This document discusses how companies can use data on talent supply and hiring demand to improve their hiring strategies in Canada. It recommends analyzing the number of job openings for specific roles, salaries, required skills, and locations to understand demand. It also suggests examining the number of candidates with certain qualifications to understand supply. Considering both demand and supply data using a "Hiring Scale" can indicate how difficult different jobs will be to fill. The document is authored by WANTED Technologies, which provides analytics on global talent supply and demand to help companies with workforce and recruiting strategies.
Microsoft’s transformation through the eyes of talent acquisition | Talent Co...LinkedIn Talent Solutions
Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acqu...LinkedIn Talent Solutions
Create your Moneyball moment. Hear how talent acquisition leaders can use LinkedIn data to gather talent pool insights, focus their teams, assess talent brand strength, and better manage pipelines.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Talent Sourcing 101 - Created by Manny SanghaManny Sangha
I was tasked to complete a 360 Talent Sourcing Task for a well known company who I will keep incognito. I thought this task could help other people source. Therefore, I am sharing this.
Microsoft’s transformation through the eyes of talent acquisition | Talent Co...LinkedIn Talent Solutions
Chuck Edward, Microsoft
Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.
To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.
Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acqu...LinkedIn Talent Solutions
Create your Moneyball moment. Hear how talent acquisition leaders can use LinkedIn data to gather talent pool insights, focus their teams, assess talent brand strength, and better manage pipelines.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Talent Sourcing 101 - Created by Manny SanghaManny Sangha
I was tasked to complete a 360 Talent Sourcing Task for a well known company who I will keep incognito. I thought this task could help other people source. Therefore, I am sharing this.
9 steps to building a flexible workforce strategy talent waveTalentWave
A variable workforce model can attract scarce talent, while driving significant cost savings and enhancing enterprise flexibility. How do today’s HR professionals partner with other colleagues, including Procurement teams, to determine the ideal mix of traditional versus flexible workers (independent contractors, freelancers, temp workers)? That is the “million-dollar” question.
This question is hard to answer because talent demand is not static and is constantly in flux. Where do best-in-class organizations draw the line between full-time employees and flexible workers? And if your organization isn’t using flexible workers, should you? That's where a total talent management strategy comes in.
In this flexible workforce webinar you will learn:
-- How, and why, progressive companies are balancing their traditional, full-time workforces with non-employee workers like contractors, freelancers, temps and SOW workers
-- The strategic benefits of taking a blended approach to your workforce
-- When and where to leverage flexible workers
-- How to build a step-by-step action plan unique to your organization
-- How to mitigate risks involved with the contingent workforce
-- The strategic value of building a talent community
The Long View: Expert Perspectives on the Future of Talent AttractionIndeed
See the future of talent attraction from the perspective of three talent leaders. Learn about the talent acquisition trends that are challenging them now, as well as the challenges they see coming.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 50 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Digging Into Data to Create Hiring Strategies That WorkIndeed
Data, data, everywhere—but not sure what to think? With heaps of data at your fingertips, figuring out what data to use and how to apply it to your talent attraction strategy can be intimidating. In this session, Indeed Director of Employer Insights Kevin Walker shares practical advice for breaking down the data to glean insights that make your job easier. Learn to use new analytics capabilities that tap into Indeed’s 6 terabytes of daily collected data to better understand market conditions in the cities where you need to hire, how you rank against competitors and how to harness click data to maximize recruitment ROI.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Becoming a great recruiter takes persistence, strategy and the passion to connect organizations with the right candidates. If you have the will to succeed coupled with the right tools, you can start aggressively honing your recruiting skills starting today. Try incorporating these seven habits into your day-to-day functions to improve your actions and produce great results.
Hire an Expert HR Executive Search firm in BostonGibbs Consulting
Gibbs HR Consulting is owned by Mary Gibbs - a recognized leader in the Human Resources placement field. Our highly focused approach allows us to meet your needs quickly, cost-effectively, with an exceptional record of success. Customer service and delivery is our number one priority.
9 steps to building a flexible workforce strategy talent waveTalentWave
A variable workforce model can attract scarce talent, while driving significant cost savings and enhancing enterprise flexibility. How do today’s HR professionals partner with other colleagues, including Procurement teams, to determine the ideal mix of traditional versus flexible workers (independent contractors, freelancers, temp workers)? That is the “million-dollar” question.
This question is hard to answer because talent demand is not static and is constantly in flux. Where do best-in-class organizations draw the line between full-time employees and flexible workers? And if your organization isn’t using flexible workers, should you? That's where a total talent management strategy comes in.
In this flexible workforce webinar you will learn:
-- How, and why, progressive companies are balancing their traditional, full-time workforces with non-employee workers like contractors, freelancers, temps and SOW workers
-- The strategic benefits of taking a blended approach to your workforce
-- When and where to leverage flexible workers
-- How to build a step-by-step action plan unique to your organization
-- How to mitigate risks involved with the contingent workforce
-- The strategic value of building a talent community
The Long View: Expert Perspectives on the Future of Talent AttractionIndeed
See the future of talent attraction from the perspective of three talent leaders. Learn about the talent acquisition trends that are challenging them now, as well as the challenges they see coming.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 50 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Digging Into Data to Create Hiring Strategies That WorkIndeed
Data, data, everywhere—but not sure what to think? With heaps of data at your fingertips, figuring out what data to use and how to apply it to your talent attraction strategy can be intimidating. In this session, Indeed Director of Employer Insights Kevin Walker shares practical advice for breaking down the data to glean insights that make your job easier. Learn to use new analytics capabilities that tap into Indeed’s 6 terabytes of daily collected data to better understand market conditions in the cities where you need to hire, how you rank against competitors and how to harness click data to maximize recruitment ROI.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Becoming a great recruiter takes persistence, strategy and the passion to connect organizations with the right candidates. If you have the will to succeed coupled with the right tools, you can start aggressively honing your recruiting skills starting today. Try incorporating these seven habits into your day-to-day functions to improve your actions and produce great results.
Hire an Expert HR Executive Search firm in BostonGibbs Consulting
Gibbs HR Consulting is owned by Mary Gibbs - a recognized leader in the Human Resources placement field. Our highly focused approach allows us to meet your needs quickly, cost-effectively, with an exceptional record of success. Customer service and delivery is our number one priority.
If the mention of data and analytics gives you hives, don’t worry - we’re here to help! In this e-book we’ll guide you step-by-step through how to find the best person for the job faster, using talent pool insights that will make your hiring manager smile.
Using Canadian Talent Supply and Demand Data in your Recruiting Strategy
1. How Data Influences Hiring in Canada: Using Candidate Supply & Hiring Demand to Fill Jobs Faster
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2. Talent Supply & Demand in Canada 2
What data should my hiring strategy include?
3. Your recruiting strategy should be influenced by current labour market conditions, specifically 2 things:
1.Hiring demand – this shows you the competition you’ll face as you recruit potential candidates
2.Talent supply – this shows you how many candidates meet your job requirements locally, nationally, or internationally 3
What data should my hiring strategy include?
5. By examining the number of other companies that are recruiting for the same type of talent, you can see the level of competition you’ll face.
We looked at companies currently hiring for Web Developers and where these jobs are located in Canada. There are 321 companies advertising 413 job openings.
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How to Determine Demand
6. The median advertised salary for a Web Developer in Canada is $62,750. But, the top 10% of employers advertise salaries of $88,000 or more. Where do your salary offerings fall on the range below? Is your region more competitive with salaries?
Note: This is the advertised salary, not necessarily what is negotiated between the employer and the employee. It gives you an idea of what other companies include in their job ads to attract candidates to apply for their open positions. 6
How to Determine Demand
7. Below are the top skills and certifications required of Web Developers in Canada. Do you require them in potential candidates? You might experience more competition when looking for someone with JavaScript than jQuery, since JavaScript is more in demand.
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How to Determine Demand
9. When looking at candidate supply, it’s helpful to look at the number of people in an occupation and the number of people with specific skill requirements in all areas. If you know there are only 3,900 Web Developers with JavaScript skills in Canada and where they are currently employed, you may decide that you can train a new (or existing) employee in this skillset.
How to Determine Supply 9
10. Use social networks and resume databanks to preview candidates. Ask the Hiring Manager: “If I brought you candidates that looked like this, would that satisfy your needs?” This will ensure that all parties are in agreement and help eliminate frustrations.
Also, make sure to use search engines to find sample resumes!
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How to Determine Supply
11. By looking at historical hiring, you see companies that employ the talent you need and their qualifications. This is an invaluable source of passive candidates for your pipeline.
To streamline your recruiting, ask the Hiring Manager: “If I brought you candidates with qualifications at these companies, would that satisfy your needs?”
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How to Determine Supply
12. Talent Supply & Demand in Canada 12
Putting Supply and Demand Together
13. Just like in economics, supply and demand for talent can show you recruiting conditions. A job with high demand (a lot of other companies hiring) and low supply (not a lot of candidates) will be hard to fill, whereas a job with low demand and high supply will be easier to fill.
The Hiring Scale uses supply and demand factors to determine a score from 1 (easy to fill) to 99 (hard to fill). Generally, Recruiters view anything over a 60 as difficult.
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Putting Supply and Demand Together
14. Hiring Scale scores also allow you to see conditions in specific provinces or cities, helping you identify the best locations in which to look for talent.
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Putting Supply and Demand Together
16. WANTED Analytics™ combines real-time and historical global talent supply and demand to help HR professionals make better strategic business decisions:
•Guide an overall workforce strategy
•Develop talent acquisition tactics for hard-to-fill positions
•Survey the entire candidate universe
•Use competitive intelligence to understand the external environment
Additionally, clients in the staffing, HR, RPO, media, and government sectors use WANTED Analytics to find sales leads, analyze employment trends, gather competitive intelligence, forecast economic conditions, and source hard-to-fill positions.
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Global Analytics for the Talent Marketplace
18. •
WANTED maintains a Big Database of more than 1 billion job ads dating back to June of 2005 and growing every day
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Each week, 2.5 million unique job postings are collected, adding up to 120 million per year
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Historically, there are 2.45 million companies with stored job ads. In the last 30 days, job listings were collected from over 300,000 organizations
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More than 25,000 sources are spidered, including job boards and corporate web sites
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Data is tracked in the 22 largest countries, including the US, Canada, the UK, China, Australia, Mexico, and more 18
Global Analytics for the Talent Marketplace
19. Learn more and get a free trial of WANTED Analytics at www.wantedanalytics.com or contact us at (800) 530-0818.
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Global Analytics for the Talent Marketplace