© 2014 CareerBuilder© 2014 CareerBuilder
Presented by: Hope Gurion, Chief Product Officer
SECRETS TO GAINING
ADVANTAGE IN A COMPETITIVE
TALENT MARKET
© 2014 CareerBuilder
DECADE OF TALENT MANAGEMENT
2 |
Unparalleled Season
of Innovation
and Technology Shift
Aging
Population
Shift to Knowledge
Workers
Globalism Aging
Workforce
© 2014 CareerBuilder
ECONOMY IS IMPROVING
3 |
2009 2010 2011 2012 2013
Gradually declining unemployment means an improving economy
2014
© 2014 CareerBuilder
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?
© 2014 CareerBuilder
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
© 2014 CareerBuilder
SUPPLY & DEMAND – SAN FRANCISCO
7 |
Source: CareerBuilder Workforce Supply & Demand Portal
© 2014 CareerBuilder
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
© 2014 CareerBuilder
TALENT SCARCITY IN A DIGITAL AGE
10 |
Significant Power Shift from Employer
to Candidate
Talent is Scarce
Age of the Consumer
Candidate
© 2014 CareerBuilder
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
© 2014 CareerBuilder
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
© 2014 CareerBuilder© 2014 CareerBuilder
TRUE OR FALSE?
13 |
A long application process ensures
only committed candidates apply.
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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
© 2014 CareerBuilder
THE SECRET
16 |
© 2014 CareerBuilder
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
© 2014 CareerBuilder
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
© 2014 CareerBuilder© 2014 CareerBuilder
OBSERVE CANDIDATE BEHAVIOR
QUALITATIVELY + QUANTITATIVELY
IMPROVE ROI
REDUCE TIME TO HIRE
Looking to impress your CEO?
21 |
© 2014 CareerBuilder
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.