How Talent Analytics Can Help You Develop a Recruitment Strategy

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How Talent Analytics Can Help You Develop a Recruitment Strategy


William Blackstorm

Sr. Manager – SSMI, GlobalStrategic Sourcing and Market Intelligence & Director Global

Talent Analytics Research Division

[email protected]

Featured Speakers

Steve Burton

Vice President of Marketing

[email protected]

Brenda Stultz-Roae

Americas Talent Sourcing Leader, Strategic Talent Acquisition

[email protected]

mailto:[email protected]




Agenda

Where to Start When Analyzing Recruitment Data How Analytics Helps Stay Ahead of the Competition 3 Ways to Ensure Your Message is Working

– Analyze, Listen & Monitor

What We Know About Today’s Candidates Questions?


Where To Start


Start with the end in mind


Evaluate and understand the available talent pool


ABSOLUTELY Understand the requirements


Drive to get a seat at the table withthe business stakeholders


Advance Recruitment Strategy


Build a data driven strategy


Use all of your resources


Use employee networks


Be innovative


Recruitment Strategy

Know Your Market Through Analytics


How Talent Analytics Helps You Stay Ahead of the Competition


Understand Your Brand


Know Your Reputation


The DNA of Your Talent Pool

EducationHigh School (3.7%)

College (64.7%)

Graduate School (31.6%)

Years Experience

0-1 (28.7%)

2-5 (30.5%)1-10 (22%)

11+ (22%)

Gender

Female (18.8%)

Male (81.2%)

Age<18 (0.3%)

18-24 (26.1%)

25-34 (37.9%)

35-44 (21.4%)

45-54 (10.9%)

55+ (3.4%)


Poll

How would you rate yourself when it comes to how often you analyze data to ensure you are attracting the right talent — with 5 being the most often?

1

2

3

4

5


Know Your Talent Through Analytics


Know Your Supply


Supply for Security Professionals in the US

Total US Security Talent - Supply 503,542Cisco 5,535Hewlett-Packard 3,451AT&T 2,910Microsoft 2,554IBM 2,551US Army 2,157United States Air Force 2,116Dell 1,778Lockheed Martin 1,518SAIC 1,494CSC 1,488Symantec 1,380Booz Allen Hamilton 1,326Northrop Grumman Corporation 1,268US Navy 1,266Google 892Rackspace, the Open Cloud Company 531Citrix 467Ericsson 430Alcatel-Lucent 429Palo Alto Networks 381Check Point Software Technologies 336Avaya 306salesforce.com 297FireEye, Inc. 276Blue Coat Systems 241Fortinet 227PayPal 199Trend Micro 156Proofpoint 121

Top Locations in the US Washington D.C. Metro Area 37,408Greater New York City Area 36,665San Francisco Bay Area 36,663Greater Boston Area 18,932Dallas/Fort Worth Area 17,818Greater Chicago Area 17,812Greater Atlanta Area 16,339Greater Los Angeles Area 15,735Greater Seattle Area 13,149Greater Denver Area 10,776Greater Philadelphia Area 10,582Houston, Texas Area 9,468Baltimore, Maryland Area 8,618Minneapolis-St. Paul Area 8,289

A total of 503,542 Security Professionals reside in the US


Know Your Demand


Demand for Security Professionals in the US

Top Companies currently hiring in the US - Demand 7,767General Dynamics - IT 145Dell 133CSC 111AppLabs 110Microsoft 87Northrop Grumman 65Juniper Networks 53IBM 51Amazon Corporate LLC 48PwC 47HP 45Virtela Technology Services Incorporated 45GM 39Raytheon 38AT&T 38

Top Locations in the USNew York, NY 236Washington, DC 208San Francisco, CA 159Seattle, WA 149Atlanta, GA 143Chicago, IL 141Arlington, VA 131San Diego, CA 116Sunnyvale, CA 107Dallas, TX 106Columbia, MD 105Austin, TX 104Boston, MA 102San Jose, CA 102

A total of 7,767 Security openings are currently posted in the US


Know Your Competitors


3 Ways to Ensure YourCompany’s Message Is Working


Step #1 : Analyze Reviews & Ratings

Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com, Salary.com

Pros: • Good work/life

balance• Strong collaboration

environment• More relaxed• Friendly culture

than most tech

companies• Great place to

develop skills

Cons: • Pay and benefits is

below market• Onboarding issues• Low perks• Layoffs affect

morale/brand even among interns/new grads

• Large corporate environment makes it hard to navigate

• Limited promotion opportunities or salary increases

• Very few team lunches, outings or celebrations

Hours: • Open• Flexible• Remote work options

for most employees

Resume Review Process (2 days to 2 weeks):

1. Apply to role2. Recruiter phone

screen (30-45 min.)3. Hiring Manager phone

screen (30 min.)


Step #1 : Analyze Reviews & Ratings

Source: glassdoor.com, linkedin.com, Forbes, CNN Money, TechChrunch.com, Business Insider, PayScale.com, Salary.com

Intern Interview Process (2 to 6 weeks): Personal interview — 4 people, 30-45 min each

Campus Pipeline: High volume of schools and strong campus recruiting presence. Low impact and low engagement.

Intern/New Grad Turnover: 38% (1 to 3 years)

Retention Rate: 62% (Annual)

Intern CandidateGeneration: Low/mid touch model, high volume of schools, weak online / ATS applicant system. Most applicants are brought in via campus recruiting vs. online. Extremely weak apply online applicants. We are missing the cream of the crop who prefer not to wait in line to engage the campus team and prefer an easy way to apply online or via mobile at their convenience.


Step #2 : Listen to What They Are Saying

95% employees say reviews from those on the inside are influential when deciding where to work


Step #3: Monitor Your Reputation Over Time

Most job seekers read 4-7 reviews beforeforming an opinion of a company


The Results

Challenge:• Gaining competitive insight• Increasing visibility• Quality of hire

Results on Glassdoor:• 24 Key High Level Hires with Glassdoor• All hires considerably under target cost-per- hire• Increased visibility• Insights into onboarding processes & salary information

Glassdoor Solutions:• Employer Profile• Job Ads


Today’s Candidates


What We Know About Today’s Candidates

…so why is it so hard to find the right job and company?

51% have buyer’s remorsedue to an inaccurate picture of the job

95% are influenced by reviewsfrom those inside the company

69% wouldn’t take a job with a company that had a bad reputation


What We Know

A company’s Employer Brand Reputation directly impacts its ability to attract and retain top talent


Helping People Find The Jobs & Companies They Love

6Mcontent

300Kcompanies

15Mjobs

190countries

22Mmembers

has become the most trusted and transparent place for today’s candidates

to search for jobs and research companies

Member growth over 4 years

48%of job seekersuse Glassdoor

(Source: Software Advice Report, Jan 2014)


Job Advertising

Promote your employer brand to candidates researching you

Advertise your jobs to ideal candidates who might not be aware of you

37

How We Do It

Applicant Quality Candidate Influence

Employer Branding


The Results We See

2x better applicant quality vs traditional job boards

30% lower cost-per-hire than other recruitment channels

3x more influence over candidates’ decisions


Questions?


Get in Touch

Website:

http://glassdoor.com/employers

Twitter:

@Glassdoor

Email:

[email protected]




How Talent Analytics Can Help You Develop a Recruitment Strategy

Recruiting & HR

Transcript of How Talent Analytics Can Help You Develop a Recruitment Strategy