WANTED Analytics. Do you need it?

The title may be a little misleading but I have to say that WANTED Analytics could be a one stop shop tool for sourcers and recruiters looking for just about everything out there.  If you have heard of them you are probably saying; I thought they just did analytical research?

Well they do that but they do so much more! WANTED Analytics helps you design a better workforce strategy using the facts about the talent marketplace. With WANTED Analytics it is easy to use data to guide your overall workforce strategy. WANTED Analytics shows how many candidates meet your requirements allowing you to decide which tactics to use for hard to fill positions.

So let’s take a look at some of the features that I liked for recruiters:

Using the information that WANTED Analytics has gathered over the years there are some very interesting applications that recruiters and sourcers could use to explain normal managerial annoyances before they even occur.

First you can upload a resume or job description to determine a few things like, hiring scale.

A hiring scale tells you how hard the job is going to be to fill. WANTED Analytics uses an algorithm that scales how long similar jobs in the area you posted would take to fill. They base this on companies that have similar jobs open and how long they have been open in the past as well as what the candidate pool based on the Occupational Employment Survey (OES).

Would it be nice to report information like that back to a hiring manager?

[youtube url=”https://www.youtube.com/watch?v=YFybDH0uyOo” width=”500″ height=”300″]

WANTED Analytics can tell you the pool of candidates with that specific skill set in the specific area you choose.  They can show you where the most candidates would be within the country you are in.  This can possibly help you know where to hunt for that hard to find skill set.

13 Reasons why Wanted Analytics should be on your radar

1. Hiring Scale: When a job opens, the Hiring Scale tells you if it’s easy or hard to fill. Not enough candidates and too many companies hiring makes a job hard to fill.
2. Heat Map: The heat map shows hiring scale, job volume, candidates supply, market salary and posting period. Datasets can be shown by MSA or by state.
3. Global Data: Select your target international countries from more than 20 geographies.
4. Market Salary: The salary distribution gives a benchmark of the salaries that were advertised for similar jobs in the selected location
5. Historical Hiring: Historical hiring will list direct employers that have posted for jobs that meet the search criteria over the last 4 years.
6. Skills & Certifications: Skills and certifications in demand provide a real-time view of tools, technologies, and certifications currently in demand by employers.
7. Posting Period: The posting period is the average number of days similar job postings remain online. This is calculated using similar expired postings over the last 12 months.
8. Graduates Programs: Number of graduates of the selected university or college for the most important programs.
9. Search Criteria: The search criteria allows the user to refine their search using filters like locations, functions, occupations, levels of experience, skills, certifications, and more.
10. Job Listing: WANTED Analytics has the most complete set of hiring demand data, collected from more than 25,000 job boards and corporate sites.
11. Hiring Demand Dashboard: The Hiring Demand Dashboard App stores more than one billion detailed data records since 2005.
12. Candidates Supply: The candidate supply count is the total estimated employable workforce available for the job position entered based on the Occupational Employment Survey (OES).
13. Candidate Rolodex: View potential candidates on social networks and resume databanks who currently match your job requirements.

By Derrick Zeller

About the Author: Derek Zeller draws from over 18 years in the recruiting industry. The last 13 years he has been involved with federal government recruiting specializing within the cleared Intel space under OFCCP compliance. He has experience with both third party agency and in-house recruiting for multiple disciplines and technologies. Using out-of-the-box tactics and strategies to identify and engage talent, he has had significant experience in building referral and social media programs, the implementation of Applicant Tracking Systems, technology evaluation, and the development of sourcing, employment branding, military and college recruiting strategies. Currently, he is the Editorial Manager for Advanced Resource Technology, Inc. and is open to speaking engagements and consulting opportunities. You can read his thoughts on RecruitingDaily.com or Recruitingtools.com or his own site Derdiver.com. Derek currently lives in the DC area.