Secrets to gaining advantage in a competitive talent market

© 2014 CareerBuilder© 2014 CareerBuilder

Presented by: Hope Gurion, Chief Product Officer

SECRETS TO GAINING

ADVANTAGE IN A COMPETITIVE

TALENT MARKET


WHY IS THE TALENT MARKET COMPETITIVE?

1 |

© 2014 CareerBuilder

DECADE OF TALENT MANAGEMENT

2 |

Unparalleled Season

of Innovation

and Technology Shift

Aging

Population

Shift to Knowledge

Workers

Globalism Aging

Workforce


ECONOMY IS IMPROVING

3 |

2009 2010 2011 2012 2013

Gradually declining unemployment means an improving economy

2014


TALENT = KEY CONCERN FOR CEO’S

4 |

Source: PwC 17th Annual Global CEO Survey 2014

93%of CEOs recognize

the need to change

their strategy on

attract and

retaining talent

2 in 3CEOs feel HR isn’t

well-prepared for

the changes

needed

61%of CEOs have not

acted on this plan

– why?


COMPETITION FOR TALENT

5 |

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/

Source: Gallup 2013 Employee Engagement Report: http://www.forbes.com/sites/joefolkman/2014/03/06/seventy-percent-of-workers-

not-engaged-what-about-the-managers/?optimizely=a

http://careerbuildercommunications.com/skillsgapstudy2014/

http://www.forbes.com/sites/joefolkman/2014/03/06/seventy-percent-of-workers-not-engaged-what-about-the-managers/?optimizely=a

© 2014 CareerBuilder35

LAWS OF SUPPLY & DEMAND


SUPPLY & DEMAND – SAN FRANCISCO

7 |

Source: CareerBuilder Workforce Supply & Demand Portal


10 HARDEST TO FILL JOBS IN SF BAY

8 |

-

5

10

15

20

25

30

35

0

10,000

20,000

30,000

40,000

50,000

60,000

Active Candidates

Job Openings

Open jobs per person

Source: CareerBuilder Workforce Supply & Demand Portal, last 12 months


IMPACT OF LOW CANDIDATE SUPPLY?

9 |


TALENT SCARCITY IN A DIGITAL AGE

10 |

Significant Power Shift from Employer

to Candidate

Talent is Scarce

Age of the Consumer

Candidate


HUMAN RESOURCE INVESTMENTS

11 |

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


THE CONSUMER CANDIDATE

12 |

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


TRUE OR FALSE?

13 |

A long application process ensures

only committed candidates apply.


TOLERANCE OR TALENTED?

14 |

Of employers feel a long process is positive because it

“weeds out” candidates, and only the best will survive.

CANDIDATES DROP-OFFOUT OF

Source: CareerBuilder “How Candidate Experience is Transforming HR Technology” Study, October 2014


PSST…HERE’S THE SECRET…

15 |


THE SECRET

16 |

https://www.dropbox.com/s/vd24otdxuibigm3/appstoolong.mov?dl=0

https://www.dropbox.com/s/vd24otdxuibigm3/appstoolong.mov?dl=0


More than 2/3 of those who did not finish their online

application said there were too many steps. About 1/3 said

there were too many personal questions /assessments.

WHY CANDIDATES DON’T FINISH

12%

18%

41%

82%

Other

Requires a cover letter

Asks too many personalquestions / assessments

Too many steps

Source: CareerBuilder HR Technology Survey 2014


CONSUMER EXPECTATION

18 |


MOBILE IMPACT ON CANDIDATE FLOW

19 |

vs.40% 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.

65% say they

rarely return to

their desktop to

finish the

application.

Source: CareerBuilder HR Technology Survey 2014


EASY

► 20 ◄


OBSERVE CANDIDATE BEHAVIOR

QUALITATIVELY + QUANTITATIVELY

IMPROVE ROI

REDUCE TIME TO HIRE

Looking to impress your CEO?

21 |


TALENT NETWORKS

► 22 ◄22 |


KEY TAKEAWAYS

23 |

Understand the expectations of your

target candidates.

Determine what changes you can

make to your process.

Use technology to your advantage to

simplify and improve the candidate

experience.


[email protected]

THANK YOU

24 |

Secrets to gaining advantage in a competitive talent market

Recruiting & HR

Transcript of Secrets to gaining advantage in a competitive talent market