Using Labour Market Intelligence to Impact

your Business

Talent Mismatch Costs Global Economy $150billionPwC 2014

Given this increase in complexity in today’s world, there is a growing demand, importance and value that we can provide in determining organisationsbuy Vs build strategy, talent strategy and location strategy with effective Talent Intelligence

Your Business is making decisions

that will effect Talent Acquisition whether you/your data and insight is

there or not.

Talent Intelligence Sources of Information

A huge variety of sources (including internal systems) dependant on the project type and scope

Market landscape examples

Hiring difficulty Future trends

Country snapshot

Labor cost Locationcomparison

Salary trends

Location assessment Skill supply

Targetcompanies

Salary benchmark

Talent Intelligence: Recruiter level

Understand Labour Market

Role Design

Souring Strategy

(Identification of HVT)

Core service offerings comprise of:

Insights for Personal Outreach

• Who the talent works for• Target company Org Design• Salary Benchmarking• Location Feasibility• Target candidate profile

• Best in Class companies• Identification of target EVP v Philips• Peer identification• Design of personal outreach• Successful outreach platforms

Within these you will have:

M&A Human

Capital Due Diligence & Company Targeting

Human Capital based

Location Strategy

Our core advisory offerings comprise of:

Custom Reports

• Location Feasibility• Sustainability Studies • Stability • Cost • Environment / Now Vs Future State• Competitor location study• Salary Benchmarking

• Peer Talent flow assessment• Macro skills movement• Risk assessment• General high level Executive Leadership

Assessment• Peer identification• SWOT Analysis

Within these you will have:

Organisation Design &

Role Mapping

Talent Intelligence: Strategic level

Facts • €1m of external research fees avoided to date through the use of

our Talent Intelligence function• Over €4Bn of Philips decisions

impacted by Talent Intelligence since forming in 2016

Who do we work with?

Risk Mitigation

Feasibility

Competitive Advantage

The Philips Research North America organization recently moved to Cambridge, MA.

They were looking to ensure that they were competitive in the market all comp and benefits, working conditions, as well

as other more fringe “perks”.

A full study was conducted looking at Cambridge and the broader Boston area. Within this we looked into

competitors, their offerings, their growth, the overall talent landscape, potential risks moving ahead, future

talent pipelines, the overall brand within the area amongst other factors.

The outcome of this was a comprehensive set of recommendations for the site leadership in how to further

enhance our offering. This was vital in Philips’ decision to relocate our Americas HO to Cambridge

“As we are focusing on innovation for health, we have

evaluated our real estate footprint and decided that,

rather than being in more quiet areas, we ought to be at the

hotspots of talent,”- Frans van HoutenCEO Royal Philips

Human Capital based

Location Strategy

“We are not yet as diverse as we want to be. This is especially true of gender diversity. Around 36% of our organization are women; with representation reducing to just below 20% at senior leadership level. We’ve made significant progress in the last five years but we are not moving nearly fast enough.”Frans van HoutenCEO Philips

“We commit to the near

term goal of 25%women in senior leadership positions by 2020 – and beyond

30% thereafter .”Frans van Houten

CEO Philips

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Group IT GroupOperatio ns

Group Finance Strategy &Innovation

HR Sales andMarketing

Group Legal Engineering Q&R R&D

China France Germany India Netherland s Singapore USA

Deep Diver into Gender to deliver actionable Talent Acquisition attraction strategies to drive diversity across the group

Used the Macro level data combined with contextual information and internal data points to build targeted battle cards for each of the given geographies. These help inform both the overall TA strategy but also are vital operationally to help guide expectations with the business around talent availability, optimal locations for positions, potential contextual issues etc.

Custom Report

Context

If you’re too close it is impossible to see the context.

“Don’t get so caught up in the process, so busy in the weeds, that you miss the big picture, miss the context…. miss the bear moonwalking through your organisation.”

Toby CulshawHead of Talent Intelligence, Philips

Thank you andany questions?