how best-in-class companies address talent gap challenges | talent connect vegas 2013
DESCRIPTION
As talent acquisition professionals, we are faced with an ever-expanding talent gap. Learn effective strategies to address this solution in three core pillars. Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGjTRANSCRIPT
Roli Saxena
Global Director Product ConsultingLinkedIn
How Best-in-Class Companies Address Talent Gap Challenges
How Best-in-Class Companies Address Talent Gap Challenges
Panelist Introduction
What is the Talent Gap?
Emerging Trends to Solve Talent Gap Challenges Proactive Sourcing Internal Mobility University Relations
Panelist Q&A
Closing Remarks
Audience Q&A
Agenda
Rachel RombaTalent Strategy Consultant, Global Accounts
Suzanne SinclairDirector Talent Acquisition
Allstate Insurance
Ozzie MezaHR Manager, Talent Acquisition Strategic Services
Allstate Insurance
June 2012, Mckinsey Global Institute Report
2020 SHORTAGE
38 million - 40 million College graduate talent
2020 SURPLUS
90 million - 95 million No College degree
Talent on
Demand
ProactiveSourcing
Internal Mobility
University Relations
1
2
3
Talent on Demand Model
Talent Gap Solution:Proactive Sourcing
Proactive talent sourcing is the skill of identifying, pipelining, and
engaging with candidates before the job is available.
LinkedIn Talent Pipeline meets strategic need for pipelining and passive candidates
ATS
Resumes
Dat
abas
eSpreadsheets
Folders
Confe
renc
es
E-mailsocial
ApplicantsWebsite
Agencies
Video
Referrals
Talent Pipeline ATS
Passive Candidate
Active Candidate
• Job Board• Website
• LinkedIn• Searches• Referrals• Conferences• Events
1ProactiveSourcing
Research and Sourcing are very different yet
complementary
Principled approach to “smart” sourcing
Proactive talent identification
Monitor and assess labor trends and pools
Act as an information center
Research team is responsible for:
1ProactiveSourcing
Local Survey Data Dallas County United States
Expect to lose my job in 12 months 44.33% 50.66%
I am good at fixing things 50.33% 51.42%
I consider myself creative 61.20% 63.72%
I worry about violence and crime 61.48% 63.72%
It is important a company acts ethically 66.80% 74.91%
I look at the work I do as a career, not a job
42.71% 41.80%
“Type M” Personality Traits Dallas County United States
Type M Above Average 23.39% 23.89%
Type M Far Above Average 14.81% 18.78%
Affectionate, Passionate, Loving 33.29% 31.05%
Kind, Good-hearted, Warmhearted 43.89% 45.14%
Sociable, Friendly, Cheerful, Likable 33.08% 31.40%
1ProactiveSourcing
Targeting “nurturers” for hire
Talent Gap Solution:Internal Mobility
Is a strategic internal process for managing the flow of talent from one job to another, vertically or horizontally, within an organization
Internal Hiring Volume
United States Global Average0%
20%
40%
60%
80%
100%
4%8%
56% 46%
39%46%
Increase
Same
Decrease
“Comparing 2012 to 2013, how do you expect the volume of internal hiring to change?”
2Internal Mobility
Employers value internal hiring – 92% are investing in it more or at least the same YOY
Allstate’s internal hire averages increased 2012 to 2013
Jan. Feb. Mar. Apr. May Jun. Jul. Aug. Sep.0%
10%
20%
30%
40%
2013 % of Total 2012 % of Total 2013 Avg. 2012 Avg.CEB Avg.
2Internal Mobility
CEB
2013
2012
Talent Gap Solution:University Relationships
A strategic approach to identifying, attracting, or creating top talent within an education pool to meet business needs
University relations is about developing a mutually-beneficial partnership
Virtual
Branding
Higher Impact to Influence
Lowest Impact to Influence
Strategic Relationship
Influential Relationship
Level 3
Level 2
Level 1
3University Relations
Leverage Data to Inform Decisions on Universities and Talent Pools
3University Relations
Technology helps stay engaged LinkedIn CheckIn: Never Miss an Event Lead Again
18
3University Relations
Manage Pipeline in LinkedIn Recruiter and connect offline interactions with an online network
Build an holistic strategy to address Talent Gap -- But start with capability first!
Build a culture of Proactive Sourcing both Internally and Externally
Don’t ignore future professionals --- engage with students and Colleges!!
Talent Gap is Real – Status Quo is not an option!
Talent on Demand
ProactiveSourcing
Internal Mobility
University Relations
1
2
3
Rachel RombaTalent Strategy Consultant
Suzanne SinclairDirector Talent Acquisition
Allstate Insurance
Ozzie MezaHR Manager, TA Strategic Services
Allstate Insurance
Roli SaxenaGlobal Director Product Consulting
LinkedIn: www.linkedin.com/in/rachelromba
Twitter: RachelRomba
Email: [email protected]
LinkedIn: www.linkedin.com/in/suzannesinclair
Twitter: SuzannMSinclair
Email: [email protected]
LinkedIn: www.linkedin.com/in/ozziemeza
Twitter: ozziemeza1
Email: [email protected]
LinkedIn: www.linkedin.com/in/roli1
Twitter: rolisaxena
Email: [email protected]
Global Recruiting Trends Reports: lnkd.in/globalrecruitingtrends
