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The Era of Talent Intelligence: SIA Executive Forum Slides

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Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly

As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.

In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.

Publicada em: Recrutamento e RH
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The Era of Talent Intelligence: SIA Executive Forum Slides

  1. 1. Using Talent Intelligence to Gain Competitive Advantage D a r r e n C o n n o l l y , I n s i g h t s M a n a g e r , E M E A , L i n k e d I n
  2. 2. Trends in the new era of work The importance of data and insights Leveraging Insights for business outcomes Questions Today’s Agenda
  3. 3. Social mediaInternet Email @ Filing cabinet Offline database Job channels Online database Smart phones Professional Networks Digitalisation Big Data Advanced AnalyticsCloud Multi-device Intelligent apps Augmented reality Personalization Consumer Recruitment 1980’s 1990’s 2000’s 2010’s 2011 2012 2013 2014 2015 2016 2017 Recruitment needs to be at the forefront of change Client and candidate expectations are increasing, recruitment firms need to meet this head on
  4. 4. Key trends in the world of work
  5. 5. • 3 K E Y T R E N D S I N T H E N E W E R A O F W O R K IND E PE ND E NT W OR K AI AND AUT OM AT ION S KIL L S GAPS
  6. 6. TREND 01 AI/AUTOMATION Automation is already transforming economies and the workforce, and its effect will only accelerate as technologies become more developed and accepted.
  7. 7. 46%OF WORKPLACE ACTIVITIES ACROSS THE UK, GERMANY, FRANCE, ITALY & SPAIN COULD BE AUTOMATED. Source: McKinsey Global Institute
  8. 8. 6 millionLOW QUALIFIED JOBS WILL POTENTIALLY DISAPPEAR 15 million JOBS REQUIRING HIGH EDUCATIONAL ATTAINMENT TO BE CREATED BY 2025 IT’S ESTIMATED MORE THAN AND MORE THAN Source: Eurostat
  9. 9. Talent is everywhere but opportunity is not… • O P P O R T U N I T Y NE W BUS INE S S M OD E L S - Non-human alongside human labour offered - New functions / client development BUS INE S S E NABL E R - Automate manual tasks for employees to spend more time with candidates and clients i.e. new interviewing techniques such as VR or 3-D video interviews L ABOUR M AR KE T - Reallocation of supply and demand of labour skills - Opportunity to upskill middle skilled workforce
  10. 10. TREND 02 SKILLS GAP Skills gaps will exacerbate as low and middle-skill activities become “commoditised” and automated; shortages of high-skill talent will continue.
  11. 11. Perl / Python / Ruby Mobile Dev. Web programming Machine Learning Statistical Analysis C++ Software modelling L o n d o n D u b l i n P a r i s L y o n M a d r i d S t o c k h o l m A m s t e r d a m B e r l i n Data analysis / Statistical analysis
  12. 12. 65%OF THE JOBS WE WILL HIRE FOR IN THE FUTURE DO NOT EVEN EXIST TODAY McLeod, Scott and Karl Fisch, "Shift Happens"
  13. 13. Innovate to provide for candidates and clients • O P P O R T U N I T Y KN OW T H E M A R KE T - Keep a close eye on the skills landscape as it evolves - Top talent will be a commodity T AL E NT INT E L L IGE NC E - Know your talent pools to understand how to connect people’s skills with the right opportunities - Ability to demonstrate expertise for new and emerging skills T H INK BR OAD E R - Capabilities over qualifications (Skills over schools) - Understand the intangibles - Need Multi-skilled, Flexible Candidates
  14. 14. TREND 03 INDEPENDENT WORK Independent work is already meaningful, and only expected to increase due to demographic, technology, and policy trends.
  15. 15. Rise of Millennials Growth of online marketplaces Increasing cost effectiveness 1 2 3
  16. 16. ~90MINDEPENDENT WORKERS IN THE EU-15 Source: Source: McKinsey Global Institute; EU-15 includes Austria, Belgium, Denmark, Finland, France, Germany, Greece, Ireland, Italy, Luxembourg, Netherlands, Portugal, Spain, Sweden, United Kingdom. (26% OF THE ENTIRE WORKFORCE)
  17. 17. Become a strategic partner to help clients thrive • O P P O R T U N I T Y R E V IE W BUS IN E S S M OD E L - Perm vs contractor - is this business model in line with the current and future market conditions UPS KIL L YOUR R E C R UIT E R S - Understand your clients needs to be able to advise them how to benefit from this trend - Enable strategic conversations by arming recruiters with market insightsUND E R S T AND M AR KE T - Market intel will help you to understand the industries, skills and roles impacted and where the opportunities are
  18. 18. Quality of Candidate: What are characteristics of my best placements? Which industries should we target for client development? Business Leaders: What are my competitors doing? What talent are they acquiring and where? Where should I build a team to launch a new business line or product? Where can we find hidden talent? Business Leaders: What functions are on the rise and which industries are increasing their hiring efforts? Strategy: Where should we open our next office? Internal HR: Why are our employees leaving and how does my attrition compare to peers? What should my candidate and acquisition strategy be?
  19. 19. The importance of data and insights
  20. 20. 71%OF CEO’S VIEW DATA ON TALENT AS A SOURCE OF COMPETITIVE ADVANTAGE SOURCE – LINKEDIN GLOBAL RECRUITER TRENDS SURVEY 2018
  21. 21. “We are going to see the biggest change in the HR profession overall, as analytics start to reinvent the way we work. We are now starting to look for HR professionals that have the capability to understand, interpret, and leverage data.” DAWN KLINGHOFFER, GENERAL MANAGER OF HR, BUSINESS INSIGHTS, MICROSOFT
  22. 22. AN INSTANT HERO
  23. 23. Bigger Challenges
  24. 24. Our Economic Graph creates powerful data assets SchoolsSkillsJobsCompaniesMembers 590M+ 30M+ 20M+ 50k 84k+ LINKEDIN DATA ECOSYSTEM
  25. 25. Every Action on LinkedIn creates a point of data This data helps us create unique Insights that help you focus efforts in ways that drive the most impact for your business
  26. 26. 29K Schools 30M+ Companies 20M+ Jobs 590M+ Members 50K Skills CLIENTCANDIDATE Connections Education Skills Open Candidate Industry Location Interest Salary Job searches Job views Content views Companies followed Connections at company Hires Industry Company size Experience Current employees Similar companies Macro labor trends Alumni Location Culture & Values Intent Identity + Affinity = Every Action on LinkedIn creates a point of data This data helps us create unique Insights that help you focus efforts in ways that drive the most impact for your business
  27. 27. It’s about what you do with them that count But it’s not about the data and insights
  28. 28. Leveraging Insights for business outcomes
  29. 29. B U S I N E S S C H A L L E N G E S T H A T C A N B E S U P E R C H A R G E D B Y D A T A Inform client recruiting strategy Strengthen relationships and expand footprint with existing clients Identify new prospect companies based on their hiring trends Decide which industries and locations to expand/ contract into based on talent market Drive internal recruiting by leveraging talent pool data and competitive benchmarking M A R K E T E N T R Y O R E X I T I N T E R N A L H I R I N G S T R A T E G Y C L I E N T C O N S U L T I N G P L A C E M E N T S T R A T E G Y N E W B U S I N E S S D E V E L O P M E N T
  30. 30. 79%OF RECRUITERS AND HIRING MANAGERS ARE LIKELY TO BE USING DATA IN THEIR HIRING PROCESS WITHIN THE NEXT TWO YEARS Source: LinkedIn Global Recruiter Trends Survey
  31. 31. 36%OF HR TEAMS FEEL THEIR DATA CAPABILITIES ARE GOOD OR EXCELLENT Source: LinkedIn Global Recruiter Trends Survey
  32. 32. Is your workforce ready for the challenge? How will your business adapt to the rise of AI and automation? How do you identify talent with the right skills, in the right locations, at the right time? How will you identify and recruit those interested in independent work?
  33. 33. Thank you

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