1、1Building data-driven talent personasHow to improve your approach to attracting and hiring young talent 2A new approach to data-driven talent attractionAnalyzing over 200,000 survey responses from university students around the world,Universum uncovers 5 key personas and gives talent leaders a new t

2、ool in their talent attraction toolbox3Introduction4IntroductionIn the upheaval of 2020-2021,one thing remained relatively constant:the hunt for top talent among the worlds most competitive talent brands.A ManPower study found 77-78%of mid-to-large sized companies struggle to fill critical roles ins

3、ide their organizations.1,2This global skills gap not only drives up the cost of labor,it also robs global businesses of future growth.Korn Ferrys“Future of Work”series finds that by 2030,more than 85 million jobs may go unfilled due to skills shortages:“In tech alone,the US could lose out on$162 bi

4、llion worth of revenues annually unless it finds more high-tech workers.”3 McKinsey&Company:“Mind the skills gap,”Jan.27,2021.https:/ ManPower Group:“The Talent Shortage,”Sept.14,2021.https:/ Korn Ferry“The$8.5 Trillion Talent Shortage,”2018.https:/ to large companies struggle most to fill needed ro

5、lesShare of employers that report having difficulty filling jobs2021 Talent Shortage Survey-ManpowerGroup5To contend with these serious competitive headwinds,global employer brands are in an all-out pursuit to optimize their existing talent strategies,often relying on third-party research to underst

6、and what young people look for in future employers.Unfortunately,talent leaders frequently rely on broad-brush averages,which hide important insights about the young people they are most interested in recruiting.While it may be true that just 9%of workers want to go back to full-time traditional wor