Advantage in a Competitive Talent Market

© 2014 CareerBuilder© 2014 CareerBuilder

Presented by: Keith Hadley, Practice Leader, Employment Branding

@keithhadley

GET THE ADVANTAGE IN A COMPETITIVE TALENT MARKET

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• Generating more and better candidates

• Retaining who we have – stealing from competitors

• Linking our brand with great workplace attributes

• Telling a compelling and consistent story in every channel

• Targeting unique talent pools

• Creating a great mobile experience

• Eliminating friction in process – for both candidate and recruiter

• Using data to drive talent strategy and tactics

COMMON CHALLENGES

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THE IMPROVING ECONOMY

2009 2010 2011 2012 2013

Gradually declining unemployment means an improving economy

Nationwide – 6.3%New York - 6.7% (36th)Chicago – 7.9% (49th)

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GREATER NYC ECONOMY

4 |Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014

© 2014 CareerBuilder

GREATER NYC ECONOMY

5 |Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014

© 2014 CareerBuilder

GREATER NYC ECONOMY

6 |Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014

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TOP 10 MOST DIFFICULT JOBS TO FILL

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SOURCE: Manpower Global Hiring Survey 2013

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COMPETITION FOR TALENT

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40%of employers say they have difficulty retaining critical-skill employees

70%of Americans are not engaged at the workplace

59%of hiring managers are concerned about the growing skills gap.

5 in 10H.R. managers say they have open positions for which they cannot find qualified candidates.

Source: CareerBuilder 2014 Skills Gap Study - http://careerbuildercommunications.com/skillsgapstudy2014/

© 2014 CareerBuilder

© 2014 CareerBuilder

SUPPLY & DEMAND – GREATER NYC

10 | Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014

© 2014 CareerBuilder

SUPPLY & DEMAND – GREATER NYC

11 | Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014

© 2014 CareerBuilder

SUPPLY & DEMAND – GREATER NYC

12 | Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014

© 2014 CareerBuilder

SUPPLY & DEMAND – GREATER NYC

13 | Source: EMSI Talent Market Analysis & CareerBuilder’s Supply & Demand Portal – data pulled 6/3/2014

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TALENT SCARCITY IN A DIGITAL AGE

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Significant Power Shift from Employer to Candidate

Talent is Scarce

Age of the Consumer Candidate

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THE GREAT POWER SHIFT

COMPETING FOR TALENT

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HUMAN RESOURCE INVESTMENTS

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Source: CareerBuilder U.S. Jobs Forecast 2014

22%Mobile readiness

Where do companies plan to invest additional resources into their recruitment strategy for 2014?

22%Enhancements to company career site

16%Front office tools

29%Workforce analytics/ Access to data

11%Other

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CHANGING WORKFORCE

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WHAT IS A MILLENIAL?

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“No precise dates when the generation starts and ends… birth years from early 1980s to early 2000s.”

ENTITLEDJOB-HOPPER

DISTRACTED

POOR WORK ETHIC

UNREALISTIC

GR

EE

DYTECH-SAVVY

SOCIALLY-CONNECTED

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EDUCATED AND OUT OF WORK

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of people under 25 are unemployed or underemployed

39%

#skillsgap

Source: CareerBuilder 2014 Skills Gap Study - http://careerbuildercommunications.com/skillsgapstudy2014/

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DIFFERENT PRIORITIES?

20 | Source: CareerBuilder 2014 Skills Gap Study - http://careerbuildercommunications.com/skillsgapstudy2014/

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WHAT’S REQUIRED FOR THE FUTURE?

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Most of the fastest growing jobs over next decade will require a college education and proficiency in a technical skill or niche area.

Workers who possess business savvy interpersonal skills in jobs that require complex or dynamic interactions will be the most relevant for businesses in the United States.

Source: Talent Equation

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Using technologies that haven’t been invented…

JOBS OF THE FUTURE

These jobs didn’t exist 10 years ago:

To solve problems we don’t even know are

problems yet.

Preparing students for jobs that don’t yet

exist..

Social Media Managers

Chief Listening Officers

Cloud Computing Services

Elder Care

App Developers

Sustainability Experts

User Experience Design

Millennial Generational Experts

Market Research Data Miners

Admissions Consultants

Source: Forbes, 2012

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DIGITAL DIVIDE

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Source: NBC News

A Whole New Way to Communicate

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HOW ARE YOU ENJOYING THE 3-DAY WORKWEEK?

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THE CONSUMER CANDIDATE

search for jobs while at work

different resources are used

on average before applying to a job

Of full-time employed workers are actively looking or open to new job opportunities

Source: CareerBuilder and Inavero Candidate Behavior Study 2013

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CONSUMER EXPECTATION

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HOW MARKETERS APPROACH THIS

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MODERN CAREER SITE

Story

Search

Join

EffortlessExperience

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IMPORTANCE OF COMPELLING CONTENT

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THE OVERALL EXPERIENCE

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THE OVERALL EXPERIENCE

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BE WHERE THE CANDIDATES ARE

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PERCEPTION VS. REALITY – SOCIAL MEDIA

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RECRUITER PERCEPTION RECRUITER PERCEPTION

CANDIDATE REALITY CANDIDATE REALITY

RECRUITER PERCEPTION

Used other social media to contact people about job opportunities at least

once.

RECRUITER PERCEPTION

Used LinkedIn to contact people about job

opportunities at least once.

CANDIDATE REALITY

Used LinkedIn to contact people about job

opportunities at least once.

CANDIDATE REALITY

Used other social media to contact people about a

job opportunity at least once.

Candidates use LinkedIn to search for a job at least

once.

Candidates have ever used LinkedIn to search

for a job.

Candidates have ever used other social media

to search for a job.

Candidates use other social media sites to

search for a job at least once.

94%

34%

89%

18%

93%

90%

31% 17%

RECRUITER PERCEPTION

CANDIDATE REALITYSource: 2014 Candidate Behavior Study – CareerBuilder/Inavero

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BE MOBILE

vs.

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NO MOBILE? YOU’RE GETTING LAPPED

9 million people

searched for jobs

via mobile in

December 2013

(that’s up from

6 million

in January 2013)

51% of all of CB’s traffic each month comes from mobile devices – even worse, when they encounter a non-mobile friendly apply process, 40% will drop off.

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CANDIDATE EXPECATIONS TODAY

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EASY

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CAPITALIZE ON INTEREST

ATS (application system) application process

RegisterFill out

personal info

Upload resume

Email verify

Search openings

66-85% of candidates who enter an ATS (application system) do not finish the application process

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TALENT NETWORKS

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SIMPLIFY THE PROCESS

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What is continuous recruitment?

The process of sourcing and connecting with candidates even if there are no current open positions that suit their interests or abilities.

72% of employers said the strategy reduces time to hire

41% say it reduces cost per hire.

Source: Talent Equation

© 2014 CareerBuilder

KEY TAKEAWAYS

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Understand your talent market today and what will be required of your talent in the future

Determine how changes in the way candidates search online and the increased use of mobile will shift your recruitment strategy

Use technology to your advantage to manage candidate experience effectively, capitalizing on interest and simplifying your process.

© 2014 CareerBuilder

• Live-cam your office

• The effortless experience

• Progressive application

• Req-less recruiting

• 90/10 image-word ratio

• Recruitment as workforce planning

• Complete ROI transparency

• Marketing comes to you for advice…

MOONSHOTS FOR HR

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© 2014 CareerBuilder© 2014 CareerBuilder

@keithhadley

www.thehiringsite.com

THANK YOU

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