Optional Session Talent Data Exchange

Transcription

1 WEDNESDAY 08:15 08:45 GRAND BALLROOM IV Optional Session Talent Data Exchange Speakers: Bryan Peña, VP, Contingent Workforce Strategies & Research, CCWP, Staffing Industry Analysts Jason Ezratty, President, Brightfield Strategies 2015 Crain Communications Inc. All rights reserved April 2015 Hotel Okura, Amsterdam

2 DIGITAL SURVEYS Don t forget to provide feedback Talent Data Exchange Rate this session by accessing the evaluation from your Conference Mobile Community OR tap the ipad screen as you exit Crain Communications Inc. All rights reserved April 2015 Hotel Okura, Amsterdam

3 Topics Who is SIA/Brightfield Purpose The Problem/History Talent Data Exchange 3

4 On the phone Staffing Industry Analysts Bryan Peña VP, Contingent Workforce Strategies & Research, CCWP Brightfield Jason Ezratty President 4

5 Who We Are: SIA Over 700 client organizations benefit from our international research services 80% of the largest 50 U.S. staffing firms and 60% of the world s 25 largest staffing firms are corporate members Over 70 buyers of contingent labor are members of our CWS Council, representing over $100 billion in annual contingent workforce spend Customers in more than 80 countries Founded in 1989 Acquired by Crain Communications ($200M media conglomerate) in 2008 Headquartered in Mountain View, California and London, England 80+ years of industry and advisory service experience among executive team 5

6 Research 6

7 SIA Ecosystem and Clients 7

8 2015 by Crain Communications Inc. All rights reserved. 8

9 Introduction to Brightfield Strategies Management consultancy and data services provider specializing in global workforce strategies & analytics Owners & stewards of the Talent Data Exchange, an aggregation of transactional services & employment data Assist Fortune 10 Global 2000 companies to optimize their contingent workforce program identify cost savings, efficiencies and risk mitigation opportunities contingent workforce program design & implementation strategic maturity in using talent as a competitive differentiator Strategic alliances broadens reach & influence Staffing Industry Analysts: Top rated staffing industry analysis, publication, and global events Corporate United: Horizontally focused Group Purchasing Organization 9

10 Consulting Practice Areas 1. Modeling & Analytics Rate modeling Workforce mix modeling 2. Contingent Workforce Management Consulting Formal assessments: performance, maturity, readiness Strategic sourcing & contract negotiation Implementation services Strategic workforce planning 3. Governance, Risk & Compliance Legal, regulatory and contract analysis Policy review & development Training & education programs Supplier audits, billing Audits 10

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12 1 12

13 PURPOSE 13

14 BP1 Questions: What's a good time to fill number? What is the market rate for X How many suppliers should I have in my program? Is it better to source resource myself or through an agency? Am I paying to much or too little.? 14

15 Slide 14 BP1 Jason to add/edit Bryan Peňa, 2/13/2015

16 Comparisons to Current Benchmarks are Difficult.. Technology VMS /no VMS Provider mix Program governance model Type of talent Hiring requirements Background check Job descriptions Commercial terms Location Special skill types Approval process Onboarding requirements Hiring manager behavior Tenure of role Competitors in the region Local employment prospects Data Timing if not impossible 15

17 Big Data + Industry-wide Collaboration = The Talent Data Exchange Membership based data aggregation & analytics service Enables companies to: - anonymously and precisely compute the cost of nonemployee labor - test the validity of blended, global workforce strategies Conformity of data associated with job titles produces reliable benchmarks beyond just rates including supply/demand Aggregating as much of the $125 billion in contingent workforce spend known to be in VMS technologies and then beyond to ATS & HRIS to include employee data 16

18 Job Titles are Species of Distinct Genetic Make-up New job titles emerge as new technologies and ways of working are implemented Stale job titles fade away as functions/skills are outmoded As job titles differentiate in application, members within a job title take on a diversity of forms, each with corresponding availability and cost 17

19 Dots Alone Don t Tell the Story Dots Have Wings. Contingent Workforce rate data is very scattered business consultant Brightfield sleuths for possible causes of rate variance: - Location - Duration - Sourcing channel - Individual suppliers - Partial articulation of need via vague job title senior developer project manager scientist Understand rate scatter within job title variants to be in the right conversation with the right people 18

20 Species Generate Breeds as they Mutate, So Do Job Titles Species: Software Developer 19

21 Work Attributes Comprise the DNA of Job Titles 20

22 The Initial Toolset Variant Explorer: Identify and Save clusters within a job title as Variants Tru Market Valuator: Select/Refine Variant to see rate intelligence Labor Basket Analyzer: See all job titles and Variants rate vs aggregate market view in single view, with ability to explore what if scenarios by changing Source Type and/or Contract Type 21

23 TDX Homepage 22

24 Talent Data Exchange Tool Set: Tru Market Valuator First tool of many coming from Talent Data Exchange Achieves conformity through big data techniques that find patterns between structured data (e.g. location, duration, source type) and unstructured data (e.g. job description) Underlying assignment details and corresponding rate data only coming from true transactions Data comes from corporations using a diverse crosssection of VMSs & MSPs Transparency of data volume and calculation methods as guiding principle Accepts data for assignments in any country with any currency 23

25 Next Job Family Gen Job Titles: Dynamic Job Variant Taxonomies Job Attributes Clerical/Admin Engineering IT Java C# C++ Oracle SQL Server HANA SAP Systems Analyst QA Manager Lawson Rational Ariba Empirix Software Developer London Java/Oracle SAP ABAP Quick Fix ASP App Maintenance 3 month 12 month Agile SDLC Leader 3+ years 5+ years 1-3 years London Munich Houston 24

26 Questions?

27 DIGITAL SURVEYS Don t forget to provide feedback Talent Data Exchange Rate this session by accessing the evaluation from your Conference Mobile Community OR tap the ipad screen as you exit Crain Communications Inc. All rights reserved April 2015 Hotel Okura, Amsterdam