Talent is this decade’s most pressing business challenge, and even the most successful companies in the world struggle with it. Our recently published Talent Attraction Index explores the talent acquisition activities of the Fortune 500 companies, and some of their most common challenges and successes in this area. We invited Steve Bianchi, Chief People Officer at Beamery and experienced talent analytics executive, to discuss these findings in this webinar.

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Get Real to Break Through in 2020
1
Talent Attraction Insights from the Fortune 500

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Director of Strategy, Beamery
Kyle Lagunas
Head of People, Beamery
Steve Bianchi
Speaker Introduction - two speakers
Speaker photo
Placeholder
Speaker photo
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● Introducing the Talent Attraction Index
● Kyle’s Key Findings
○ Get Real
○ Break Through
○
● Steve’s Hot Take
Here’s
what we
want to
talk about

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Introducing the Talent Attraction Index
Scope - Methodology - Highlights

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Scope and Methodology
4 aspects to talent maturity
Employer brand
presence
Team specialization
Employee activation
and ambassadorship
Candidate conversion

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Talent Attraction Index: The results
Thriving companies
grew their overall
headcount 7x more than
Surviving companies**
*Linkedin data 2019
** “Thriving” tier are companies that scored higher than 75% of the highest score in the Talent Attraction Index.
“Surviving” tier are companies that scored lower than 25% of the highest score in the Talent Attraction index.

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Talent Attraction maturity has a corollary connection to performance in the Fortune 500.
The top 20 companies on
the Index rank 57 places
higher among the
Fortune 500 on average.

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Talent Attraction Index: The highlights
Employee
Activation was the
strongest scoring
capability for 50%
of the top 10
performers in the
Talent Attraction
Index.

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Of the 500 companies,
only 37% maintain a talent
network, and of those,
only 8% sent more than
one email within a month
of registration.
Missed opportunities in candidate engagement

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Missed opportunities in candidate engagement
<10
Of the 185 companies with talent
networks, fewer than 10 made any effort
to actually engage their candidates by
sending content such as event
invitations, tips for interview
preparation, etc.

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Kyle’s Key Findings
What can you learn from the F500?

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Humanize employer brand.

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The most underutilized asset in talent attraction: Employees
Prospective employees
don’t want to hear from
marketers; they want to
hear from their peers.

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Opportunities for challengers to break through with employee voices.
Companies using
employee
testimonials are on
average ranked 22
places higher on the
Fortune 500 ranking

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Connect with your audience.

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Breaking through lackluster employee sentiment is critical for all—even in Fortune 500.
At 3.45 of the Fortune 500 is higher than the 3.3 global average. The full spread of
Glassdoor ratings is heavily skewed toward the tail end, with 91% of companies
scoring below 4 stars.

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Everyone has staked out digital real estate for careers content, most stop there.
Immense opportunity to go a layer deeper with content for digital careers assets.
For instance: by calling out specific candidates personas based on their niche
professional skills.

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Call in the professionals.

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Opportunities for challengers: Team Specialization

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54% of companies
have fewer than 5
specialized
recruiters.
Opportunities for challengers: Team Specialization

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Steve’s Hot Take
“So what?”

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Companies in the lead are leaping forward. What is needed to catch up?
What will need to change in…
… talent team specialization?
… insourcing/outsourcing?
… automation and infrastructure?

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Companies investing less in
advertizing and more on
talent team skills,
engagement, community
building?...
What do these changes mean for talent teams?
E.g.: giving same resources to “Marketing Graduate” vs
“Node.js” Recruiter despite different time to value and
impact/strategic value of role in org.
...Understanding the upstream
value chain of target roles?
...Optimizing resource
deployment for impact and
recruiter capacity ?

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Future-proofing the TA organization
What does the talent team of the future look like?

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Doubling down on recruiter strengths and leveraging automation for the rest
Candidate journey progress
Recruiter
1 to 1 bespoke
interactions
Talent Operations
Scalable augmented
processes
Early engagements Offer
Value to
candidate
journey

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Questions?
Send us your thoughts through
the “Questions” module on
GoToWebinar
Beamery

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