2014TheCorporateExecutiveBoardCompany. AllRightsReserved.

ThisdocumenthasbeenpreparedbytheCorporateExecutiveBoardCompanyfortheexclusiveuseofDELL.Itcontainsvaluable
proprietaryinformationbelongingtotheCorporateExecutiveBoardand/orDELL.Itshouldbemadeavailableonlytothose
employeesandagentswhorequiresuchaccessinordertolearnfromthematerialprovidedherein,andwhoundertakenotto
discloseittothirdpartieswithoutauthorizationbytheCorporateExecutiveBoardand/orDELL.Intheeventthatyouareunwillingto
assumethisconfidentialityobligation,pleasereturnthisdocumentandallcopiesinyourpossessionpromptlytotheCorporate
ExecutiveBoard.
TheCorporateExecutiveBoardCompanydoesnotmakeanyrepresentationorwarrantyinconnectionwiththisreport,andhereby
disclaimsanyandallrepresentationsandwarranties,expressorimplied,includingwithoutlimitation,theimpliedwarrantiesof
merchantabilityandfitnessforaparticularpurpose,designoruse.Thisreportandtheanalysisand/orrecommendationsprovided
hereinareprovidedonanasisbasis,andthememberforwhomthisreportwaspreparedassumesallrisksastosuitability,useand
potentialerrorsarisingfromuseorimplementation.
TheCorporateExecutiveBoardisnotengagedinrenderinglegal,accountingorotherprofessionalservices.Thisreportshouldnotbe
construedasprofessionaladviceonanyparticularsetoffactsorcircumstances.Membersrequiringsuchservicesareaskedto
consultanappropriateprofessional.
U.S.GOVERNMENTLIMITED/RESTRICTEDRIGHTS.UNPUBLISHEDRIGHTSRESERVEDUNDERTHECOPYRIGHTLAWSOFTHE
UNITEDSTATES.
Use,duplicationanddisclosurebytheU.S.GovernmentsubjecttorestrictionssetforthinTheCorporateExecutiveBoard
Companyscommerciallicensetermsandtheprotectionsaffordedcommercialtechnicaldataandcomputersoftware,limitedrights
technicaldataandrestrictedrightscomputersoftwaresetforthinFAR52.227-14,-19,DFARS252.227-7013,-7004,-7015and
227.7202,asamendedfromtimetotime.
DELL
Talent Advisor Segment Analysis
2014: Q3
Company
Time Period
Benchmark
DELL
2014: Q3
Standard
Copyright 2014 The Corporate Executive Board Company. All Rights Reserved.
Segmentation Analysis
Statistically Significant: Below DELL
Statistically Significant: Above DELL
Capability
DELL
Benchmark
Strategic Advisor
75% (n=1451)
69% (n=10589)
Pipeline Manager
76% (n=1451)
66% (n=10589)
Segment Type
Location
Asia
EMEA
India
Latin America
North America
Segment
^^Requisitio...
1
83% (n=66)
65% (n=28)
68% (n=211)
69% (n=13)
38% (n=52)
Segment

82% (n=227)
75% (n=165)
71% (n=521)
83% (n=92)
79% (n=446)
Copyright 2014 The Corporate Executive Board Company. All Rights Reserved.
References
1-Segment
^^Requisition Type:Campus
Requisition Type:Campus
Copyright 2014 The Corporate Executive Board Company. All Rights Reserved.
Appendix:StrategicAdvisorSurveyQuestions
Metric
FirmSpecificBusinessAcumen
Client-SpecificBusinessAcumen
JobRequirements
TalentStrategyKnowledge
HiringManagerPersuasion
NeedsDefinition/JobIntake
StrategicImpact
Associated Question (s)
Explainedhowmypositionfitinwiththeorganizationsoverallbusinessstrategy(NH)
Explainedhowmypositionfitinwiththeorganizationsoverallbusinessstrategy(IT)
Demonstratedaclearunderstandingofmyorganizationsbusinessstrategy(HM)
CommunicatedeffectivelyinthelanguageofthefieldIworkin(NH)
CommunicatedeffectivelyinthelanguageofthefieldIworkin(IT)
Communicatedeffectivelyinthelanguageofmybusiness(HM)
Clearlycommunicatedthecorerequirementsoftheposition(NH)
ProvidedmewithclearexamplesofthetypesofworkIwouldbedoing(NH)
Clearlycommunicatedthecorerequirementsoftheposition(IT)
ProvidedmewithclearexamplesofthetypesofworkIwouldbedoing(IT)
Understoodandcouldarticulatethecorerequirementsandnatureoftheposition(HM)
Clearlyunderstoodhowworkgetsdoneinthisposition(HM)
Helpedensurethepositionrequirementsalignedwithourbroadertalentstrategy(HM)
Whereappropriate,madepersuasive,data-supportedarguments(HM)
Providedmewitharealisticpreviewofwhatthejobwouldbelike(NH)
Providedmewitharealisticpreviewofwhatthejobwouldbelike(IT)
Whereappropriate,influencedmyviewofthecorerequirementsofthisposition(HM)
Addedstrategicvaluetomybusinessthroughoutthehiringprocess(HM)
Appendix:PipelineManagerSurveyQuestions
Copyright 2014 The Corporate Executive Board Company. All Rights Reserved.
Metric
LaborMarketExpertise
StrategicSourcing
Diversity
LeadGeneration
CandidateAssessmentSelection
CandidateConversion
CandidateInteraction
Associated Question (s)
Effectivelyexplainedtheadvantagesofthispositioncomparedtoothersimilar
positionsatcompetitororganizations(NH)
Effectivelyexplainedtheadvantagesofthispositioncomparedtoothersimilar
positionsatcompetitororganizations(IT)
Demonstrateddeeplabormarketexpertiseforcandidatesinthisrole(HM)
Whereappropriate,challengedmyviewoftalentavailableinthelabormarket(HM)
Customizedthesourcingstrategytotargetthebestplacestofindthetypeofcandidate
Iwaslookingfor(HM)
Includedqualifieddiversecandidatesonthecandidateslate(HM)
Includedhigh-qualitypassivecandidates(employedcandidatestherecruiter
proactivelyfound)onthecandidateslate(HM)
Alreadyknewofindividualsthatmightbegoodformypositionatthebeginningofthe
hiringprocess(HM))
Gatheredadditional,relevantinformationfrommethatwasnotpartofmyresume/CV
(NH)
Gatheredadditional,relevantinformationfrommethatwasnotpartofmyresume/CV
(IT)
Providedhelpfulguidanceonthebestwaysformetoevaluate/assesscandidates(HM)
Clearlyexplainedthecareeranddevelopmentopportunitiesthatwouldbeavailableto
me(NH)
Clearlyexplainedthecareeranddevelopmentopportunitiesthatwouldbeavailableto
me(IT)
Helpedmeconvertmyfirstchoicecandidateintoanewhire(HM)
Gotmeexcitedabouttakingthejob(NH)
Builtarelationshipoftrustwithmethroughoutthehiringprocess(NH)
Treatedmewithrespectthroughouttheprocess(NH)
Gotmeexcitedabouttakingthejob(IT)
Builtarelationshipoftrustwithmethroughoutthehiringprocess(IT)
Treatedmewithrespectthroughouttheprocess(IT)