jwt inside & linkedin present: stem recruitment decoded

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RECRUITMENT DECODEDsTEM

WEDNESDAY, 6/17/2015 at 2PM EST

STEM Recruitment DecodedThis webcast debunks common misperceptions about STEM talent, providing you with takeaways you can immediately leverage for search and storytelling in your recruiting and employer branding efforts. You’ll learn what to emphasize and de-emphasize in your STEM communications and how to best engage STEM talent to achieve optimal results.

@JWTINSIDE #INSIDEinsights

Presenting Today

Rebecca FeldmanLinkedIn Global Marketing & Education Program Manager

Michael SavageJ. Walter Thompson INSIDE Director of Employer Brand


Today’s AgendaMarket Dynamics Audience Revelations Search and Communications Strategies Summary/Takeaways Q&A

What is STEM? The breakdown of STEM employment

15%Life, Physical and Social Sciences

49%

34%

2%

Mathematics

Technology (IT/Computer)

Architecture and Engineering

Tech and Engineering account for

83%How to find and keep STEM talent

of the jobs

If you think STEM demand is high now… STEM employment growth through 2020

2010

increase in Tech and Engineering jobs is anticipated by 2020

2020

16.8%STEM jobs

15.2% 16.6%21.8%Technology IT/computer jobs

10.3%Architecture

& engineering jobs

Science jobs

Mathematics jobs

30%

LinkedIn can help assess supply and demand for talent across regionsLinkedIn recruiter activity and member data are used to measure supply and demand for software engineering talent.

Higher demand index means that professionals are receiving more contact from recruiters than peers in other regions.

®2015 LinkedIn Corporation, All rights reserved.

You know the markets everyone is chasing for

STEM. But what about the hidden gems - the paths

less traveled?

16.6%

There are 4.8M STEM professionals in the U.S.

Total Talent Pool

4,786,272

Top Regions

New York City, NY 384,444

San Francisco Bay, CA 346,767

Boston, MA 201,387

Washington, D.C. 181,393

Chicago, IL 179,021

Los Angeles, CA 165,526

Dallas/Forth Worth, TX 133,756

Houston, TX 130,456

Seattle, WA 126,945

Atlanta, GA 125,789

Quadrant Hidden Gems High Demand Saturated Small Markets

Quadrant Hidden Gems High Demand Saturated Small Markets

There are 1.6M Tech professionals in the U.S.Total Talent Pool

1,651,359

Top Regions

San Francisco Bay, CA 153,285

New York City, NY 149,881

Washington D.C. . 75,771

Boston, MA 65,420

Los Angeles, CA 63,579

Seattle, WA 63,345

Chicago, IL 59,559

Dallas/Forth Worth, TX 50,304

Atlanta, GA 41,803

Philadelphia, PA 36,781

Hidden Gem regions are likely to offer untapped pools of tech talent

Seattle, WA

Atlanta, GA

Dallas/Forth Worth, TX

Boston, MA New York City, NYAustin, TX

Minneapolis-St. Paul, MN

Denver, CO Houston, TX

Philadelphia, PALos Angeles, CA

150,000 200,000 300,000 400,00050,000 70,000 100,000

Phoenix, AZ

San Diego, CADetroit, MI

(Supply # Professionals)

(Dem

and

Inde

x)

©2015 Linkedin Corporation, All rights reserved

Majority of in-demand skills are tech-relatedThe 25 Hottest Skills of 2014 on LinkedIn - Global

Some of the hardest-to-fill roles according to CIO’s…

56%

21%

23%

Not Sure

Yes

No

1. Big data/business intelligence & analytics 2. Security/risk management 3. Application development/programming 4. Mobile technologies 5. Enterprise architecture 6. Business-IT liaison/business relationship management 7. Project management 8. Cloud services 9. Database administration 10. Smart initiatives/Internet of Things (IoT)

Difficult Skillsets to Find

IT Talent War Marches On

State of the CIO. 2015 Survey. CIO Magazine. @JWTINSIDE #INSIDEinsights

Experiencing Skill Shortages?

Q. Will your organization experience any IT skills shortages during the next 12 months?

Q. In which areas do you anticipate your organization will have the most difficulty in finding appropriate skill sets?

No

IT in 2015: Navigating a “digital now, digital first” reality The digital world and its ramifications have moved from the shadows to center stage, creating winners and losers in all industries and geographies, trends, opportunities and threats is creating yet another competitive frontier.

In 2015, C-Suite at the Leading Companies Have Prioritized Technology-Related Change

Candidates look for

well-respected brands ready to

transform through technology

““

•Shows the company is dedicated to a technology-driven future

• Intriguing about what new technology could do to advance business processes

•Want to learn every day to hone my skills and be innovative

•Like the fact that I can play a major role in expanding the technology area

• I need innovation to challenge my skills

• I like to solve problems through technology

What’s influencing the supply drought?STEM talent is opting out!

Only 1/3 of workers with a STEM degree

work in STEM

Only about 40% of men with

STEM degrees work in STEM jobs

Only 26% of women with STEM

degrees work in STEM

Female STEM majors are 2x as likely as men to

work in Education or Healthcare


So maybe chasing that degree is less important…

Overreliance on university recruitment and limiting searches based on degree earned is eliminating top candidates from consideration. An outdated strategy. They are self-taught.

iMPLICATIONS

42%of developers do not have a formal education

The Developer Hiring Landscape 2015

Audience Poll:It’s a competitive marketplace. Sure. But does that mean the majority of candidates are passive?

Candidates may not be actively looking for jobs, but the majority are ripe for a move if you can showcase the interesting work you are doing.

iMPLICATIONS59%of developers are open to new job opportunities

The Developer Hiring Landscape 2015

60%of tech talent is open to new job opportunities

But how do you get their attention? Especially those purple unicorns (women in STEM).

Women in STEM want meaningful work. You need to ask yourself.. “what’s the societal impact and value it provides to the world at large?”

Defining the role of technology at your organization as part of the employer brand story is critical.

75

50

25

0

Would you rather…

Work for a technology company

Work in another industry for a co. that prizes tech

55% 45%

How could you effectively talk about the purpose/role of technology as part of your employer brand story?

2015 STEM Talent Study

“ “

GM puts technology at the center of the conversation. It’s the product. The key to delivering value in every vehicle.

What this looks like in practice…

UPS: Logistics demands technology. It’s front and center on the corporate site, prizing and praising it.


When creating great content keep these tips in mind:

Be conversational

Keep it short

Be visual

Offer snackable tips

Include a call to action


Audience Poll: Do you think you can compete with a startup in attracting STEM talent?


You bet you can! Surprisingly, stability, resources and continued investment make larger companies more attractive.

Work in a new innovative lab

in a large organization

Work for a hot startup

30

70

75

50

25

0

Would you rather…


We’ve noticed a “lab” trend. Everyone wants to work in the company lab, right?


As it turns out. No! Understanding and recognizing STEM differences is important. Different interests, work environments and aspirations.

Organization emphasizes idea creation

Organization emphasizes

implementation

42

57

100

75

50

25

Would you rather…

0


What does your target audience care about most when considering an opportunity?What is important among candidates when considering a job?

Excellent compensation & benefits Good work/life balance

Challenging work Ability to make an impact

Culture that fits personality Job security

A place I should be proud to work at Strong carer path

Values employee contributions Having a good relationship with colleagues

Flexible work arrangements Having a good relationship with superiors

A company with a long-term strategic vision Strong employee development Internal transfer opportunities

64.1 % 57% 42.0% 38.3% 35.1% 34.9% 32.1% 31.3% 29.5% 29.3% 27.8527.4% 23.3% 22.3% 5.8%

Correctly solving this puzzle led you to a web page with a second puzzle.

If you were able to solve this second puzzle you were shown the following:

How many hires do you think they made? Why?@JWTINSIDE #INSIDEinsights

In 2004, Google got a ton of press for this billboard

9 golden rules of one-to-one communication

1. Review profile. Let the recipient know what on their profile caught your eye. Personalization is flattering.

2. Grab attention. Mention mutual connections. LinkedIn suggests them for you.

3. Show you are selective. Highlight what makes them appealing. Compliment them sincerely.

4. Be conversational and brief. Write as if you were speaking. DO NOT paste the job description.

5. Listen well. Ask about goals and interest level in new opportunities.

6. Focus on goals, not the job. Frame your message around what’s in it for them.

7. Leverage content. Consider including useful information, such as a relevant whitepaper.

8. Be patient. Don’t hound. Use status updates to stay visible while you wait for responses.

9. Include a call to action. Ask to continue the dialogue, not necessarily for them to apply off the bat.


The power of employee ambassadorship


Your employees are your focus group,

sales team, and models.

It doesn’t get more authentic. Credible.

2.6M Instagram Followers.

Only 12 Retail Stores in the U.S.

Gap has 869K Followers.

1700 Stores.

Help your employees shineEmpower them with the knowledge needed to evangelize your brand

Dell trains global employees at scale

• “SMaC University” (Social Media and Communication) •Global certification program with structured classes •Strong exec support •5,000 trained since mid-2010

Adobe introduces “Social Shift”

•Social Shift program trains employees to feel confident on social media

•Encourage blogging on Adobe Life and social media sharing •Elevated most active employees to a special brand ambassador program


Turn your employees into your best ambassadors:

Encourage use of social media

Communicate frequently

Make it easy

Train your employees

Customize your game plan


How can you engage and recruit STEM talent on LinkedIn?


Drive STEM professionals through the hiring funnel with targeted outreach


Robert Jackson Software Developer

Awareness

Interest

Application

Hire

Raise awareness at the top of the funnel


Convert the unaware to aware with broad outreach

tHE xYZ company

Awareness

Build interest by engaging those who are aware


Foster relationships with people who are aware of you

tHE xYZ company

Interest

Convert the interested people into leads


Target exactly the right candidates and drive them to apply

tHE xYZ company

tHE xYZ company

Application

Some takeaways as they relate to STEM and your Employer Brand Story:

• Define the role/importance of technology • Recognize audience differences (Don’t stereotype STEM) • Be credible and authentic to your company culture • Amplify through your ambassadors/employees



Questions


Rebecca FeldmanGlobal Marketing & Education Program Manager 312 650 7545 [email protected] linkedin.com/in/feldmanrebecca

Michael SavageDirector of Employer Brand 212 210 1085 [email protected]

Send us a note, share with us what you found most surprising or valuable, or schedule time for an informal audit of your STEM communications.

http://linkedin.com/in/feldmanrebecca

mailto:[email protected]


Thank You.

jwt inside & linkedin present: stem recruitment decoded

Recruiting & HR

stem talent

stem jobs

stem demand

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