A weather technology company, medical device manufacturers, assisted living facilities, oil and gas companies, nonprofits, and an animal welfare company.
This is just a small sampling of the clients Kimberly Russell works with on a daily basis. As an Analytics and Reporting Manager at Insperity, a leading provider of human resources (HR) and business performance solutions, Kimberly knew she needed trustworthy data as diverse as the clients she serves.
“It can be difficult from a data perspective because our clients are diverse. So, when I’m looking at tools to use, I need something that’s going to be robust and not industry specific,” Kimberly said. “It can be tricky to find that one investment that can help across the board.”
Emsi’s Talent Analyst tool was the perfect fit.
‘Numbers don’t lie’
Established in 1986, Insperity supports over 100,000 businesses across the U.S. Insperity provides a full-service HR solution that includes employee benefits, payroll processing, talent management, HR-related compliance, risk management, and more, enabling clients to focus on growing their businesses. In addition, the company offers individual solutions such as recruiting services, organizational planning, retirement services, time and attendance, and insurance services to support specific business needs.
Kimberly has worked for Insperity for eight years, first in recruiting and now in analytics and reporting. She’s used Emsi in both roles. In recruiting, she focused on helping her clients understand labor availability.
“It becomes a statistic versus an opinion. Numbers don’t lie. It’s validation.”
In her current role, Kimberly looks at market demographics and expansion opportunities for her clients and Insperity itself, which already has more than 70 offices around the country. For example, if Insperity were going to open an office in Salt Lake City, she would use Emsi’s tool to look at that market and answer the following questions:
- Is there a viable talent pool?
- What geographical factors are at play?
- What other companies are advertising for the same roles Insperity would be looking for?
- How much should Insperity pay to recruit and retain top performers?
“Having Emsi data increases your confidence level,” Kimberly said. “It becomes a statistic versus an opinion. Numbers don’t lie. It’s validation. You feel confident particularly with how the data supports the story you are physically seeing, whether it’s searching for candidates, talking to candidates, or to hiring managers who are having a lot of turnover. It really drives home your point.”
Client use case
Recently, Kimberly completed a market analysis for a large client, with 120-plus locations, that struggled with turnover. She used Emsi’s Talent Analyst to look at each location’s:
- Unemployment rates
- Workforce participation rates
- Commuting patterns
- Retirement risks
- Average hourly wages
- Education completions
Kimberly said the robust data she offered the client helped them see important trends. For example, one location she looked at had compensation and unemployment rates that changed almost 200% since the company’s last review.
“That’s a significant change, and they had not looked at changing their compensation structures in over three years. Putting it all together, so they could see the same data points for all of their locations, was eye-opening to them,” Kimberly said.
Soon, the client will launch an internal compensation review based on the Emsi data Kimberly provided.
“Telling your client, ‘You’re losing people because you’re not paying them enough,’ can be hard for them to hear,” Kimberly said. “Having Emsi data makes it easier to validate what you’re saying.”
Before she used Emsi, Kimberly said she used a combination of data tools and search engines, none of which had everything she wanted in one place. And given the number and diversity of clients with whom she works, Kimberly needs to be as efficient as possible.
Emsi serves as a one-stop-shop for Kimberly and her team. She also appreciates Emsi’s continued innovation and expansion of data points in the tool—particularly the compensation analysis report. Kimberly can plug in a client’s hourly wage and see immediately how many candidates she could reach at that wage versus a different one.
“I can say, ‘There are potentially 5,000 workers out there, and at your salary level, I can only reach 25% of them.’ This data enables me to suggest making salary adjustments to be more competitive, so improvements like that really speak volumes when we’re talking to clients,” Kimberly said.
Meredith Metsker is a data journalist at Emsi. Contact her at email@example.com.