1. The Evolution of Talent Intelligence
Seth Veselsky
manAger – Reporting & Analytics, North America
October 18th, 2016

2. Who is cielo? Formerly known as Pinstripe Talent
Cielo is the world’s leading strategic Recruitment Process Outsourcing (RPO) provider
Headquartered in Brookfield, Wisconsin, near Milwaukee, Cielo has a global presence including more than 1,900 employees serving more that 130 clients across 69 countries.
The Cielo footprint includes Moorland Gray, the largest executive search firm in the Middle East.
Cielo was awarded as the top healthcare provider in 2016, the fourth year in a row Cielo received this distinguished award

3. What is RPO?
Typical RPO providers are considered outsourcers. In the case of RPO, outsourcing specific aspects of the talent acquisition process.
Cielo is different. Cielo engages with clients as true partnerships. Cielo becomes our clients’ talent acquisition function by immersing our teams in the our clients’ industry, brand, and being accountable for driving real business results.
Cielo believes WE BECOME YOU

4. Our Talent Intelligence Journey
The Cielo talent intelligence journey is reminiscent of what many of our competitors as well as many internal TA functions encounter
Stage 1: “Cast and Prey”
Stage 2: It must be compensation…
Stage 3: Who are we competing with?
Stage 4: Supply & Demand
Stage 5: Predictive Analytics

5. Stage 1 – Cast and Prey
Most talent intelligence journeys start at the beginning; how do we engage candidates into applying for our jobs?
Post the job to as many job boards as possible (cast a wide net)
No real success statement
No real ROI analysis
“Prey” that candidates funnel in
Repeat

6. Stage 1 – Cast and Prey
Most recruitment teams will soon find that relying on job boards and postings don’t work
Limited ROI on “wide nets”
Recruitment teams transition to more targeted postings based on hired candidate source of hire

7. Moving to Stage 2
Hiring Leaders will soon want answers about why jobs are taking longer to fill
Why are so many candidate dropping out of the process when an offer is extended?
The move to Stage 2 begins…the issues MUST be compensation

8. Stage 2 – Compensation Review
Internal compensation averages
Based on paygrades, education levels, experience
Some Talent Intelligence teams might start to compare their target ranges against target ranges of competitors through published job postings
Job posting compensation data is the least reliable data that won’t answer the compensation question
Salary.com
Compensation survey based (HR department based)
100% employer reported
Provides bonus targets and proposed salary structures

9. Stage 2 – Compensation Review
External compensation tools help to validate internal compensation thresholds
PayScale
Compensation survey based (user based)
Algorithms to remove erroneous entries
Insight into bonus structures and other benefit packages
Salary.com
Compensation survey based (HR department based)
100% employer reported
Provides bonus targets and proposed salary structures

10. Moving to Stages 3 & 4
Compensation might help to answer why candidates are falling out of the offer process, but compensation won’t help answer key Hiring Leader questions…
Why is Time to Fill increasing?
Why is the candidate funnel so limited?
Who is the competition?
How many candidates can be expected for a certain job?
Answering these questions require robust supply & demand data

11. Stages 3 & 4 – Supply & Demand
Understanding who the competition is. Who is competing for the same qualified talent as you
STAGE 3
STAGE 4
Using robust supply & demand tools to provide real-time analytics

12. Stages 3 & 4 – Supply & Demand
External market tools provide detailed data around candidate supply and job demand
Candidate supply can be adjusted to show education, required skill sets and certifications
Job demand can be adjusted to reflect similar jobs with similar requirements
Supply & Demand data can start to move the conversation towards what to expect versus troubleshooting what may be wrong

13. Stages 3 & 4 – Supply & Demand
Tools such as Careerbuilder Supply & Demand and Wanted Analytics provide comprehensive Supply & Demand metrics

14. Stages 3 & 4 – Supply & Demand
Niece tools such as Liquid Compass for Heathcare recruitment can be a powerful tool to quickly dissect the demand within a market

15. Stages 3 & 4 – Supply & Demand
Robust Supply & Demand metrics
Detailed Compensation and Benefits
Competition Analysis
The presence of these three TI tools moves recruitment intelligence towards reliable, accurate real-time data

16. Moving to Stage 5
Robust Supply & Demand data help to tell the story as it exists in real-time and often times provide historical reference data
More and more customers are looking for answers to the question “what is GOING to happen.”
Answering this question is the final step within the talent intelligence journey; predictive analytics.

17. Stage 5 – Predictive Analytics
Actively using the EMSI tool to illustrate demand within specific job families or across industries
Highlight regional variations in demand and how that impacts the overall demand story for the region

18. Stage 5 – Predictive Analytics
Using the forward looking analytics in EMSI, Cielo is better engaging our customers around what is predicted to happen within job markets versus simply looking at what is or has happened

19. Stage 5 – Predictive Analytics
Using predictive analytics as the foundation, Cielo has been able to change the conversation with our customers
Before
Metrics & SLA Performance
(Backward Looking)
After
Predictive Analytics
(Forward
Looking)
Consultative conversation; future planning

20. Stage 5 – Predictive Analytics
Our customers often engage us in a wide-range of talent acquisition questions. We are often engaged in the search for new locations
With EMSI, we have been able to provide market specific projections. This combined with other economic indicators help to shape our recommendation for future site locations.

21. Stage 5 – Predictive Analytics
Example – Mid sized west coast insurance and finance firm. Engaged Cielo in a site selection process for a future IT resource center as well as customer call center
Based on the success of our initial recommendation, the customer engaged with us again in the past month for an additional site selection analysis
These are VALUE ADD services to our customers and strengthen our partnership. These types of requests would not be possible without the data we get from EMSI

22. The Talent Intelligence Journey
“Cast and Prey”
Compensation
Competing Competitors
Supply & Demand
Predictive Analytics
RPO competition
Most Internal TA teams

23. Questions OR Comments?

24. Thank You! Seth.Veselsky@cielotalent.com