Talent Analytics. Compare Your Talent against the Best in Your Industry

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1 Talent Analytics Compare Your Talent against the Best in Your Industry

2 How Effective are Your People Strategies? The largest proportion of an organization s expenditure is on its people. But how effective is that talent investment? Do you really know if you re recruiting or developing the best people? Or are your competitors beating you to the top talent? CEB s SHL Talent Analytics provides data to drive talent decisions that improve business performance. You can compare your talent, for the first time, with that of your competitors and the market. Giving you the People Intelligence you need to make the most of your people strategies and tune your organization for success. CEB Talent Analytics enables better data-driven workforce decisions. Bersin & Associates Benchmark your talent against competitors and market leaders to find out: How well you are competing for the top talent in your market If your ability to attract and retain the right talent leads the market Where you need to focus in order to make your people processes more effective If your employees have the skills and capacity to accelerate or adapt to change The strength of your leadership pipeline If your talent is aligned for business success Giving you critical insights to help you improve your organization s performance and competitive advantage What Analysts say about Talent Analytics With the additional capability to contextualize assessment data with external data through the Talent Analytics offering, CEB is looking to change the game by giving employers new avenues of insight to power decision-making. Aberdeen Group. [CEB Talent Analytics] bridges the individual use of talent assessment to the macro level, enabling organizations to make better data-driven workforce decisions. Bersin & Associates. 3

3 Discover Your Place in the Talent Landscape Benchmark your people by job role, industry, geography or business function. CEB s SHL Talent Analytics gives you deep insights into the performance and leadership potential of the people you attract and employ. So you can plan and execute talent programs more effectively and accurately measure their bottom line impact. A Unique Offering Where most benchmark providers merely help organizations compare the efficiency of their HR processes, our Talent Analytics gives you insight into the effectiveness of your talent. We can do this because we have the world s largest database of People Intelligence. For decades we ve been gathering the highest quality research and validated assessment data. With at least one CEB assessment being taken every second of every day worldwide, we hold over 80 million assessment results and that database is growing by 30 million every year. Our analysis draws on data from 30 countries, 37 industry sectors, 31 business functions and five job levels. Uniquely, our Talent Analytics helps you to understand the effectiveness of your people strategy and processes and align them more closely to your strategic goals. It means you can drive change faster and more efficiently, where you need it, with higher value outcomes. CEB Talent Analytics uses the world s largest People Intelligence database, with 80 million assessment results. 4 Talent Analytics TM

4 Compare Your People to the Competition Talent Analytics Provides: A consultancy service to help you determine and refine your critical talent management questions A choice of Talent Analytics Reports: Insight Report for Graduate Recruitment Quality of Hire Insight Report for Management/Professional Quality of Hire Insight Report for Leadership Potential Customized reports for specific talent pools and hiring/development processes The use of our self-service Talent Analytics web application, so you can continue to track your talent against our benchmarks Each report is written by one of our analysts and answers your questions about your chosen talent pool. This may be your entire organization, a specific job level, division or geography. Your data is compared to the equivalent industry pool across one or more of the following benchmarks linked to organizational success. Insight Reports for: Graduate Quality of Hire Management/ Professional Quality of Hire Leadership Potential Behavioral Risk Or customized to requirements Our Benchmarks Leadership Potential Benchmark Measures against the key competencies required of effective leaders and managers. Competency Benchmark Measures against the critical behaviors proven to drive effective performance, using CEB s SHL Universal Competency Framework (UCF). Ability Benchmark Measures against cognitive ability (verbal, numerical and/or inductive reasoning). Custom Benchmarks Benchmarking against your own competency model. 5

5 Insight into Quality of Hire Quality of Hire Insight Reports Answer questions such as: How strong is the talent you attract compared with other companies in your sector? Which recruiting source is delivering the best talent? How effective are the different stages of your talent acquisition process in selecting and securing the best talent? Which of your business functions is best, and worst, at securing top talent? Question: How does the quality of managers we hired over the past year compare with others in our sector? A large global retailer was facing rising operational costs and the challenge of a strong new competitor. The company launched a recruitment campaign for managers focused on behaviors key to customer prospecting and, for non-sales areas, driving operational efficiencies. After 12 months the retailer wanted to understand how successful it had been in selecting the best people in the market. Using our Talent Analytics the managers hired over the previous 12 months were compared to the retail sector benchmark. Retail Sector Company Market Leader Skills Gap Finance Managers IT Managers Sales Managers Marketing Managers Answer: You re a market leader in Sales recruitment and your IT people are above the sector benchmark. However, you need to look closer at your recruitment strategies for Marketing and Finance, which are lower than the benchmark. 6 Talent Analytics TM

6 Benchmark your graduate, professional or managerial hires. Question: Am I attracting higher-caliber graduates than my competitors? To ensure it had the talent it needed for future growth, a global investment bank wanted to understand if it was attracting the cream of the crop of new graduates. The company defined five critical behaviors for its graduate recruits and compared them with the global benchmark for its sector. Investment Banking Sector Company Market Leader Skills Gap Interpersonal Skills Adapting to Change Development Potential Cognitive Ability Leadership Potential Answer: You re mostly ahead of the sector, although the graduates you attract may not have the potential to be future leaders of your organization. Consider adjusting your employer branding and attraction strategies to encourage applicants who meet this core requirement. 7

7 Insight into Leadership Potential Leadership Potential Insight Reports Answer questions such as: How does my leadership team stack up to others in my sector? Are my leadership teams more, or less, equipped than those in the wider talent market to change the direction of our business? Are my key talent pipelines delivering employees with the right development potential, compared to my competitors? Where in my organization do we have the leadership potential we need for the long term? Question: In which operating countries do we have the leadership potential we need to drive change? A telecoms provider needed to re-engineer its business globally to meet the evolving needs of its customers. With the far-reaching program involving a move to online sales and a significant restructure, it needed to understand if it had the right leadership strength in each market to drive the change. The company compared the leadership talent in its operating countries against local leadership benchmarks on the key competencies required to drive change. Telecoms Sector Company Market Leader Skills Gap South Africa UK New Zealand USA Australia Answer: You have strong leadership potential internally in Australia and USA, but you may need to look at development processes and external recruitment in other markets, which fall below the industry benchmark. 8 Talent Analytics TM

8 Benchmark your management and leadership pipeline. Question: Do I have people internally who could become excellent first-line managers, or should I look outside the company? An international customer contact center wanted to appoint new first-line managers who would boost customer satisfaction and sales. It needed to know if its focus should be on internal promotion or on extending its recruitment program. The organization compared the talent in the marketplace with internal candidates across four behaviors linked to success in contact center manager roles. Contact Staff Globally Company Market Leader Skills Gap Working with people Analyzing Adapting & responding to change Leading & supervising Answer: Your internal candidates may struggle to succeed as first line managers, as they fall below the benchmark for the sector. Consider the effectiveness of your internal development approach and increasing external recruitment. 9

9 Get Ongoing Insight into your Talent Strategies CEB s SHL Talent Analytics Web Application Included with your Insight Report and consultancy service is access to our self-service Talent Analytics web application, so you can continue to track your talent against CEB s SHL benchmarks. The application gives you a talent management dashboard view of the effectiveness of your strategies, enabling you to react quickly to market changes and assess the impact of any interventions. For more information please or visit our website at CEB s SHL Talent Measurement Solutions CEB s SHL Talent Measurement Solutions is an important part of our Integrated Talent Management Services. We offer science-based assessments, benchmark data, technology and consultancy services to help organizations assess, select and develop the right people for the right roles. SHL Talent Measurement Solutions deliver the following: Verifiable business results through improved hiring and development decisions and greater alignment of people with strategy Solutions based on insights and best practices from the most successful companies and the world s largest source of data on people at work, drawn from 30 million assessment results a year Global presence, local flexibility with assessments adapted for use in every market we serve, delivered in more than 30 languages and 150 countries worldwide Over 30 years global assessment innovation and expertise The experience of working with leading organizations, including over 80% of the Financial Times Stock Exchange (FTSE), 50% of the Global Fortune 500 and over 50% of the Australian Stock Exchange For more information on how CEB s SHL Talent Measurement Solutions can help your organization, speak to your account manager or us at Please note that unless expressly agreed otherwise in a writing, all products and services are provided subject to the SHL Terms of Business, which are available at or upon request. 10 Talent Analytics TM

10 About CEB CEB is the leading member-based advisory company. By combining the best practices of thousands of member companies with our advanced research methodologies and human capital analytics, we equip senior leaders and their teams with insight and actionable solutions to transform operations. This distinctive approach, pioneered by CEB, enables executives to harness peer perspectives and tap into breakthrough innovation without costly consulting or reinvention. The CEB member network includes more than 16,000 executives and the majority of top companies globally. 555 North Point Center East, Suite 600 (6th Floor), Alpharetta, GA 30022, USA. Tel: SHL, a part of CEB. All rights reserved. SHL US Inc. Registration No: Registered office: 555 North Point Center East, Suite 600 (6th Floor), Alpharetta, GA 30022, USA. TALENT-ANALYTICS USeng-US

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