As a result of this presentation and following these steps, you will have the tools to use data to accurately determine a labour market strategy. This will assist you to staff your critical mandates with minimal risk and greater return on time and cost.

1. Business Unit or Functional Area 1
Developing a Labour Market
Strategy:
A Global Data Driven Approach
3rd Annual Employing Foreign Workers Conference
May 20, 2015
Presented by Shantel Bince, Talent Acquisition, Canada

2. 2
Presenting today…

3. Agenda
Step 1: Define our goal
Step 2: Identify critical roles
Step 3: Develop a heat map using talent pools, top
schools and competitive intelligence
Step 4: Understand our risk and timelines
3

4. Going Global
4

5. Critical Roles
5
Supply Chain & Distribution
UX Designers
Journalists

6. Why a Heat Map?
 Provides a roadmap for your recruitment strategy
 Shows you where to find talent
 Identifies the best and brightest
 Gives real-time information
 Ideal for hard to fill positions
6

7. Let’s Walk Through An Example
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8. Starting Point
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9. Using Linkedin: Talent Pool
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1 United States 6,315
2 UK 2,020
3 France 1,105
4 UAE 755
5 India 741
6 Australia 610
7 China 329
8 Italy 327

10. Heat Map – Talent Pool
10

11. Using Google: Top Schools
Lenôtre: France
New England Culinary Institute (NECI): United States
Hattori Nutrition College: Japan
Le Cordon Bleu: France
Savour Chocolate & Patisserie School: Australia
The French Culinary Institute (FCI): United States
Academia Barilla: Italy
Tante Marie Cooking School: England
The Culinary Institute of America: United States
Superior Center of Hospitality and Tourism: Spain
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Le Cordon Bleu: France
Source: http://chefeducation.blogspot.ca/2011/05/top-10-culinary-schools-in-world.html

12. Heat Map – Top Schools
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13. Heat Map – Top Skills & Top Schools
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14. Using Indeed: Competitive Vacancies
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1 United Kingdom 37,642
2 United States 27,757
3 China 15,598
4 Taiwan 13,603
5 Canada 8,179
6 Australia 4,807
7 France 3,112
8 South Africa 2,258

15. Heat Map – Vacancies
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16. Heat Map –Talent Pool, Schools &
Vacancies
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Talent Pool
Top School
Vacancies

17. SWOT Analysis by Country - US
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Strengths Talent Pool Size: 6,315
Top School: New England Culinary Institute
Top School: The French Culinary Institute
Top School: The Culinary Institute of America
Language: English
Weaknesses Highly Competitive: #2 in Vacancies
Opportunities Diverse Culinary Skills
Relocation: low costs and fast turnaround
Threats LMIA required: 30 days for posting + 10 to15 days for expedited
processing

18. SWOT Analysis by Country - UK
18
Strengths Talent Pool Size: 2,020
Top School: Tante Marie Cooking School
Language: English
Weaknesses Highly Competitive: #1 in Vacancies
Opportunities Diverse & Specialized Culinary Skills
Relocation: medium costs and medium turnaround
Threats LMIA required: 30 days for posting + 10 to15 days for expedited
processing

19. SWOT Analysis by Country - France
19
Strengths Talent Pool Size: 1,105
Top School: Lenôtre
Top School: Le Cordon Bleu
Weaknesses Highly Competitive: #7 in Vacancies
Language: French
Opportunities Specialized Culinary Skills
Relocation: medium costs and medium turnaround
Threats LMIA required: 30 days for posting + 10 to15 days for expedited
processing

20. SWOT Analysis by Country - Australia
20
Strengths Talent Pool Size: 610
Language: English
Weaknesses Highly Competitive: #6 in Vacancies
Top School: Savour Chocolate & Patisserie School
Opportunities Diverse Culinary Skills
Relocation: high costs and slow turnaround
Threats LMIA required: 30 days for posting + 10 to15 days for expedited
processing

21. Heat Map - US
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Top Skills:
New York
San Francisco
LA
Chicago
Miami
Top Schools:
New England Culinary
Institute
The French Culinary Institute
The Culinary Institute of
America
Competitive Hiring:
New York
San Francisco
Las Vegas
Chicago
Austin

22. Heat Map - UK
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Top Skills:
London
Edinburgh
Birmingham
Reading
Manchester
Top School:
Tante Marie Cooking School
Competitive Hiring:
Berkshire
London
Manchester
Bristol
Birmingham

23. Concluding Thoughts
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Oxford Economics says:
✓ Apply the same rigor, effort and sophistication to human
capital planning as is given to overall business strategy
✓ Think more broadly about how and where talent is sourced
✓ Be prepared to invest more in retraining and re-skilling
✓ Take a greater evidence-based approach to talent
management