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1. How Best-in-Class Companies Address
Talent Gap Challenges
Roli Saxena
Global Director Product Consulting
LinkedIn

2. How Best-in-Class Companies
Address Talent Gap Challenges
Agenda
 Panelist Introduction
 What is the Talent Gap?
 Emerging Trends to Solve Talent Gap Challenges
 Proactive Sourcing
 Internal Mobility
 University Relations
 Panelist Q&A
 Closing Remarks
 Audience Q&A

3. Suzanne Sinclair
Director Talent Acquisition
Allstate Insurance
Ozzie Meza
HR Manager, Talent Acquisition Strategic Services
Allstate Insurance
Rachel Romba
Talent Strategy Consultant, Global Accounts
LinkedIn

5. 2020 SHORTAGE
38 million - 40 million
College graduate talent
2020 SURPLUS
90 million - 95 million
No College degree
June 2012, Mckinsey Global Institute Report

6. Talent on Demand Model
2
Internal
Mobility
1
3
Proactive
Sourcing
University
Relations
Talent
on
Demand

7. Talent Gap Solution:
Proactive Sourcing
Proactive talent sourcing is the skill of identifying, pipelining, and
engaging with candidates before the job is available.

8. LinkedIn Talent Pipeline meets strategic need
for pipelining and passive candidates
1
Proactive
Sourcing
Active Candidate
Website
• Job Board
• Website
Applicants
Folders
Talent Pipeline
•
•
•
•
•
LinkedIn
Searches
Referrals
Conferences
Events
Passive Candidate
ATS

9. Research and Sourcing
are very different yet
complementary

10. Principled approach to “smart” sourcing
Research team is responsible for:
Proactive talent identification
 Monitor and assess labor trends and pools
 Act as an information center
1
Proactive
Sourcing

11. 1
Targeting “nurturers” for hire
Proactive
Sourcing
Local Survey Data
Dallas County
United States
Expect to lose my job in 12 months
44.33%
50.66%
I am good at fixing things
50.33%
51.42%
I consider myself creative
61.20%
63.72%
I worry about violence and crime
61.48%
63.72%
It is important a company acts ethically
66.80%
74.91%
I look at the work I do as a career, not a job
42.71%
41.80%
“Type M” Personality Traits
Dallas County
United States
Type M Above Average
23.39%
23.89%
Type M Far Above Average
14.81%
18.78%
Affectionate, Passionate, Loving
33.29%
31.05%
Kind, Good-hearted, Warmhearted
43.89%
45.14%
Sociable, Friendly, Cheerful, Likable
33.08%
31.40%

12. Talent Gap Solution:
Internal Mobility
Is a strategic internal process for managing the flow of talent from one
job to another, vertically or horizontally, within an organization

13. Employers value internal hiring – 92% are
investing in it more or at least the same YOY
2
Internal Mobility
Internal Hiring Volume
100%
Increase
80%
39%
46%
Decrease
60%
40%
56%
46%
4%
8%
United States
Global Average
20%
0%
Same
“Comparing 2012 to 2013, how do you expect the
volume of internal hiring to change?”

14. Allstate’s internal hire averages increased
2012 to 2013
2
Internal Mobility
40%
CEB
2013
30%
2012
20%
10%
0%
Jan.
Feb.
2013 % of Total
Mar.
Apr.
2012 % of Total
May
Jun.
2013 Avg.
Jul.
Aug.
2012 Avg.
Sep.
CEB Avg.

15. Talent Gap Solution:
University Relationships
A strategic approach to identifying, attracting, or creating top talent
within an education pool to meet business needs

16. University relations is about developing
a mutually-beneficial partnership
Influential Relationship
Level 1
3
University
Relations
Higher Impact
to Influence
Strategic Relationship
Level 2
Branding
Level 3
Virtual
Lowest Impact
to Influence

17. Leverage Data to Inform Decisions on
Universities and Talent Pools
3
University
Relations

18. Technology helps stay engaged
LinkedIn CheckIn: Never Miss an Event Lead Again
3
University
Relations
Manage Pipeline in
LinkedIn Recruiter and
connect offline interactions
with an online network
18

19. Talent Gap is Real – Status Quo is not an option!



Build an holistic strategy to
address Talent Gap -- But start
with capability first!
Build a culture of Proactive
Sourcing both Internally and
Externally
Don’t ignore future
professionals --- engage with
students and Colleges!!
2
1
Internal
Mobility
Proactive
Sourcing
3
University
Relations
Talent on
Demand

20. Suzanne Sinclair
Director Talent Acquisition
Allstate Insurance
Ozzie Meza
HR Manager, TA Strategic Services
Allstate Insurance
Rachel Romba
Talent Strategy Consultant
LinkedIn
LinkedIn: www.linkedin.com/in/suzannesinclair
Twitter: SuzannMSinclair
Email: ssinc@allstate.com
LinkedIn: www.linkedin.com/in/ozziemeza
Twitter: ozziemeza1
Email: omeza@allstate.com
LinkedIn: www.linkedin.com/in/rachelromba
Twitter: RachelRomba
Email: rromba@linkedin.com
Roli Saxena
LinkedIn: www.linkedin.com/in/roli1
Global Director Product Consulting
Twitter: rolisaxena
LinkedIn
Email: rsaxena@linkedin.com
Global Recruiting Trends Reports: lnkd.in/globalrecruitingtrends