Gartner

TalentNeuron™
Global talent, location, and
competitive intelligence

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Gartner is the world’s leading research and
advisory company
About Gartner  Founded in 1979
 15,000+ associates in 100+ offices around the world
 31 consecutive quarters of double-digit growth
 Deep global insight into every major business function:

Human Information Innovation Legal & Marketing & Procurement

Resources Technology & Strategy Finance Compliance Sales & Service Communications & Operations Risk & Audit Supply Chain

Clients we serve  300,000+ professionals across all business functions

 12,000+ distinct organizations in more than 100 countries 73% of the
 C-suite members from small companies to global, multinational enterprises Global 500

 73% of the Global 500 rely on Gartner for insight and advice

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 Gartner TalentNeuron combines
big data and statistical insights to
provide global talent, location, and
competitive intelligence for any
industry or function.

We can help you make data-based

talent decisions that support your
organization’s mission critical
priorities.

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 “It only takes hours to do the analysis,
rather than weeks. It shifts the mindset
On-Demand Insights as well—in the past decisions on
locations were based on intuition,
hearsay in meetings, industry-specific
magazines, reports from recruitment
agencies or governmental institutions.
Now it’s much more fact-based and you
can set benchmarks.”

Head of Strategy and Engagement, Shared Services Division,

International Communications Company

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CEO, Board, and Investors Focus on Talent

Everyone is Fighting for the Same Talent is Making Headlines Digitalization Is Rapidly Strategic Workforce Planning
Talent Changing the Workforce Critical Yet Immature

49%

2017 2018
49% of all job postings in 2018 for the
S&P 100 were for just 39 roles. CEO’s Cite Talent as the Biggest Barrier Just 30% of organizations
67% of CEOs discuss talent on earnings to Digital Transformation consider themselves
calls. effective at drafting workforce
66% of companies believe they are
facing a skills shortage. plans

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Support a range of strategic initiatives
Recruit Critical Talent Capture Competitive Develop and Iterate Optimize Location
Intelligence Workforce Plans Selection
• Track supply and demand • Analyze competitor hiring • Track talent pool • Compare key talent pools
• Determine hiring difficulty initiatives projections • Estimate and optimize
• Find passive candidates • Leverage hiring history to • Forecast labor cost talent costs
poach candidates changes • Profile locations based on
• Monitor competitors’ • Identify alternative current and future
footprint and functional locations for in-demand attractiveness
design skills

Identify Future Talent Enhance University Plan to Meet Diversity Build Talent Advisors
Partnerships Metrics
• Pinpoint emerging, • Target universities by • Benchmark diversity • Produce actionable labor
disruptive, and innovative curriculum, graduates, and metrics against competitors market reports
skills diversity metrics • Understand diversity • Identify alternate sourcing
• Consider skill adjacencies to • Identify universities your makeup of talent pools by strategies
support long-term hiring competitors are targeting function and location • Understand how to reduce
plans time-to-fill

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 Self-Service Custom-Curated Reports

Online Talent Market

Custom Role Analysis Workbench
Intelligence Portal

Real-Time Labor Validated analysis of critical job Custom Project

Market Insights about Supply, postings  Support
Demand, and Cost

Custom analytics and Executive-Ready

dashboards Dashboards and
Queries supporting location Presentations
comparison, WFP, recruiting,
etc. ~5 Business days ~4-6 Weeks

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Gain the data and insights you need with
TalentNeuron™

Talent Intelligence
Gather information on key
roles by location, occupation
and skill set

Location Competitive
Intelligence Intelligence
Find and hire top talent Learn where competitors
at the right price with a are hiring and which
well rounded picture of skills or roles
target cities they are seeking

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How we do it
We gather talent supply We continuously test the We equip you with
and demand data from data for quality, and access to our subject
over 65,000 global accuracy matter experts and on-
sources, including:  Our dedicated team of 200+ Data Scientists demand data for:
and Labor Economists review and validate
 Corporate Recruiting Sites reports  4,000+ Locations in 150+ Countries
 Job Boards  300 million+ Candidate Profiles
 Appropriate changes are made in the data
 Government and Trade Publications and analysis based on their findings
 20 million+ Companies
 University Portals  TalentNeuron leverages internal and external
partnerships across the globe to cross-  13,000+ Universities
 Research Networks
validate regional
 Surveys  30,000+ Skills
data and trends
 Proprietary Database
 2.5B+ Job ads
 Federal, State, and Local Census Data
 Corporate Filings
 News Aggregation
 Government Organizations
 Gartner Insights
 Social Media Platforms

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What differentiates TalentNeuron from the rest
Gartner experience and expertise– We know how business is done because we are part of Gartner.
1 We leverage 70+ years of best practice experience, as well as having 15+ years of experience
specifically in labor market analytics

Most comprehensive labor market data in the world– We pull data from over 65,000 global sources
2
and benchmark against internal, external, and proprietary data sources

Human curation and validation of data– Our team of 200+ data scientists and labor market
3
statisticians review and validate all reported results

Executive-Ready Analytical Support– Access to on-call subject experts who can generate situation-
4
specific insights and scope custom workbench presentations based on your talent needs

5 CEO and Board presentation support– Our team is committed to ensuring that deliverables you
present to the C-Suite and Board of Directors are customized, accurate, and easily understandable

Workforce futuring and emerging talent trends– Our combination of historical models dating back to
6 2002 and Gartner’s latest research effectively forecasts future talent demand and changes brought on by
disruptors
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Recruiting leaders are facing new challenges and
priorities
Demand Is Outstripping Misplaced Talent
Time to Fill Is Increasing Workforce Plans Are Ineffective
Supply for Critical Talent Decisions Are Costly

49%
+31
days

Unfamiliar Role

49% of all job postings in 2017 for It takes an experienced recruiter A $1BB company hiring 300 people Just 30% of organizations
the S&P 100 were for just 39 roles. 66 days to fill a familiar role, and annually loses up to $14 million due to consider themselves effective
91 days for an unfamiliar one wrong location, low quality of hire, or at drafting workforce plans
lost productivity

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Business leaders are facing new challenges and
priorities
Demand Is Outstripping Diversity and Inclusion Initiatives Digitalization Is Rapidly More Strategic Workforce Futuring
Supply for Critical Talent Are Increasingly Important Changing the Workforce and Talent Planning Are Needed

17%

49% 9 50%

2016 2017
49% of all job postings in 2017 for Since 2010, the number of D&I mentions 9 out of 10 organizations are Over 50% of organizations plan
the S&P 100 were for just 39 roles. during company earnings calls has pursuing digital transformation to increase the size of their workforce
increased annually by about 17% in 2018, a similar amount compared
to the past 12 months

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Organizations lack advanced talent data and
analytics
Organizations Already Struggle to Fill Critical Roles Companies Don’t Have Access to External Labor Market Data

25%
16%

25% of critical job postings remain unfilled after 5 months Only 16% of organizations are confident that
they understand external labor market trends

Talent Data Is Not Being Used to Inform Business Decisions Talent Analytics Functions Are Taking on More Projects

65.5%

36% 32%
12% 27% 25%

Workforce Planning Attrition and Diversity and Talent Attraction/ Leadership and
Only 12% of organizations use talent data effectively to inform business decisions and Talent Retention Inclusion Acquisition Succession
Forecasting Planning

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Support a range of strategic initiatives

Plan to Meet Diversity Benchmarks

Forecast for Your Future Workforce Create Long- and Short- Term Sourcing Plans

Pinpoint Emerging Roles and Skills Talent Build Talent Advisor Capabilities
Intelligence

Understand Market Disruptors Identify Locations to Consolidate Footprint

Location
Competitive Intelligence
Intelligence
Discover New Competition for Key Talent Find Hidden Talent Pools

Analyze Competitor Hiring Trends Optimize Location Selection By Talent Cost

Improve Location Selection

For Growth and Expansion

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The power of talent, location, and competitive
intelligence

Key Benefits Key Outcomes

• Lead new initiatives such as reprioritizing hiring focus, revising
• Reduce time-to-fill by approximately 8% for strategic roles
expansion strategies, and recalibrating internal cost structures.
• Set expectations around sourcing challenges, reducing time • Make decisions with real data, not just intuition
spent on bad-fit prospects by 30%
• Become a strategic business partner.
• Improve access to critical talent, resulting in an average of
22% more hires per recruiter per year. • Develop internal talent to fill critical roles.
• Optimize talent cost, saving roughly $4,900 to $6,200 per • Save time, money, and resources for your organization .
hire.
• Accelerate geographic growth with reduced risk.
• Understand your competition.

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 Appendix

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Workforce planning

Which business outcomes does it support? Key data attributes

• Talent pool forecast for next three years

• Make workforce planning more future-focused by • Job demand
understanding three-year forecasts around talent
• Salary forecast for next three years
supply and wage inflation
• Migratory trends
• Move from head count planning to strategic workforce
planning by identifying talent trends transforming the • Role evolution
industry • Skill evolution
• Identify future skill requirements and gaps by • Industry trends
understanding how key roles and skills are evolving in
our industry

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Location optimization

Which business outcomes does it support? Key data attributes

• Talent supply
• Identify optimal locations for future investment based • Job demand
on availability of talent as well as macroeconomic
• Salary cost
factors — for example: opening a new research
center, manufacturing plant, R&D hub, etc. • Competitive landscape
• Identify locations to consolidate footprint and optimize • Cost of Living Index
costs — for example: setting up a new shared service • Macro indicators (GDP, unemployment, working
center, contact center, etc population)
• Perform comparison and ranking of your short-listed • Real estate cost
locations based on various talent, cost and • Infrastructure capability
macroeconomic criteria

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Competitor analysis

Which business outcomes does it support? Key data attributes

• Talent supply for named competitors

• Incorporate competitive intelligence in your talent and • Job demand for named competitors
business strategic planning by understanding key
• Key roles and skills being hired by competitors
competitors’ hiring trends
• Historical head count growth for competitor
• Analyze talent in-flow and out-flow between key
competitors • List of sources competitors hire from
• Identify the top roles and skills being hired by key
competitors to inform workforce planning, especially
the understanding of what our future talent needs
might be

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Diversity analysis

Which business outcomes does it support? Key data attributes

• Gender and ethnic diversity by industry and location

• Create and calibrate diversity goals by benchmarking across the U.S.
function and role diversity against the market • Gender and ethnic diversity by function/role and location
• Create a pipeline of diverse talent by identifying and across
targeting the most diverse locations, companies and the U.S.
schools • Gender diversity by function globally (primarily available
• Make the case for your diversity program by in
presenting a snapshot of diversity footprint across the developed nations)
industry • Competitor diversity
• New graduate diversity by school

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University analysis

Which business outcomes does it support? Key data attributes

• Fresh talent supply by university

• Kickstart your campus recruitment program by • Graduation numbers across majors
identifying top universities across the U.S. based on
• Top employers by university
parameters such as fresh graduate supply, gender
and ethnic diversity • Fresh talent diversity
• Refine your existing campus recruitment program by • Migration patterns of fresh talent
re-evaluating partner universities and identifying new • University ranking
universities based on evolving talent needs • Average salary of graduating class

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