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© 2011 Burning Glass International Inc. – Proprietary and Confidential Matching People & Jobs Reemployment & Education Pathways Resume Parsing & Management.

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Presentation on theme: "© 2011 Burning Glass International Inc. – Proprietary and Confidential Matching People & Jobs Reemployment & Education Pathways Resume Parsing & Management."— Presentation transcript:

1 © 2011 Burning Glass International Inc. – Proprietary and Confidential Matching People & Jobs Reemployment & Education Pathways Resume Parsing & Management Real-Time Jobs Intelligence Matching People & Jobs Reemployment & Education Pathways Resume Parsing & Management Real-Time Jobs Intelligence Labor/Insight™ – Leveraging Real-Time Labor Market Data to Support a Wide Range of User Communities

2 2 © 2011 Burning Glass International Inc. – Proprietary and Confidential About Burning Glass >Since 1999, leading developer of intelligent job market technologies, including data parsing, coding, and analysis for supply and demand data as well as pattern-based matching applications and work search support >Holder of multiple patents in human capital analytics and predictive matching >Clients include: Public Sect or: Statewide deployments in the workforce systems of 11 US States and two national labor ministries as well as for numerous workforce investment boards Workforce & Education Partnerships: Jobs for the Future, NCHEMS, C2ER. For Profits (e.g. CEC, Deltak/Rasmussen, ECA); Public systems (e.g. Kentucky Community & Tech. College System, Kansas Board of Regents, U. Mass); Private universities (e.g. Northeastern, Rice. Staffing Companies & Job Boards: Adecco, Kelly Services, Michael Page, Manpower, Randstad, Volt, etc.; LinkedIn, Dice, Trinity Mirror, etc. Employers: Google, Accenture, Bloomberg, General Electric, etc.

3 3 Supply: Real-Time Job Seeker Resumes Statewide job match programs, job banks Usually free text, can be structured Job seekers are matched with jobs based on individual skills and other qualifications Those are the jobs they’ll most likely be hired for and succeed at BURNING GLASS Parsing, Extraction, Matching & Analytics Burning Glass: Converting Demand & Supply Into Actionable Data Real-Time Demand: Job Postings Focus/Career™: “OK Job Match” Statewide job match programs, job banks Usually free text, can be structured Labor/Insight™: Actionable Real-Time LMI Where to invest your training dollars Hot new industries in your state Where are the skill gaps? What certifications are in demand? © 2011 Burning Glass International Inc. – Proprietary and Confidential More than 5 million postings updated daily From 21,000+ job banks, job boards, employer, & newspapers sites.

4 4 Questions Labor Insight Data Can Answer Real-time labor market data has the potential to answer these questions and many others: >Which jobs are in greatest demand in my state or county? >What are the specific education, skill, certification and experience requirements of those jobs? >What new skill and certification requirements are emerging? >Which employers are hiring now and what skill sets are they hiring for? >How aligned are my workforce and education programs to current and emerging skill requirements? © 2011 Burning Glass International Inc. – Proprietary and Confidential

5 5 What is the Source of Burning Glass’s Labor Market Data? © 2011 Burning Glass International Inc. – Proprietary and Confidential

6 6 Company Profile Clark Research International (CRI) offers clients a breadth of multidisciplinary skills including research science, policy analysis, economic analysis, and data collection and analysis. Job Description CRI seeks a full-time IT project manager for our Boston office. He/she must be able to build strategic partnerships; communicate project value to business managers; and be able to create and recycle operational and technical solutions. Should have strong background with software development, preferably in C++, with experience in implementing Sybase. Responsibilities include environmental assessment, documentation, process improvement, systems testing, and training. Compensation & Benefits Salary: $70,000 per year. Benefits: Medical, dental, and child care available. Requirements: BA/BS with years of experience or the equivalent combination of education and experience; PMP Certification required. Reading Job Postings – Conventional Technology Traditional Extracts: Job title: IT Project Manager O*NET: (Information Technology Project Managers ) NAICS (Other Scientific and Technical Consulting Services ) Location: Boston © 2011 Burning Glass International Inc. – Proprietary and Confidential

7 7 Company Profile Clark Research International (CRI) offers clients a breadth of multidisciplinary skills including research science, policy analysis, economic analysis, and data collection and analysis. Job Description CRI seeks a full-time IT project manager for our Boston office. He/she must be able to build strategic partnerships; communicate project value to business managers; and be able to create and recycle operational and technical solutions. Should have strong background with software development, preferably in C++, with experience in implementing Sybase. Responsibilities include environmental assessment, documentation, process improvement, systems testing, and training. Compensation & Benefits Salary: $70,000 per year. Benefits: Medical, dental, and child care available. Requirements: BA/BS with years of experience or the equivalent combination of education and experience; PMP Certification required. Burning Glass Added Extracts: Full location: MSA (14460); LMA (MT257165); Geocode: , Min experience: 2-4 years, Level=2 Education Attainment: Bachelor’s Major: Computer Science, Salary: $70,000 base salary Benefits: Medical, Dental, Wellness, Childcare Type of Job: Full-time General Skills: Collaboration; Communications Specific Skills: IT Design; Process Improvement; Testing; C++, Sybase Certificates/Certifications: PMP Number of Positions: Single Reading Job Postings – The Burning Glass Difference Traditional Extracts: Job title: IT Project Manager O*NET: (Information Technology Project Managers ) NAICS (Other Scientific and Technical Consulting Services ) Location: Boston © 2011 Burning Glass International Inc. – Proprietary and Confidential

8 8 The Burning Glass Difference: Skills-Based Data Extraction Skills Dictionary Cross-Cutting Analytical Skills Communication & Coordination Skills Strategic Partnership Building Communications Project and Process Flow Process Improvement Project Management Specialized: IT Skills Programming, Development, & Engineering C++ Database & Date Warehousing Sybase Software Testing & QA Systems Testing Recycling Environment Assessment Company Profile Clark Research International (CRI) offers clients a breadth of multidisciplinary skills including research science, policy analysis, economic analysis, and data collection and analysis. Job Description CRI seeks a full-time IT project manager for our Boston office. He/she must be able to build strategic partnerships; communicate project value to business managers; and be able to create and recycle operational and technical solutions. Should have strong background with software development, preferably in C++, with experience in implementing Sybase. Responsibilities include environmental assessment, documentation, process improvement, systems testing, and training. Compensation & Benefits Salary: $70,000 per year. Benefits: Medical, dental, and child care available. Requirements: BA/BS with years of experience or the equivalent combination of education and experience; PMP Certification required. © 2011 Burning Glass International Inc. – Proprietary and Confidential

9 9 A Database of Seven Million Jobs, Updated Daily >Burning Glass applies its patented technology step-by-step to: > Pull (“spider”) online job postings from over 21,000 sources, including employers, public agencies, job boards, newspapers, etc. > Read and analyze each and every job posting to extract a comprehensive array of information. Coding more than 70 distinct data elements from each job posting. > “Scout” spiders that continually monitor websites to identify any that include employment opportunities © 2011 Burning Glass International Inc. – Proprietary and Confidential

10 10 Labor insight- the tool itself © 2011 Burning Glass International Inc. – Proprietary and Confidential

11 11 Labor/Insight: Dashboard © 2011 Burning Glass International Inc. – Proprietary and Confidential

12 12 Select a Zone © 2011 Burning Glass International Inc. – Proprietary and Confidential Labor/Insight is organized around the primary ways of exploring the labor market: >Occupations >Industries >Skills & Credentials >Employers

13 13 Select a Location © 2011 Burning Glass International Inc. – Proprietary and Confidential >Select from the map on the dashboard or enter it in the filter menu >You can specify a state, county, MSA or LMA or >Create your own area (e.g. a multi-county WIB) by selecting multiple states, counties, MSAs or LMAs

14 14 Apply Your Filters © 2011 Burning Glass International Inc. – Proprietary and Confidential

15 15 Select a Report © 2011 Burning Glass International Inc. – Proprietary and Confidential Within each "zone", there are overview reports and detailed reports >Overview reports give you a summary of what's going on within one area of the labor market >Detailed reports allow you to explore demand for specific occupations, skills, etc.

16 16 Sample Report © 2011 Burning Glass International Inc. – Proprietary and Confidential Healthcare Practitioner Occupations: State of Oklahoma, Last 365 Days

17 17

18 18 In Labor Insight you can: © 2011 Burning Glass International Inc. – Proprietary and Confidential  Track new occupations not yet covered by BLS  For example, BLS does not track Web Developers or IT Project Managers – instead, they are bundled into other occupations  Research job titles within an occupation to identify new/emerging occupations  You can find “Android Developer” and “iPhone Developer” within the Web Developer occupation  Identify skills and credentials is high demand to better align education and training to employer needs and build new career advancement ladders  You can identify the skill gaps that traditional graphic designers need to fill to qualify for web design jobs.

19 19 Track Demand For Occupations … Both Old & New ) Burning Glass data covers all O*NET defined occupations, even those that were defined too recently to be covered by BLS © 2011 Burning Glass International Inc. – Proprietary and Confidential

20 20 Track Changing Skill Requirements: Top Specialized Skills Advertised For Web Developers (Source: Burning Glass Analytics & Real-Time Jobs Data) © 2011 Burning Glass International Inc. – Proprietary and Confidential

21 21 Identify Certifications In Demand (cont) (Source: Burning Glass Analytics & Real-Time Jobs Data) © 2011 Burning Glass International Inc. – Proprietary and Confidential Top Certifications Advertised in Computer Job Listings

22 22 Track Top Job Titles within O*NET Occupations to Identify Emerging Job Needs © 2011 Burning Glass International Inc. – Proprietary and Confidential For example, examining the top job titles for Web Developer shows jobs like Web Designer (not yet recognized by O*NET) and Android and iPhone Developers as occupations

23 23 Helping Colleges align curricula

24 24 Android and IPhone: job titles 6,000 postings: “Developer” positions in top demand. Other jobs include “app developers” and “engineers” *( Don’t get too granular) 6,000 postings: “Developer” positions in top demand. Other jobs include “app developers” and “engineers” *( Don’t get too granular)

25 25 Top locations for IPhone and Android Developer Postings Areas to explore for expanding program offerings Helps with marketing online programs Areas to explore for expanding program offerings Helps with marketing online programs

26 26 Caveats* Not all ads list employers Employers change quickly and can exist in more than one location Caveats* Not all ads list employers Employers change quickly and can exist in more than one location Employers to contact

27 27 View postings to find new skills and gut check the data.

28 28 Can this college place their IT students in jobs? Internships Experience

29 29 New opportunities:

30 30 sector-health-informatics/1432

31 31 Identify Growing Sectors of the Economy: © 2011 Burning Glass International Inc. – Proprietary and Confidential Growth in Health Informatics Job Listings 2007 to 2011 Real-time Demand HIPAA Privacy ACT Hi-Tech Act 2009 Affordable Healthcare Act

32 32 BLS Occupational Data: Missing jobs supervisor, manager, auditor and compliance jobs BLS occupational data lists Low-skilled decreasing demand jobs

33 33 BLS Occupational data (continued) With higher- skilled increasing demand jobs

34 34 Job Titles: Identify Fastest Growing Jobs © 2011 Burning Glass International Inc. – Proprietary and Confidential The “up-skilling” of Health Informatics Jobs

35 35

36 36 Identify New Career Advancement Pathways © 2011 Burning Glass International Inc. – Proprietary and Confidential

37 37 Identify Certifications Needed for Advancement: © 2011 Burning Glass International Inc. – Proprietary and Confidential 61% of medical coding jobs advertised nationally in the last 90 days required a formal certification. Top Certifications In Medical Coding Job Listings

38 38 Retaining Employers

39 39 Oklahoma examples: Aerospace economic development: engineer demand (IT), and recruiting from other states to OK. Oil & gas in-depth exploration: current job types in demand, engineers “drilling engineers” City based reports- Enid: Food Manufacturing. Green (skills): to find green jobs and green employers

40 40

41 41

42 42 Serve as Leading Indicator of Employer Demand: Job Postings Data vs BLS Employment Data © 2011 Burning Glass International Inc. – Proprietary and Confidential

43 43

44 44 “One of our problems, not just in Oklahoma but nationwide, is having enough skilled employees to fill all of the jobs that we have,”Prucha said, pointing to the need for advanced skills in computer technology and CNC machinery. “We need a concentrated effort to have a program that would improve those skills and entice more people to the manufacturing sector."

45 45 Labor Market Information

46 46 Missouri

47 47 Missouri

48 48 It’s a Complement, Not a Substitute © 2011 Burning Glass International Inc. – Proprietary and Confidential >Because Burning Glass updates Labor/Insight’s database every day, it cannot apply the same rigor to data cleansing that BLS does >Because Burning Glass is constantly adding to its sources and because the percentage of jobs posted online is growing all the time, Labor/Insight data is not appropriate for trend analysis of overall job counts >Labor/Insight’s data set only includes those jobs advertised online, and does not incorporate offline sampling techniques used by BLS, et al. >Labor/Insight focuses only on what's going on right now (or in the past) and does not provide projections of future demand

49 49 Limitations of Real-time Demand: >Not every job is online: >Union hiring hall jobs >Certain occupations (e.g. construction workers, farmers) >Rural areas with limited broadband >Small, local employers >Jobs posted on sites with specific technical restrictions © 2011 Burning Glass International Inc. – Proprietary and Confidential

50 50 So How Accurate Is It? © 2011 Burning Glass International Inc. – Proprietary and Confidential >In a recent state agency evaluation of Burning Glass’s labor market data, the average accuracy rate for all fields studied was more than 86%, with half of those fields achieving an average accuracy rate of 90% or higher >Burning Glass is continually working to improve parsing accuracy, with enhanced versions of its analytic engine released several times per year >Users are encouraged to point out parsing errors – user feedback is critical to accuracy improvement >Unlike other LMI tools, Labor/Insight enables users to see the underlying job postings – which means that you can investigate the data shown in any report by going straight to the source

51 51 How to Use Job Counts © 2011 Burning Glass International Inc. – Proprietary and Confidential >Overall, the counts you see in Labor/Insight are accurate and validated >However, there may be some duplicates and these can sometimes be concentrated in particular employers based on specifics of their posting behavior >Don't get too fixated on specific numbers: Whether an employer indeed has 60 or 52, they still have a lot of jobs! >Remember, you can always click through to view the underlying job listings and check for yourself

52 52 Deduplication: It’s More an Art than a Science >Removing duplicate jobs from the database is the only way to realize accurate job counts – but it’s not easy >Burning Glass has an extensive methodology using key variables to identify duplicates. >Burning Glass removes more than 75% of the jobs it collects – but some duplicates still get through >You have a Spam filter in your box but you still get Spam ! © 2011 Burning Glass International Inc. – Proprietary and Confidential

53 53 A Note on Historical Trends © 2011 Burning Glass International Inc. – Proprietary and Confidential >Labor/Insight is designed to help you find out what's going on in the labor market right now >It also gives you access to an expanding set of historical data >Historical data give you excellent insight into what's going on within specific occupations, industries, employers, or regions: >How have the skills required of educational administrators changed over time? >What kinds of jobs is Yum Brands hiring for today vs. last year? >Is the industry mix in a certain part of the state changing? >But trending of overall job counts is not recommended >Because Burning Glass is constantly adding new sources and improving its spidering of existing sources, changes in overall job counts may reflect those improvements rather than fundamental market shifts

54 54 Deciding on the Best Scope of Analysis © 2011 Burning Glass International Inc. – Proprietary and Confidential >Labor/Insight gives you the ability to reach down to an unprecedented level of specificity by selecting: >Geography >Time span >And dozens of other filters for education, skills, experience, occupations, etc. >But slicing the data too narrowly may limit what it tells you and what you can generalize from it >And being too specific may also reduce the reliability of your analysis (e.g. What are the top skills in demand for green jobs requiring graduate degrees in Tulsa County?) >When you see numbers getting too low, consider dialing back some of your active filter selections

55 55 …But No One Said It Would Be Easy © 2011 Burning Glass International Inc. – Proprietary and Confidential  Postings can be ambiguous as far as how they express or present information  “CCM” can mean “Certified Case Manager” or “Certified Construction Manager”  They can also exclude important information (such as employer name, industry or job location)  The same words are used in a variety of contexts  “Public” is used in many different ways, e.g. “public relations”, “public health”, “public safety”, “public school”, etc.  Identical job titles do not necessarily mean identical jobs  “Customer Service Representative” may describe someone at a call center – but it also may refer to a retail sales position

56 56 What Labor/Insight Can Do for You: Examples © 2011 Burning Glass International Inc. – Proprietary and Confidential

57 57 The World Beyond Your Backyard © 2011 Burning Glass International Inc. – Proprietary and Confidential >Labor/Insight includes nationwide data, not just data on jobs in Oklahoma >That's great. But how can job postings in California help us here in Oklahoma? >Learn about the needs of a targeted industry by looking at postings from other states where that industry is more developed >Identify employers to bring to Oklahoma >Analyze the needs of targeted out-of-state employers >Track what kinds of jobs Oklahoma employers are filling out-of- state

58 58 Economic Developers  Which training programs do we need in my region in order to (i) retain employers by upskilling workers to meet demand (ii) to attract industries or employers from other regions?  Which industries or employers from other regions could we attract based on the skills they need and the talent we have in supply?  Which employers are at risk to leave my region based on (i) their inability to find the skills they need or (ii) their hiring activity in other regions?  For the industries we would like build, what can we learn from other regions where those industries already exist? What are the occupations and skills required by those industries? © 2011 Burning Glass International Inc. – Proprietary and Confidential

59 59 Workforce Developers  Which occupations are most in demand in my region and which skills, certifications, and educational credentials do they require?  Which industries are growing or emerging and what occupations and skills do they require?  Which employers are hiring and for what jobs and skills? Who is a potential outreach target?  Which skill gaps do we need to remediate in our workforce so that it is equipped with the skills demanded by current and future employers? © 2011 Burning Glass International Inc. – Proprietary and Confidential

60 60 Educators  How aligned are our existing programs and curricula with the skills sought by local employers?  What local employers should we partner with in order to cultivate internships and placements, based on the skills we teach in our program?  What skills and technologies are emerging and how do we train students for them?  Which certifications are most in demand and what are the associated skills? © 2011 Burning Glass International Inc. – Proprietary and Confidential

61 61 Employers (Competitive Intelligence)  What jobs are my competitors hiring for and what does that say about their growth plans?  What skills do we need to train our workers for in order for our company to stay competitive?  How do we optimize infrastructure investments based upon likely availability of talent? © 2011 Burning Glass International Inc. – Proprietary and Confidential

62 62 For more information, contact: © 2011 Burning Glass International Inc. – Proprietary and Confidential Erica Dickinson Product Specialist

63 63

64 64 Updating workforce

65 65 Wind Turbine Technicians

66 66 Skills for wind technicians: oscilloscopes SwitchgearWind Turbines

67 67 Employers seeking wind skills


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