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From the June 2015 Webinar - This webcast debunks common misperceptions about STEM talent providing you with takeaways you can immediately leverage for search and storytelling in your recruiting and employer branding efforts.
SCIENCE TECHNOLOGY ENGINEERING MATH SCIENCE
TECHNOLOGY ENGINEERING MATH SCIENCE TECHNOLOGY ENGINEERING MATH SCIENCE TECHNOLOGY ENGINEERING MATH SCIENCE TECHNOLOGY ENGINEERING MATH SCIENCE TECHNOLOGY ENGINEERING MATH SCIENCE TECHNOLOGY ENGINEERING MATH SCIENCE TECHNOLOGY ENGINEERING MATH SCIENCE TECHNOLOGY ENGINEERING MATH RECRUITMENT DECODED sTEM WEDNESDAY, 6/17/2015 at 2PM EST
STEM Recruitment Decoded This webcast
debunks common misperceptions about STEM talent, providing you with takeaways you can immediately leverage for search and storytelling in your recruiting and employer branding efforts. You’ll learn what to emphasize and de-emphasize in your STEM communications and how to best engage STEM talent to achieve optimal results. @JWTINSIDE #INSIDEinsights
What is STEM? The breakdown
of STEM employment 15% Life, Physical and Social Sciences 49% 34% 2% Mathematics Technology (IT/Computer) Architecture and Engineering Tech and Engineering account for 83% How to ﬁnd and keep STEM talent of the jobs
If you think STEM demand
is high now… STEM employment growth through 2020 2010 increase in Tech and Engineering jobs is anticipated by 2020 2020 16.8% STEM jobs 15.2% 16.6%21.8% Technology IT/ computer jobs 10.3% Architecture & engineering jobs Science jobs Mathematics jobs 30%
LinkedIn can help assess supply
and demand for talent across regions LinkedIn recruiter activity and member data are used to measure supply and demand for software engineering talent. Higher demand index means that professionals are receiving more contact from recruiters than peers in other regions. ®2015 LinkedIn Corporation, All rights reserved.
You know the markets everyone
is chasing for STEM. But what about the hidden gems - the paths less traveled? 16.6% There are 4.8M STEM professionals in the U.S. Total Talent Pool 4,786,272 Top Regions New York City, NY 384,444 San Francisco Bay, CA 346,767 Boston, MA 201,387 Washington, D.C. 181,393 Chicago, IL 179,021 Los Angeles, CA 165,526 Dallas/Forth Worth, TX 133,756 Houston, TX 130,456 Seattle, WA 126,945 Atlanta, GA 125,789 Quadrant Hidden Gems High Demand Saturated Small Markets
Quadrant Hidden Gems High Demand
Saturated Small Markets There are 1.6M Tech professionals in the U.S. Total Talent Pool 1,651,359 Top Regions San Francisco Bay, CA 153,285 New York City, NY 149,881 Washington D.C. . 75,771 Boston, MA 65,420 Los Angeles, CA 63,579 Seattle, WA 63,345 Chicago, IL 59,559 Dallas/Forth Worth, TX 50,304 Atlanta, GA 41,803 Philadelphia, PA 36,781
Some of the hardest-to-ﬁll roles
according to CIO’s… 56% 21% 23% Not Sure Yes No 1. Big data/business intelligence & analytics 2. Security/risk management 3. Application development/programming 4. Mobile technologies 5. Enterprise architecture 6. Business-IT liaison/business relationship management 7. Project management 8. Cloud services 9. Database administration 10. Smart initiatives/Internet of Things (IoT) Difﬁcult Skillsets to Find IT Talent War Marches On State of the CIO. 2015 Survey. CIO Magazine. @JWTINSIDE #INSIDEinsights Experiencing Skill Shortages? Q. Will your organization experience any IT skills shortages during the next 12 months? Q. In which areas do you anticipate your organization will have the most difﬁculty in ﬁnding appropriate skill sets? No
IT in 2015: Navigating a
“digital now, digital ﬁrst” reality The digital world and its ramiﬁcations have moved from the shadows to center stage, creating winners and losers in all industries and geographies, trends, opportunities and threats is creating yet another competitive frontier. In 2015, C-Suite at the Leading Companies Have Prioritized Technology-Related Change
Candidates look for well-respected brands
ready to transform through technology “•Shows the company is dedicated to a technology-driven future •Intriguing about what new technology could do to advance business processes •Want to learn every day to hone my skills and be innovative •Like the fact that I can play a major role in expanding the technology area •I need innovation to challenge my skills •I like to solve problems through technology
What’s inﬂuencing the supply drought?
STEM talent is opting out! Only 1/3 of workers with a STEM degree work in STEM Only about 40% of men with STEM degrees work in STEM jobs Only 26% of women with STEM degrees work in STEM Female STEM majors are 2x as likely as men to work in Education or Healthcare @JWTINSIDE #INSIDEinsights
Overreliance on university recruitment and
limiting searches based on degree earned is eliminating top candidates from consideration. An outdated strategy. They are self-taught. iMPLICATIONS 42%of developers do not have a formal education The Developer Hiring Landscape 2015
Candidates may not be actively
looking for jobs, but the majority are ripe for a move if you can showcase the interesting work you are doing. iMPLICATIONS 59%of developers are open to new job opportunities The Developer Hiring Landscape 2015 60%of tech talent is open to new job opportunities
Deﬁning the role of technology
at your organization as part of the employer brand story is critical. 75 50 25 0 Would you rather… Work for a technology company Work in another industry for a co. that prizes tech 55% 45%
You bet you can! Surprisingly,
stability, resources and continued investment make larger companies more attractive. Work in a new innovative lab in a large organization Work for a hot startup 30 70 75 50 25 0 Would you rather… @JWTINSIDE #INSIDEinsights
As it turns out. No!
Understanding and recognizing STEM differences is important. Different interests, work environments and aspirations. Organization emphasizes idea creation Organization emphasizes implementation 42 57 100 75 50 25 Would you rather… 0 @JWTINSIDE #INSIDEinsights
What does your target audience
care about most when considering an opportunity? What is important among candidates when considering a job? Excellent compensation & beneﬁts Good work/life balance Challenging work Ability to make an impact Culture that ﬁts personality Job security A place I should be proud to work at Strong carer path Values employee contributions Having a good relationship with colleagues Flexible work arrangements Having a good relationship with superiors A company with a long-term strategic vision Strong employee development Internal transfer opportunities
Correctly solving this puzzle led
you to a web page with a second puzzle. If you were able to solve this second puzzle you were shown the following: How many hires do you think they made? Why?@JWTINSIDE #INSIDEinsights In 2004, Google got a ton of press for this billboard
9 golden rules of one-to-one
communication 1. Review proﬁle. Let the recipient know what on their proﬁle caught your eye. Personalization is ﬂattering. 2. Grab attention. Mention mutual connections. LinkedIn suggests them for you. 3. Show you are selective. Highlight what makes them appealing. Compliment them sincerely. 4. Be conversational and brief. Write as if you were speaking. DO NOT paste the job description. 5. Listen well. Ask about goals and interest level in new opportunities. 6. Focus on goals, not the job. Frame your message around what’s in it for them. 7. Leverage content. Consider including useful information, such as a relevant whitepaper. 8. Be patient. Don’t hound. Use status updates to stay visible while you wait for responses. 9. Include a call to action. Ask to continue the dialogue, not necessarily for them to apply off the bat. @JWTINSIDE #INSIDEinsights
Your employees are your focus
group, sales team, and models. It doesn’t get more authentic. Credible. 2.6M Instagram Followers. Only 12 Retail Stores in the U.S. Gap has 869K Followers. 1700 Stores.
Help your employees shine Empower
them with the knowledge needed to evangelize your brand Dell trains global employees at scale •“SMaC University” (Social Media and Communication) •Global certiﬁcation program with structured classes •Strong exec support •5,000 trained since mid-2010 Adobe introduces “Social Shift” •Social Shift program trains employees to feel conﬁdent on social media •Encourage blogging on Adobe Life and social media sharing •Elevated most active employees to a special brand ambassador program @JWTINSIDE #INSIDEinsights
Turn your employees into your
best ambassadors: Encourage use of social media Communicate frequently Make it easy Train your employees Customize your game plan @JWTINSIDE #INSIDEinsights
Convert the interested people into
leads @JWTINSIDE #INSIDEinsights Target exactly the right candidates and drive them to apply tHE xYZ company tHE xYZ company Application
Some takeaways as they relate
to STEM and your Employer Brand Story: • Deﬁne the role/importance of technology • Recognize audience differences (Don’t stereotype STEM) • Be credible and authentic to your company culture • Amplify through your ambassadors/employees @JWTINSIDE #INSIDEinsights
@JWTINSIDE #INSIDEinsights Rebecca Feldman Global
Marketing & Education Program Manager 312 650 7545 firstname.lastname@example.org linkedin.com/in/feldmanrebecca Michael Savage Director of Employer Brand 212 210 1085 email@example.com Send us a note, share with us what you found most surprising or valuable, or schedule time for an informal audit of your STEM communications.