CareerBuilder Chief Product Officer Hope Gurion discussed how employers can gain an advantage in a competitive talent marketplace during her presentation at the 2014 Human Capital Leadership Forum: Fall Event in San Francisco on Nov. 13. In her presentation, Gurion noted talent management is a top concern for CEOs, but human resources professionals who understand how to attract and retain talented individuals can consistently find qualified candidates to fill vacancies. A low candidate supply is affecting employers worldwide, Gurion said. Many HR professionals, however, are investing in data, Gurion said, which could help them find the right candidates to fill vacancies. In addition, Gurion pointed out that HR professionals need to tell their companies’ stories to ensure applicants understand exactly what their businesses are all about: “You need to win over these candidates by effectively communicating why they should even consider working for your organization. So companies are starting to make these investments.” HR professionals also should pay attention to the consumer experience and try to leverage all of the consumer data at their disposal, Gurion said. A long application process could alienate potential candidates, Gurion said, but a company that focuses on delivering a high-quality consumer experience should have no trouble attracting and retaining talented professionals: “Talk to them. That’s my big secret. Observe. Take five high quality candidates and watch them try to apply to your jobs [and] find and apply for jobs. Watch their experience in that process and try to objectively observe where they’re having pain.” - See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-fall-event-hope-gurion-chief-product-officer-careerbuilder/#sthash.IjxIdgSm.dpuf

1. ADVANTAGE IN A COMPETITIVE
© 2014 CareerBuilder
© 2014 CareerBuilder
SECRETS TO GAINING
TALENT MARKET
Presented by: Hope Gurion, Chief Product Officer

2. © 2014 CareerBuilder
WHY
IS THE TALENT MARKET COMPETITIVE?
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3. DECADE OF TALENT MANAGEMENT
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Unparalleled Season
of Innovation
and Technology Shift
Aging
Population
Shift to Knowledge
Workers
Aging Globalism
Workforce

4. ECONOMY IS IMPROVING
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2009 2010 2011 2012 2013
Gradually declining unemployment
means an improving economy
2014

5. TALENT = KEY CONCERN FOR CEO’S
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Source: PwC 17th Annual Global CEO Survey 2014
93%
of CEOs recognize
the need to change
their strategy on
attract and
retaining talent
2 in 3
CEOs feel HR isn’t
well-prepared for
the changes
needed
61%
of CEOs have not
acted on this plan
– why?

6. COMPETITION FOR TALENT
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40%
of employers say
they have difficulty
retaining critical-skill
employees
70%
of Americans are
not engaged at
the workplace
59%
of hiring managers are
concerned about the
growing skills gap.
5 in 10
H.R. managers say they
have open positions for
which they cannot find
qualified candidates.
Source: CareerBuilder 2014 Skills Gap Study - http://careerbuildercommunications.com/skillsgapstudy2014/
Source: Gallup 2013 Employee Engagement Report: http://www.forbes.com/sites/joefolkman/2014/03/06/seventy-percent-of-workers-not-
engaged-what-about-the-managers/?optimizely=a

7. © 2014 CareerBuilder
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LAWS OF SUPPLY & DEMAND

8. SUPPLY & DEMAND – SAN FRANCISCO
Source: CareerBuilder Workforce Supply & Demand Portal
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9. 10 HARDEST TO FILL JOBS IN SF BAY
60,000
50,000
40,000
30,000
20,000
10,000
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35
30
25
20
15
10
5
-
0
Active Candidates
Job Openings
Open jobs per person
Source: CareerBuilder Workforce Supply & Demand Portal, last 12 months

10. IMPACT OF LOW CANDIDATE SUPPLY?
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11. TALENT SCARCITY IN A DIGITAL AGE
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Significant Power Shift from Employer
to Candidate
Talent is Scarce
Age of the
Consumer
Candidate

12. HUMAN RESOURCE INVESTMENTS
29%
Workforce analytics/
Access to data
22%
Mobile readiness Where do companies
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Source: CareerBuilder U.S. Jobs Forecast 2014
plan to invest
additional resources
into their recruitment
strategy for 2014?
22%
Enhancements to
company career site
16%
Front office tools
11%
Other

13. THE CONSUMER CANDIDATE
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Of full-time employed workers are actively looking
or open to new job opportunities
search for jobs while at work
different resources are used
on average before applying to a job
Source: CareerBuilder and Inavero Candidate Behavior Study 2013

14. © 2014 CareerBuilder
TRUE OR FALSE?
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A long application process ensures
only committed candidates apply.

15. TOLERANCE OR TALENTED?
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Of employers feel a long process is positive because it
“weeds out” candidates, and only the best will survive.
OUT OF CANDIDATES DROP-OFF
Source: CareerBuilder “How Candidate Experience is Transforming HR Technology” Study, October 2014

16. © 2014 CareerBuilder
PSST…HERE’S THE SECRET…
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17. THE SECRET
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18. WHY CANDIDATES DON’T FINISH
More than 2/3 of those who did not finish their online
application said there were too many steps. About 1/3 said
there were too many personal questions /assessments.
Too many steps
Asks too many personal
questions / assessments
Requires a cover letter
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18%
12%
41%
82%
Other
Source: CareerBuilder HR Technology Survey 2014

19. CONSUMER EXPECTATION
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20. MOBILE IMPACT ON CANDIDATE FLOW
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vs.
40% of all of
CB’s traffic each
month comes
65%say they
rarely return to
their desktop to
from mobile
devices – even
worse, when they
encounter a non-mobile
finish the
application.
friendly
apply process,
40% will drop
off.
Source: CareerBuilder HR Technology Survey 2014

21. EASY
© 2014 CareerBuilder
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22. Looking to impress your CEO?
OBSERVE CANDIDATE BEHAVIOR
QUALITATIVELY + QUANTITATIVELY
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IMPROVE ROI
REDUCE TIME TO HIRE
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23. TALENT NETWORKS
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24. KEY TAKEAWAYS
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Understand the expectations of your
target candidates.
Determine what changes you can
make to your process.
Use technology to your advantage to
simplify and improve the candidate
experience.

25. © 2014 CareerBuilder
© 2014 CareerBuilder
THANK YOU
Hope.Gurion@careerbuilder.com
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