Emsi Burning Glass for Recruitment: The Fundamentals of Finding Talent
Understanding Emsi Burning Glass Data
Traditional LMI comes from over 40 official Government sources and includes 99% of the workforce. It’s the most comprehensive dataset we have.
The collection and standardization of LMI is governed by federal entities, making it defensible. For example, the Bureau of Labor Statistics (BLS) publishes publicly the Quarterly Census of Employment and Wages (QCEW), which our engineers work hard to then unsuppress and apply algorithms to in order for you to get the clean, user-friendly data you see in the Tool.
Why you should use it:
Because of its comprehensiveness and defensibility, Traditional LMI gives reliable context. Though there are only 45,000 profiles of Registered Nurses in Boston, government job counts report 65,000 working RNs in 2021. This dataset gives you a concrete foundation from which you can build out your recruiting strategies and engage hiring managers in data-backed conversations.
“Real Time” LMI: Postings & Profiles
Emsi Burning Glass’s job posting data is gathered by scraping over 100,000 websites. This includes company career sites, national and local job boards, and job posting aggregators.
Job Posting data gives insight into the demand for talent in a market by telling us what job titles companies are looking for, where they’re looking, and how much effort is being put forth. A job title is nothing without its associated skills, so through job posts, we get rich insights into which skills are emerging and in-demand.
Why you should use it:
Job postings are a measure of how employers are recruiting or marketing for open positions.
In reports featuring job postings data, recruiters can:
measure the competition of any market
Identify demand trends
Pinpoint who their top competitors are.
This gives you invaluable information to work through with hiring managers for positions that are difficult to fill.
Online Profiles & Resumes:
Emsi Burning Glass’s profile database currently contains profiles for over a hundred million distinct individuals. Each profile contains unique information such as job title, company, skills, and education.
Profiles data can provide unprecedented levels of detail for labor market analytics. While traditional LMI gives broad insights into supply, profile analytics zooms in on the backgrounds and skill-sets of the workforce.
Why you should use it:
Recruiters have the ability to bring their job descriptions and skill requirements to our Profile Analytics tool and through seeing how many profiles/resumes match their open position they have crucial insight into where this talent is and in what abundance.
Finding Supply: Government Job Counts vs. Profiles/Resumes
We understand your need to get granular with your search. Start with regions with a high supply of talent and bring them to your profiles-based report. Now use job titles and skills to find the best candidates within that market.
Here is an example of what this workflow can look like:
You are tasked with looking for a “Project Manager”
Go to Geography Explorer
Filter by job title and region
These can be regions you’re already tapped into, or you can leave it open to the entire US to identify healthy, new markets to explore further.
If searching throughout the US, reorganize MSAs to show the highest “Job Family Employment” numbers in descending order. Look at the side-by-side contrast of government job counts to profiles that match your search.
Notice median compensation and job posting’s data to rule out cities that you will not be as competitive in.
Profile Analytics: How to Cast a Wide Net
Forbes recently featured Emsi Burning Glass’s report, “The Demographic Drought.” This research highlights the record-low participation rates in the labor market that America is currently experiencing. Needless to say, recruiters need to be more strategic and creative than ever to fill positions.
Start With Skills
Skills are the language of the workforce. What do a registered nurse and an account manager have in common? Skills of communication, conflict management, problem solving, organization, and so on. When recruiting, you want to leave no stone unturned in this highly competitive economy we find ourselves in.
Furthermore, a job title means nothing without the underlying skills that give it definition. Searching by required skills allows you to capture all viable candidates and escape the restrictions of nuanced job titles
Input skills, run report, and refine.
When you input “Software Engineer” as a job title, you can explore 313K profiles. When you input “Software Engineer” as a hard skill, 1.25M profiles populate. Profiles with job titles of “.NET Software Engineers” and “Lead Software Engineers” are now at your disposal to sift through.
Use Emsi Burning Glass’s built in SOC + Skill Mapping.
Begin your search with just your job title.
Scroll down the report to locate top occupation groups your job title falls within.
Select the top or top two occupation groups and add to the filter.
Now scroll to “Top Hard Skills” to identify the “defining” hard skill(s) of your original job title. Add skill to filter.
Exclude your job title by clicking on the “X”
You should now only have your Top Occupations and Top Hard Skill as filters.
This will help narrow down a more relevant candidate pool.
To download a Field Guide for Recruiting, click here.