how to elevate recruiting performance with competitive intelligence

The Intelligence Collaborativehttp://IntelCollab.com #IntelCollab

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How to Elevate Recruiting Performance with

Competitive Intelligence

A Complimentary Webinar from Aurora WDC

12:00 Noon Eastern /// Wednesday 20 August 2014

~ featuring ~

Stephanie Heyroth Dr. Craig Fleisher


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Stephanie Heyroth

Stephanie Heyroth is an Information Specialist in Human Resources, Talent Acquisition at Allstate Insurance Company in Chicago. She services the information needs of the company’s recruiters for the functions of technology, marketing, claims, product operations, finance, and procurement. Previously, Stephanie worked as a marketing specialist for a software engineering company in Minneapolis. She received a B.A. in advertising and public relations as well as a B.S. in marketing and supply chain management from the University of Minnesota-Twin Cities. She also holds a M.A. in library and information studies from the University of Wisconsin-Madison. Stephanie is an active member of SCIP and SLA.

Email: [email protected]

The Intelligence Collaborative is the online learning and networking community powered by Aurora WDC, our clients, partners and other friends and dedicated to exploring how to apply intelligence methods to solve real-world business problems.

Apply for a free 30-day trial membership at http://IntelCollab.com or learn more about Aurora at http://AuroraWDC.com – see you next time!

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Agenda

► Building a Recruiting-focused CI Team

► Examples of KIQs and Deliverables

► Repurposing Existing Intelligence

► Talent-focused Information Sources

► Summary, Q&A and Discussion


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Building the CI Team in HR at Allstate

AUG. 2010

Information Specialist role is first introduced to Talent Acquisition

AUG. 2011Candidate knowledge repository is launched!

MARCH 2011Talent Acquisition approves the need for candidate repository

MARCH 20122nd Librarian to join Allstate Talent Acquisition Team

• New leadership• Limited market

knowledge & recruiting capability

• Heavy dependency on search firm service

• Forecast 2-3 X increase in search volumes

Critical Talent Pools across all

recruiting

“Allstaters recruiting Allstaters”

AUG. 2012Shift in Talent Acquisition Operating Model

Highly skilled Executive Recruiting team with Recruiters and Search Associates

Oct. 2012CI team is officially created with addition of 3rd member


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Operational Structure/Strategy

CI/Research Team

InfoSpecialist

Recruiter

HM

Customer #1

Sales, Military

Finance,College

Technology,Diversity

HRBP

InfoSpecialist Sourcer

Customer #2

Customer #3

WorkforceMeasurement

TA Manager


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Working with the Research Team

Request Submitted

Reference Interview

Research Initiated

Research Results Reviewed Request Complete

Researcher acknowledges within 24 hours request has been reviewed. Researcher and

Requestor agree on research deliverables & deadlines

Researcher will continue to discuss request with recruiter to address any potential roadblocks or calibrate on findings

Based on nature of request, results will be stored in library on SharePoint site.


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Sample KIQs

► What can you find out about Competitor A’s agency education program?

► Can you verify if Company X

is closing the Wheeling office?

► Can you identify all of the

electrical trade schools near

Chicago, IL?

► What is the diversity composition of CFA holders?


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Map Legend

Allstate Employees

Type of Employee:

Visualization of Potential Talent Flow


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Competitive Organizational Mapping

California ZoneAVP #1VPA #2VPA #3VPA #4

Pacific Northwest ZoneAVP #1VPA #2VPA #3

Northeast ZoneAVP #1VPA #2VPA #3

Mid-Atlantic ZoneAVP #1VPA #2VPA #3

Heartland ZoneAVP #1VPA #2VPA #3

Texas ZoneAVP #1VPA #2VPA #3

Great Western ZoneAVP #1VPA #2VPA #3

Central ZoneAVP #1VPA #2VPA #3

Florida ZoneAVP #1VPA #2VPA #3

Southern ZoneAVP #1VPA #2

Mid-America ZoneAVP #1VPA #2VPA #3VPA #4

Great Lakes ZoneAVP #1VPA #2VPA #3


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Strategic Company Targeting

Tier 1 Companies Segment Revenue (mm) Profit Margin

P/E Analyst Reputation

Company #1 Banking 20,064




Company #5* Banking 97,031

Company #6 Financial Services 4,899



Company #9* Financial Services 34,163


Company #11 P&C Insurance 4,105

Company #12 P&C Insurance 3,000

* Great reputation and size of P&L outweighed below average profit margin or P/E = Above average = Average = Below average


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Where Can I Find These People?


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Competitor Displacement Tracking


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Repurposing Existing Intelligence

► Strategy team collected information about competitor’s innovation organization

► Recruiters use that to identify ideal passive candidates► Example: Insurance Competitor A

CEO

CAO

Business Solutions & Innovation

Innovation

Disruptive Innovation

Leader

Disruptive Innovation Team

(2)

Continuous Innovation

Leader

Continuous Innovation Team

(8)

LOB Rotational Positions (22)


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Repurposing Existing Intelligence

► Claims CI tracks all insurance, auto, call center, intelligence, and technology events

► Sourcers can use calendar to search programs and attendees for potential candidates


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Talent-focused Information Sources

► Wanted Analytics

► CEB TalentNeuron

► CBRE

► CareerBuilder Supply & Demand

► LinkedIn

► SimplyMap

► SNL Maps

► Bureau of Labor Statistics

► Glassdoor


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Wanted Analytics


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CEB TalentNeuron

Solution Components:

► Global Location Profiles► Global Cost & Salary Benchmarks► Peer Companies► Role Views► Global Talent Pool Insights► University Outlook► Monitor► Job Engine

Use Cases

► Strategic Workforce Panning► Talent Hub Selection & Optimization► Gaining Competitive Advantages in

the Talent Marketplace► Global Talent Mobility Management► Recruitment & Sourcing Planning


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CEB TalentNeuron

Seattle-Bellevue-Everett

Bay Area

San DiegoPhoenix

DenverWichita

Fort Worth

Houston

Boston

Washington, D.C.

Talent Movement Analysis to Phoenix MSA

Albuquerque

New York

Austin

Los Angeles

Talent movement is more than 100 in last 3 yearsTalent movement is between 51-100 in last 3 yearsTalent movement is less than 50 in last 3 years

Tucson

Las Vegas

Seattle-Bellevue-Everett

Bay Area

San DiegoPhoenix

DenverWichita

Fort Worth

Houston

Boston

Washington, D.C.

Talent Movement Analysis from Phoenix MSA

Las Vegas

Albuquerque

New York

Austin

Los Angeles

Talent movement is more than 150 in last 3 yearsTalent movement is more than 100 - 150 in last 3 yearsTalent movement is between 51-100 in last 3 yearsTalent movement is less than 50 in last 3 years

Tucson

Source: Talent Neuron research and analysis, Location and Company analysis performed on Sample public profiles, Talent Neuron Job Engine, Company Websites and Careers sections


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CBRE


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CareerBuilder Supply & Demand


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Thank you! Now how about a little Q&A?

Stephanie Heyroth

Email: [email protected]

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