© 2016 CareerBuilder

Paul Burgess, Regional Sales Manager

TAS Conference

Data and Technology for

Recruiting

I. The World Of Talent Acquisition

II. The Skills Gap

III. How Can We Help?

Wow have things changed…

What Does the Whole World Want?

A GOOD JOB

CAREER

Happiness

Pride

Reputation

of us are open to or actively looking for a new job

of recruiting professionals say they can’t find qualified talent

75%

60%

© 2014 CareerBuilder

So is There a Disconnect?

Source: The Coming Jobs War, CareerBuilder and Inavero 2015 Candidate Behavior Study

The Age of Human Capital

70% People costs account for nearly

of a company’s budget

BCG’s Rainer Strack

“Every company needs a people strategy.”

“In 30 years, workforce planning will be more important than financial planning.”

of CEOs recognize the need to change their strategy on

attracting and retaining talent

93% 61% 2 in 3

of CEOs have not acted on this plan

– why?

CEOs feel HR isn’t well-prepared for the changes

needed

SOURCE: PwC 17th Annual Global CEO Survey 2014

Here’s the Opportunity

Have talent constraints impacted your company’s growth and

profitability over the past 12 months in the following ways?

Our talent-related

expenses rose more

than expected

We weren’t able

to innovate

effectively

We were unable to

pursue a market

opportunity

We cancelled or

delayed a key

strategic initiative

We couldn’t achieve

growth forecasts in

overseas markets

43% 31% 29% 24% 24%

BASE: All respondents (1,258) / Source: PwC 15th Annual Global CEO Survey

?

How Recruiting Impacts a Business

Flat Wages Coming to an End

10 |

III. The Skills Gap

We Have a Math Problem

What Is the Skills Gap?

• Perceived mismatch between the needs of employers for skilled talent and the skills possessed by the available workforce

13

Why Is There a Skills Gap?

• Shortage of skilled talent

• Wages insufficient to attract specialized talent

• Unrealistic expectations of job applicant training and experience

• Students are not being properly prepared for the real world of work

• Lack of on-the-job training 14

Source: Manpower Group Annual Talent Shortage Survey 2014

Skilled Trades Restaurant/ Hotel Staff

Sales Reps Teachers Drivers

Accounting/ Finance Staff

Laborers IT Staff Engineers Nurses

Top 10 Hardest Jobs to Fill Globally

EMPLOYERS SAY THEY HAVE

DIFFICULTY FILLING JOBS

HAVE AN OPEN JOB FOR WHICH

THEY CANNOT FIND

QUALIFIED CANDIDATES.

8 in 10

50%

YET

16 Source: CareerBuilder Skills Gap Study

How Many Employers Believe They Can Be More Selective Because Of The Unemployment Rate?

What Can We Do About The Skills Gap? Change the way you look at talent.

8 Source: CareerBuilder and ASA Skills Gap Data Dec. 2015

Consider the long-term

unemployed

Look beyond job titles on résumés

Résumé John Smith Job Title Record Keeper Special Skills Conducted inventories. Reconciled counts against inventory control systems. Entered data into computer for special orders. Kept layaway records current.

Set realistic expectations on job

descriptions

Help Wanted Data Corp. Job Description Acquisition Specialist Skills Manage a vendor database, create and process purchase orders, draft acquisition-related documents, and create a company’s acquisition guidelines and tactics.

Hire for potential— and provide

training

Set pay rates based on talent supply and demand.

IV. What do we do and How can we help?

© 2015 CareerBuilder 19

Mission

CareerBuilder’s mission is to empower employment. We are striving to organize all the world’s human capital data and make it meaningful for society.

Vision

Through constant innovation, unparalleled technology and insights, and customer care delivered at every touch point, CareerBuilder helps match the right talent with the right opportunity more often than any other site.

What is our mission?

© 2015 CareerBuilder 20

What do we do better than anyone else?

We know Job-Seekers. We Know Recruiters. Right Person. Right Job. At the Right Time.

And we’ve been doing it for 20 years

5 Technology Roadblocks Hindering Your Staffing Success

21 Source: “How Candidate Experience is Transforming HR Technology,” which was conducted by Harris Poll on behalf of CareerBuilder, 2014

1. Not Knowing How To Utilize Big Data 2. Not Having A Simple Apply Process 3. Not Having A Mobile First Strategy 4. Not Keeping Up With Candidate Expectations 5. Not Re-engaging with Candidates

Core Uses Of Big Data In Recruitment

1 2 3

Find best cities/regions

to source niche talent

Compensation targeting

by geography, experience,

and occupation

Analyze effectiveness

of recruitment sources

22

Utilizing Data

© 2014 CareerBuilder

4 in 10 recruiters and HR managers have never tried

to apply for one of their own positions

Source: “How Candidate Experience is Transforming HR Technology,” which was conducted by Harris Poll on behalf of CareerBuilder, 2014

6 in 10 job seekers say they’ve quit an online

application mid-process due to how long or

complex it was

Source: “How Candidate Experience is Transforming HR Technology,” which was conducted by Harris Poll on behalf of CareerBuilder, 2014

How Well Do You Know Your Process?

24

How Efficient is Your Process?

► 12◄

Have You Applied to One of Your Jobs?

► 13◄

Mobile job search is taking over . . .

© 2014 CareerBuilder (Temporary Help Industry, BLS)

Traffic to CareerBuilder.com

3-5%

2010

10%

2012

33%

2013

40%

2014

50%

2015

27

Mobile Friendly vs. Mobile Optimized?

Percentage who think negatively of staffing firm without a mobile ready website:

(Source: Opportunities in Staffing, 2015)

38%

57%

0% 20% 40% 60% 80%

Candidates

Clients

29

The Three Things Job Seekers Want Most During the Pre-Hire Process

56%

61%

61%

0% 20% 40% 60% 80%

Responded to quickly throughout the process

I am notified if I am not the correct fit for the

position

I am updated on where I am in the process

(Source: Opportunities in Staffing, 2014) 30

Do you regularly re-deploy your candidates after an assignment ends?

31

53% 29%

18%

Yes Don't Know/Not Tracking No

Do you have a Re-Engagement Strategy

Reach, Process and Data

1

2

3

Investigate what data you have available. 1

2

3

4

5

Apply to one of your own positions regularly to identify areas of opportunity for improvement.

Ask for feedback from your team and candidates about the hiring process.

Create brand ambassadors through re-engagement.

35

Recap of Key Takeaways

Build a mobile first strategy to convert candidates and clients.

© 2016 CareerBuilder

Questions?

36

Presented by: Paul Burgess, Regional Sales Manager