Strategy is the name of the game.
That was the case for Scott Haas when he served in the U.S. Marine Corps. And it’s still the case now in his role as talent acquisition manager for BGIS, a global real estate management services company.
Haas works in the facility management sector, finding engineers and technicians to maintain critical environments like data centers, which can cost about $1 million a minute if they go down. Quality talent is an absolute must.
“I feel like I’m the captain, and I have to call the shots to direct the recruiters where I want them to go,” Haas said.
Modern Talent Acquisition Requires Data
A tactical, big-picture thinker, Haas knows that the most effective and efficient way to recruit top-notch talent is to use data. In fact, he doesn’t know how talent acquisition managers can do their jobs these days without it, considering how low unemployment is.
“I saw the trend going down over the years and needed tools to help me solidify and provide that empirical evidence for our recruiting efforts,” Haas said.
That’s where Emsi’s talent analytics data comes in. Before he began using Emsi’s tools, Haas spent hours scouring job boards and poring over job postings. Now, with just a few clicks, he can get all the information he needs right away, including:
Heat maps showing where workers are willing to commute from
The available talent pool
Average salary range
What other companies are competing for the same talent
Local community colleges with related programs
“HR went from sitting at the little kids table to having a seat at the adults table. We are sitting with operations and business development and executive teams, running point on providing analytics and data,” Haas said.
Figure 1. Commuting Patterns of Facilities Managers in New York Metro
Winning RFP’s With Data-Driven Strategy
Haas and his team most frequently use the data for RFP’s. They’re asked about the availability of maintenance technicians, facility managers, print room workers, etc. in places like New York, Detroit, Chicago, Des Moines, and more. Now that they have a massive amount of labor market data at their disposal, BGIS is even more competitive.
For example, earlier this year, Haas’s team ran data for a large oil and gas organization to evaluate the available talent pools in West Virginia and Pennsylvania. They were able to see what other companies were recruiting in the area and what particular roles they were targeting.
“Having this kind of information has been a real success for us. I get excited about being more strategic versus reactive.”
“We could strategize on how to out-flank the competition and maneuver them in our abilities. It’s just a culmination of things for us,” Haas said.
Since subscribing to Emsi’s talent analytics data in February, Haas’s team has won four RFP’s (totaling 100 new roles) and has another three pending (totaling 150-200 roles). And he doesn’t anticipate that slowing down anytime soon.
“Having this kind of information has been a real success for us. I get excited about being more strategic versus reactive,” Haas said. “If we’re tactical in our application towards finding candidates and working with resources, we’re in turn going to get good quality and return higher productivity in the workforce.”
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