competing for critical talent - ceb

CEB TalentNeuron

Competing for Critical Talent

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The (New) New Age of the Knowledge Worker

Payment Industry

Rise of online pay wallets/platforms, giving way to payment gateways andtechnology

Finance and Control

Increased controls, process automation and audits in financial industry

Rise of Smart Machines and Systems

Workplace automation nudges human workers out of rote, repetitive tasks

Robotic Surgical Manipulation

Investment in robotics Surgical manipulatives to achieve high precision accuracy in medical devices

Pharmacy Mix

Increased focus on technology and pharmacy collaboration, to supply affordablemedications for all

New Media Ecology

New communication tools require new media literacies beyond text

Source: CEB analysis.



Horizon Skills Moving to the Forefront

Digital Marketing

Big Data & Predictive

Analytics and Modeling

3D Printing and Additive

Manufacturing

Machine Learning

and Artificial Intelligence

Cyber Security

Automotive Infotainment

and Connectivity

Bioanalytical Scientist

Fraud Detection and Analytics

Mobile Application

UI/UX Designer

Mobile Payment Service Operator

Risk Modeling


Skills experiencing significant demand and predicted to continue over the next five years.



51 Days

38 Days

33 Days

41 Days31 Days

25 Days

Declining Speed

Due to rising skill shortages, the average time to fill a vacancy is increasing globally.

Average number of days to fill in for a Mobile/Software Developer globally is 45 daysSource: CEB analysis.

Note: This does not include the notice period candidates need to serve after resigning from their position.



Our Strategies for Talent Planning Must Evolve

The High Cost of Misplaced Talent Decisions

Shifting to Strategic Talent Planning

A $1 billion company that hires 300 people annually loses up to $14 million due to misplaced talent decisions (e.g., wrong office location, low quality of hire, loss of productivity).

Current State

HR as Support Function/Reactive Staff Planning

■ Responding to line managers’ hiring requests

■ Filling open requisitions

Ideal State

HR as Trusted Advisor/Proactive Strategic Talent Planning

■ Influencing line managers’ talent needs and sourcing strategies

■ Strategically aligning the organization’s talent profile with corporate objectives





The Power of Location, Talent, and Competitive Intelligence

Reduce time to fill for strategic talent needs.

Improve access to critical talent.

Validate decisions with real data, not just intuition.

Optimize the cost of talent across

operations.

Accelerate geographic growth with reduced risk.

Lead to game-changing new directions such as:

■ Reprioritizing hiring focus, ■ Revising expansion strategies, and ■ Recalibrating internal cost structures.

Key Benefits

Key Outcomes



How It Works

CEB TalentNeuron’s database contains more than 4.3 billion data points, which we put in useful context for your organization.

What We Offer You

Location intelligence provides a well-rounded picture of a target city, including factors that help you understand where you can best hire locally or persuade people to relocate.

Competitive intelligence is peer group benchmarking that provides a wealth of information about what peer companies or competitors are doing to get the people you might want.

Talent intelligence helps you understand the availability, cost, and sources of talent—as well as constraints and variables such as relocation, diversity, and location-specific talent trends.


1,400+ Cities in 100 Countries

120 Million Knowledge Workers

75,000 Companies

8,000+ Skills

10,000+ Universities

DemandSupply

Cost


competing for critical talent - ceb

Recruiting & HR