THE AGE OF TALENT IS HERE:

RECRUITMENT FOR A NEW ERA

THE�AGE�OF�TALENT�IS�HERE

THE RECRUITMENTPOWER SHIFTUp until recently, employers had the upper hand in the hiring process. On the heels of the Great Recession in 2008, employers nationwide found themselves in an unprecedented position: They were ge�ing more applications than they knew what to do with, as millions of highly skilled workers found themselves out of jobs. Recognizing an opportunity, several companies took advantage of the situation, devaluing candidates with lower-than-average salary offers for highly skilled jobs.

Less than a decade later, however, things have changed. The Great Recession is over and so are the days of “post and pray.” The power has shi�ed from the employer to the candidate, as employers find themselves losing top performers and candidates with specialized skills are in high demand — and even harder to find.

Learn more about the Age of Talent. Watch the video.

THREE�AREAS�OF�FOCUS�OF�THE�AGE�OF�TALENT

CANDIDATE�EXPERIENCE

Recognizing the need to adapt to a new era of recruitment, CareerBuilder focuses on three key areas:

Recognizing that today's job seekers use multiple job search sources, CareerBuilder has built a digital platform to give our clients' jobs more exposure from any type of device — from desktop to mobile. Our sourcing solutions also help you gain exposure to the most candidates in the industry; access to thousands of resumes; target and message relevant candidates; differentiate your company from the competition; and take the hassle out of sourcing and screening.

RECRUITER�EFFICIENCY

Engaging candidates takes time and effort that clients do not o�en have, so we build our so�ware tools to help clients do in just a few clicks what used to take hours to do. manually. Our industry-leading so�ware solutions include an “always-on” solution to easily build a pipeline of candidates and keep them engaged; an all-in-one platform to simplify multiple talent acquisition needs; and partnership with Broadbean for a faster, more cost-effective way to acquire talent.

DATA�AND�ANALYTICS

Data and analytics are crucial to determining what is — and what isn't — working when it comes to workforce planning and recruitment. Our comprehensive workforce data and analytics solutions enable you to to find where the candidates are and how much to pay them — in just a few clicks; build an effective, long-term workforce planning strategy; and compare your supply of candidates to the rest of the market for more informed sourcing decisions.

THE�RULES�HAVE�CHANGED

WELCOME TOTHE AGE OF TALENTIn the age of talent, employers can no longer get away with undervaluing candidates. In fact, they have to offer competitive pay and benefits in order to a�ract the skilled talent they need. They have to be strategic and proactive about where they look for talent, how they differentiate themselves from competitors, what they offer and how they allocate their resources. They must rely on competitive workforce data to inform their strategies and new recruitment technologies to complement these strategies.

A�er all, it’s a candidate’s world now; employers are just adapting to it. And in the age of talent, only those companies who provide the best candidate experience will survive.

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� MUST-HAVES FOR THEULTIMATE CANDIDATE

EXPERIENCE

Today’s candidates look for three characteristics from prospective employers:

1. Transparency: Culture and reputation are key when it comes to a�racting today’s candidates. Ninety percent of candidates say a company’s employment brand influences their decision to apply, and 67 percent of job seekers say they would accept a lower salary if the company had exceptionally positive reviews online.

2. A Focus on User Experience: The application process can also make or break a company’s ability to pull in talent: 66-85 percent of candidates who enter an ATS do not finish the application process. Lengthy and arduous applications are the top reason candidates fail to complete the application process.

3. Personal Treatment: According to the 2013 Candidate Behavior study, 68 percent of job seekers say they would accept a lower salary if the employer created a great impression throughout the hiring process.

WHERE�DOESTHE�MONEY�GO?

The way companies spend their recruitment budget today reflect how they are adapting to changing candidate behaviors. Below is a breakdown of human resource investments:

22% - Mobile readiness. As handheld computers like smartphones and tablets become more common, employers are making it easier for candidates to search and apply for jobs via their mobile devices.

22% - Enhancements to company career site. With 81 percent of job seekers visiting career sites to evaluate prospective employers, it is crucial they enable job seekers to easily find information, search and apply to jobs and join their talent network via their career sites.

16% - Front office tools. Hiring managers are employing new so�ware to source and screen candidates faster, which is enabling them to manage and respond to candidates faster.

29% - Workforce analytics/access to data. Employers are using data to track candidate behavior and inform recruitment strategies. (See “The Details are In the Data” for more information on how employers use data.)

11% - Other

THE�DETAILS�AREIN�THE�DATA�

Companies that make data-driven decisions are 5 to 6 percent more productive than those that do not. Data is the fuel behind nearly all of today’s key workforce decisions. Today’s top companies use data to accomplish the following:

³ Understand the current supply of available talent.³ Compare and set pay rates.³ Identify the right skill sets for your open positions.³ Set expectations on time-to-fill.³ Determine which resources provide the highest ROI.

Do you have access to the right data? Are you using it the best way you can? Do you have a trusted partner to help you make sense of this data?

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���YOUR�COMPETITORS��WHO�ARE�THEY?You may think the store across the way is your biggest competitor for talent; however, there may be a new start-up keeping you from a�racting candidates. Or have you also considered companies in different industries? Just because you aren’t competing with another company for customer doesn’t mean you aren’t competing with them for talent.

Recommendation: Keep a look out for companies posting the same positions as you. What do you offer that they don’t? Highlight what makes your company different anywhere you can — from your career site, to job postings, to social media.

���MARKET�PAY�RATES�SHOW�ME�THE�MONEYIs your compensation in line with market rates when you factor in experience, education and location? It’s no longer sufficient to “guess” at competitive pay. Today’s candidates are savvier than ever and know their worth.

Recommendation: Find a reliable source (such as CareerBuilder’s Compensation Portal) to understand competitive market rates. If you can afford to offer competitive compensation, do so – and take every opportunity to advertise it. Otherwise, highlight your exceptional benefits and perks, like an exceptional culture, flexible schedules or travel benefits – anything that makes you a desirable place to work.

���JOB�TITLES�WHAT’S�IN�A�NAME?It may seem cool and trendy to advertise for a “rock star” or a “rainmaker,” but these efforts could backfire: Job titles should reflect terms job seekers actually use in their job search, increasing the chances your opportunities will show up in search results. Job titles can mean different things to different companies, too, so it’s important to focus on skills in the job description.

Recommendation: Make it easy for candidates to find your job opportunities by advertising job titles that they will actually understand and search for. A tool like CareerBuilder’s Supply & Demand Portal can help you determine the best job titles to use based on your search criteria. Use this information in your job posting to increase your chances of ge�ing in front of the right candidate or when sourcing resume databases for candidates who would be a good fit.

���YOUR�HIRING�EXPECTATIONS�THEY’RE�JUST�NOT�THAT�INTO�YOU�You want and deserve nothing but the best employees; however, sometimes the candidates with the specific skills you need just aren’t out there (or beyond your price range). Unless you have unlimited time to fill, you may need to redefine your version of the “perfect” candidate.

Recommendation: Re-adjust your job descriptions. Identify the skills you need versus the skills you can train for. Following that, the right labor market data tools, such as Supply & Demand and EMSI Analyst, can help you identify candidates who match your job criteria.

Learn how to have the right conversations. Watch “Rese�ing Hiring Expectations.”

���YOUR�CANDIDATES�HOW�WELL�DO�YOU�REALLY�KNOW�THEM?�In order to capture the a�ention of your ideal candidates, you have to know what they want from an employer first. That includes benefits, learning opportunities, culture, work environment and of course, compensation, among other a�ributes.

Recommendation: Don’t guess what candidates want; know what they want. A resource such as CareerBuilder’s Applicant Experience Surveys can provide insight into what candidates want, and help you adjust your recruitment messaging in a way that speaks to their wants and needs.

��WINNING�RECRUITMENTSTRATEGIES�FOR�THE�AGE�OF�TALENT

���ALWAYS�BE�PREPARED�Don’t wait until you need to fill a position to start looking for candidates. Nearly 3 in 4 employers say having a candidate engagement strategy (even if there aren’t currently any open positions) reduces time-to-hire, and 2 in 5 say it reduces cost-per-hire. Knowing which positions you will need to fill and creating a pipeline of relevant talent will significantly reduce your time-to-hire in the years to come.

Tools like EMSI Analyst or College Analyst can provide insight into current and projected labor trends for the occupations your organization will need to fill. Use this data to determine where to allocate your recruitment marketing budget for maximum return.

Make date work for you. Watch “Finding the Solution with Data.”

Your job posting is your first chance to make a lasting impression on candidates — don’t waste it. Create a standout job posting that differentiates you from your competitors, while giving real insight into what working for your company is all about. CareerBuilder’s enhanced Job Postings make it even easier for you to tell your unique story and get in front of the right candidates.

Not sure if the effort is worth it? Track the effectiveness of your Job Postings with CareerBuilder’s Recruitment Performance Portal (free to CareerBuilder customers), which reports on how your company’s jobs are performing compared to others on the site.

Take Your Job Postings from Boring to “Sexy.” Get the e-book.

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���HOLD�ON��TO�CANDIDATES��FOR�ONE�MORE�DAY���What are you doing with candidates who have applied to open positions at your organization in the past? Just because you didn’t hire them for a position in the past doesn’t mean they aren’t the perfect candidate for another job that arises. Make sure you foster your relationship with these candidates and reach out to them when relevant opportunities become available.

An integrated candidate pipelining tool, such as CareerBuilder’s Talent Network, can help you build a pipeline of qualified, interested candidates, so you never have to start the recruiting process from scratch. Use Talent Network to not only find qualified candidates from your talent community, but keep them engaged and interested in your opportunities, while bringing new candidates in as well.

NEW�RECRUITMENT�TECHNOLOGY�FOR�A�NEW�ERARecruitment technology has always been about streamlining the recruitment process for employers. In the age of talent, however, the new recruitment technology puts a major focus on enhancing the job search process and application experience for candidates. With this in mind, CareerBuilder designs its recruitment technology and so�ware solutions to focus on the candidate experience — and put clients ahead of the competition for top talent.

An optimized career site that helps

capture their information and automatically update them when relevant job opportunities arise.

MOBILE APPLY: The ability for candidates to seamlessly search and apply to job opportunities from their mobile device (tablet or phone).

Insight on occupational wages, industry trends, employment growth or decline and concentration by location.

easily manage candidates electronically throughout the recruitment process from application to hire and stores candidate information for future use.

Unlike a consumer brand, an employment brand is the perception of a company as an employer. The employment brand typically encompasses an organization’s unique company culture and the benefits employees receive by working there.

Technology that automatically pushes an organization’s job opportunities to selected advertising sites.

A platform that enables employers to search candidate resumes from multiple sources at once.

CareerBuilder’s comprehensivetechnology and so�ware solutions:

NEW�RECRUITMENT�TECHNOLOGY�FOR�A�NEW�ERA

A standard Job Posting that includes Dynamic Job Recom-mendations and Post-N-A�ract.

ABOUT�CAREERBUILDER® Recruiting is complicated. CareerBuilder makes it easy. We understand as the economy changes, so do the needs of the businesses and individuals we serve. Whatever your situation, we’re here to empower you with the resources you need to find, hire and keep the best people. From candidates sourcing, to comprehensive, easy-to-understand workforce data, to so�ware that streamlines your recruiting process, our solutions are designed to make your recruitment strategy simple, fast and effective, so you can focus on your No. 1 asset — your people.

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