Why Netflix Created a New Market Intelligence Analyst Role - HROS

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CONTRIBUTORS

Erica WoolseySydney BuschHuby Saroukhanoff

WHAT IS YOUR COMPANY NAME?

Netflix

WHAT CITY IS YOUR COMPANY BASED IN?

Los Gatos & Los Angeles

WHAT COUNTRY IS YOUR COMPANY BASED IN?

USA

HOW MANY EMPLOYEES DOES YOUR COMPANY HAVE?

1,000-5,000

HOW WOULD YOU CATEGORIZE YOUR SPARK?

Recruiting - Talent Acquisition

WHAT'S THE CHALLENGE YOU HAD TO OVERCOME?

Faced with a competitive talent market and high volume demands on our recruiters, we had to come up with different solutions to move our recruiting efforts from reactive to proactive.

WHAT DID YOU DO TO SOLVE IT?

We created a new role, outside of the typical recruiter and researcher roles, within the talent acquisition function. The Market Intelligence Analyst role was introduced two years ago to enhance our current reactive form of recruiting and focus almost solely on long-term, proactive recruiting initiatives across niche talent pools (i.e. Machine Learning, Content Production, etc). This new team focused on three main areas: consolidating our existing information, further enhancing our deep research on the competitive landscape and developing targeted pipelines of critical talent. We worked in close partnership with various business teams to manage priorities and anticipate business needs.  

 A sample Market Intelligence Analyst job description

A sample Market Intelligence Analyst job description

WHAT WAS THE ROI / IMPACT OF YOUR SOLUTION?

The group has been integral in helping pipeline talent for existing roles as well as creating new connections and networks for opportunities in the future. We have also focused on providing pertinent market intelligence to both our business partners and Talent Acquisition colleagues, to better prepare them for industry shifts. Given that our recruiting teams are typically focused on immediate, tangible results, the impact of the MIA team will also be measured by a longer-term value add. After starting the initiative within one area of the business, we’ve expanded the MIA team from one to five, with plans to further grow the team to offer support internationally.

WHAT WAS YOUR BIGGEST LEARNING?

Over-communicate especially when you are trying something new. We focused more time initially on execution than educating the TA team on how to leverage the MIA, which made our efforts less effective. We quickly learned that more investment from the Talent Acquisition team and the business, led to better results quicker.

WHAT WAS YOUR BIGGEST MISTAKE? #DOH

Not finding better tools or solutions to automate some of the more manual tasks like consolidating data into our Applicant Tracking System (Lever).