt Hill, who’s going to take you through his journey to recruit a very specific, elusive audience that’s core to Qualcomm’s business. -------------------------------------------- Matt H: Initial stages of talent pool discovery. So let’s pick something that’s kind of interesting. You guys all heard about the new Apple Watch, big deal made about the Apple Pay thing, which uses Near Field Communications (NFC) technology right? So at Qualcomm we’ve been working on NFC for a while now and it’s used in a good number of Android devices, but it’s not really caught on huge as of yet. But hey maybe Apple bends the demand curve for the whole mobile device industry…so let’s hypothesize that we might be needing to hire more NFC technical talent to support our customers in the near future. And instead of trying to boil the ocean let’s make a smart bet that we will hire a good amount of NFC talent in the Asia Pacific region, where a lot of our mobile device customers are located. So we’ve taken a market demand signal around NFC technology and mobile payments and we want to match that to a supply signal around Asia Pacific and technical talent, engineering most importantly. So let’s quickly work up a good search string for this in Recruiter. After a few iterations I get NFC AND (mobile OR payment) and I use a custom filter for Asia Pacific countries. (LIR search screenshot slide)
- Matt H: Initial stages of talent pool discovery. Which probing questions should we ask of hiring mgrs. --------------------------------- OLD TEXT: So let’s pick something that’s kind of interesting. You guys all heard about the new Apple Watch, big deal made about the Apple Pay thing, which uses Near Field Communications (NFC) technology right? So at Qualcomm we’ve been working on NFC for a while now and it’s used in a good number of Android devices, but it’s not really caught on huge as of yet. But hey maybe Apple bends the demand curve for the whole mobile device industry…so let’s hypothesize that we might be needing to hire more NFC technical talent to support our customers in the near future. And instead of trying to boil the ocean let’s make a smart bet that we will hire a good amount of NFC talent in the Asia Pacific region, where a lot of our mobile device customers are located. So we’ve taken a market demand signal around NFC technology and mobile payments and we want to match that to a supply signal around Asia Pacific and technical talent, engineering most importantly. So let’s quickly work up a good search string for this in Recruiter. After a few iterations I get NFC AND (mobile OR payment) and I use a custom filter for Asia Pacific countries. (LIR search screenshot slide)
- Start with NFC . . . Iterate until get to . . . [NEXT]
- NFC AND (mobile OR payments) search string
- NFC AND (mobile OR payments) search string
- NFC AND (mobile OR payments) search string
- NFC AND (mobile OR payments) search string
- Add country filter, get an initial count of 2,453
- Matt’s team collected all of this data using Recruiter, hand-typed into Excel. And based on what I’ve heard, Matt’s not the only one. And unfortunately that’s been the best way to get data on a specific audience in your region . . . until today Last year at Talent Connect we released 10 talent pools . . . individually hand-crafted. Well, on the Insights team we’re always trying to 10X our impact, so this year we tried a little harder, we hired a lot of interns, locked them in a room, and created . . . 100 TALENT POOLS
- So how did we do it? All 300M+ members on LinkedIn are classified into thousands of occupation or skillsets based on their profile data title, industry, skills . . . Like “Software Engineer” or “Python”. If there are enough members classified into an expertise bucket for a particular region, we created a report. A continent reports will show you the overall demand by country – and if there’s more than 10K professionals in a country, we’ll show supply & demand by metro
- For any occupation type, any country or region with at least 10,000 professionals, we created a talent pool report
- And when we look at the Talent Pool report for Software Developers, it turns out competition in New York is actually MODERATE compared to Chicago. There’s half as much supply in Chicago vs. New York, but the demand isn’t half as much, so per capita it’s tougher in Chicago. What will that do to your Time to Fill estimates?
- Same goes for your hiring funnel. If you typically screen 12 software developers per open req to get to one hire in New York . . . Expect less in Chicago Quality, Cost, or Time is going to have to slip
- If there’s one key takeaway from this presentation it’s this . . . data craves context. Talent GPS isn’t as sophisticated as Google Maps yet, you can’t just input a destination and . It’s more like when you used to call AAA before you went on a trip and a human being would highlight a paper map with YOU need to do the heavy lifting . . . You need to compare Recruiter numbers to similar Talent Pool reports. Or When viewed alone, data from Recruiter or Talent Pool reports are just numbers out in space. You need to get comfortable with the data. The more searches you perform in recruiter, the more talent pools you see, you develop that sixth sense for sizing. What’s a good number? What’s not. So to help get you started, let’s walk through 6 of the metrics from our new Talent Pool reports, I’ll pull out some high-level trends & benchmarks, while Matt H. can comment on his experience using these metrics . . .
- Source: LinkedIn Data – Members in Australia in the last six months
- Source: LinkedIn Data – Members in Australia in the last six months
- Source: LinkedIn Data – Members in Australia in the last six months
- So today, we’re going to