By Kevin Wheeler October 2009 A presentation for CLOOKS Trends in Recruiting and Talent Management

What’s Happening CHANGE IS RAPID, UNCARING, STRESSFUL Key Change Areas: Economic sea changes. Generational Differences. Changing ways of communicating/working through technology. Realization that sustainability and growth can co-exist.

CHANGE IS RAPID, UNCARING, STRESSFUL

Key Change Areas:

Economic sea changes.

Generational Differences.

Changing ways of communicating/working through technology.

Realization that sustainability and growth can co-exist.

Five BIG Trends Economic Shifts change what we do and how we do it Virtual will increasingly replace face-to-face Workers are changing rapidly Sustainability will be the focus. Gen Y values will be mainstream values.

Economic Shifts change what we do and how we do it

Virtual will increasingly replace face-to-face

Workers are changing rapidly

Sustainability will be the focus.

Gen Y values will be mainstream values.

Economic Shifts Beginning of the decline of the U.S. and Europe as the center of economic and cultural life. Rise of China, India and Asia. Movement away from economies centered on THINGS to those centered on SERVICE/CREATIVITY

Beginning of the decline of the U.S. and Europe as the center of economic and cultural life.

Rise of China, India and Asia.

Movement away from economies centered on THINGS to those centered on SERVICE/CREATIVITY

GEN Y VALUES WILL BE MAINSTREAM VALUES Optimistic Empowered Ambitious Confident Passionate Ethical Loyal Communicators Resourceful

Gen Y – The NEW Values Transparency in everything Authenticity is expected Teams define themselves Tasks are chosen, not assigned Contributions count for more than credentials Desire results-oriented cultures Rewards are intrinsic as well as tangible

Transparency in everything

Authenticity is expected

Teams define themselves

Tasks are chosen, not assigned

Contributions count for more than credentials

Desire results-oriented cultures

Rewards are intrinsic as well as tangible

VIRTUAL RECRUITING

The Changing World 1999 Candidate Read about company in paper/brochure Ask friend/neighbor/colleague Mail resume Recruiter Call candidate Phone screen Set up face-to-face interview Call candidate to update status/discuss Sit with candidate to make offer Mail formal offer 2009 Candidate See job posting/read career website VM/IM/Talk to recruiter/other employee Submit video resume Search for “corporate reviews” Recruiter Email/IM candidate Online/phone screen Video interview Online screening/assessment Email candidate status/updates Email offer to candidate

1999

Candidate

Read about company in paper/brochure

Ask friend/neighbor/colleague

Mail resume

Recruiter

Call candidate

Phone screen

Set up face-to-face interview

Call candidate to update status/discuss

Sit with candidate to make offer

Mail formal offer

2009

Candidate

See job posting/read career website

VM/IM/Talk to recruiter/other employee

Submit video resume

Search for “corporate reviews”

Recruiter

Email/IM candidate

Online/phone screen

Video interview

Online screening/assessment

Email candidate status/updates

Email offer to candidate

Here We Are c. 2009 Social media is now core Web 2.0/SEO Facebook 5 years old w/ 200+ million users Twitter soars (Founded 2006) Estimated daily users – 14 million+ Search has begun the path to automation. Entice Labs Video is becoming core to Resume Interview Marketing Communicating

Social media is now core

Web 2.0/SEO

Facebook 5 years old w/ 200+ million users

Twitter soars (Founded 2006)

Estimated daily users – 14 million+

Search has begun the path to automation.

Entice Labs

Video is becoming core to

Resume

Interview

Marketing

Communicating

Virtual is Just Beginning! Cindy H. White, a communications associate professor at the University of Colorado in Boulder says: physical connection is being replaced by cognitive and knowledge-based relationships. Instead of sharing space together, people share thoughts, ideas and feelings.

Cindy H. White, a communications associate professor at the University of Colorado in Boulder says:

physical connection is being replaced by cognitive and knowledge-based relationships.

Instead of sharing space together, people share thoughts, ideas and feelings.

Keep Connected

Social Networking Sites

Source: Quantcast; April 2009

Read and contributed to by 12 million kids 6-14. Kids have avatars. Contribute content. Band together to help the penguins and create community.

Read and contributed to by 12 million kids 6-14.

Kids have avatars.

Contribute content.

Band together to help the penguins and create community.

CHANGING WORKERS

New Work Styles

Changing Workers Types WORKER TYPE TODAY WITHIN 3 YEARS Regular 85% <50% Part-time/Flextime 5% 10-20% Sometime 0% 5% Contractor 5-10% 15-20% Consultant 5% 10% Other Types Insourced 5% >20%

“ The Slash” Worker People with two or more careers increasing rapidly. Minister/lawyer, Doctor/photographer, Accountant/carpenter “ . . .between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”

People with two or more careers increasing rapidly.

Minister/lawyer, Doctor/photographer, Accountant/carpenter

“ . . .between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”

An Example of a Gen Y’s Work Style Age 27 I work as an internet researcher for a recruiting company based in Cleveland. I have an online retail business that I pursue on my own time as well. I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show. I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques. I also have a blog, www.amybethhale.com. Check it out!

RISING CULTURE OF SUSTAINABILITY

Watchwords Simple is good Just enough is enough Reuse/Recycle/Retain/Refresh

Simple is good

Just enough is enough

Reuse/Recycle/Retain/Refresh

Watchwords for People

Sustainability and People Hire and retain for broad-based competence. Retrain and develop through cross-functional and rotational experience and through informal networks. Redeploy and retrain constantly. Remove barriers to movement.

Hire and retain for broad-based competence.

Retrain and develop through cross-functional and rotational experience and through informal networks.

Redeploy and retrain constantly.

Remove barriers to movement.

A Return to Older Values During 20th Century, Transactions, efficiency, bureaucracy replaced. . . Relationships, personalization, authenticity = 21 st Century.

During 20th Century, Transactions, efficiency, bureaucracy replaced. . .

Relationships, personalization, authenticity = 21 st Century.

PART II Building Capability

You will experience first-hand people saying. . . I don’t want a job – I want work on something interesting/challenging. I want to be my own boss. I don’t want to go to school/class – I want interesting, guided learning experiences.

I don’t want a job – I want work on something interesting/challenging.

I want to be my own boss.

I don’t want to go to school/class – I want interesting, guided learning experiences.

Embracing Gen Y Values Build in CHOICE as much as you can. Focus on OPPORTUNITY not CAREERS. DEVELOP, DEVELOP, DEVELOP Allow easy rotation to new roles.

Build in CHOICE as much as you can.

Focus on OPPORTUNITY not CAREERS.

DEVELOP, DEVELOP, DEVELOP

Allow easy rotation to new roles.

Attract, find and Recruit without any Physical Contact with Candidate Build interactive career sites Use social networks to find and screen Provide information through video/audio/text Leverage video resume and interviewing tools. Use online screening/assessment. Communicate via social networks/CRM

Build interactive career sites

Use social networks to find and screen

Provide information through video/audio/text

Leverage video resume and interviewing tools.

Use online screening/assessment.

Communicate via social networks/CRM

Emerging Recruiting Apps

Engages people to send targeted job invitations to contacts in their social networks.

Building Sustainability Identify core workforce. Keep organizations as small as possible. Leverage technology widely. Disperse the workers using technology and eliminate offices/buildings.

Identify core workforce.

Keep organizations as small as possible.

Leverage technology widely.

Disperse the workers using technology and eliminate offices/buildings.

ID Roles are Core/Critical What roles are critical to generating revenue or to building/maintaining customer relations? What roles make our strategic advantage difficult for to duplicate? Which roles are essential to deliver quality to our customers? Are these role’s skills specific to us? Which do not transfer to other organizations?

What roles are critical to generating revenue or to building/maintaining customer relations?

What roles make our strategic advantage difficult for to duplicate?

Which roles are essential to deliver quality to our customers?

Are these role’s skills specific to us? Which do not transfer to other organizations?

Redefining and Rethinking Who should be a “regular” employee? Are there classes of employees? Regular Contract, etc. How many should be part-time, consultants, etc. What should be outsourced?

Who should be a “regular” employee?

Are there classes of employees?

Regular

Contract, etc.

How many should be part-time, consultants, etc.

What should be outsourced?

Handy’s Shamrock Organization Core Workers Experts and revenue generators In-sourced workers Contractors Consultants Outsourced work Services & transactions

Core Workers

Experts and revenue generators

In-sourced workers

Contractors

Consultants

Outsourced work

Services & transactions

Over the next year you will see more and more. . . Increasingly smart, virtual applications will market to, screen, talk to, and assess candidates. Virtual apps that modify themselves to an individuals needs/desires. Smaller orgs who thrive and larger ones that stumble/fail.

Increasingly smart, virtual applications will market to, screen, talk to, and assess candidates.

Virtual apps that modify themselves to an individuals needs/desires.

Smaller orgs who thrive and larger ones that stumble/fail.

Future of Talent Institute To receive updates on future talent trends and issues, consider joining the Future of Talent Institute. We cover global HR, recruiting, and development trends and issues for corporate clients. Memberships start at USD$7,500 Learn more at www.futureoftalent.org

To receive updates on future talent trends and issues, consider joining the Future of Talent Institute.

We cover global HR, recruiting, and development trends and issues for corporate clients.

Memberships start at USD$7,500

Learn more at www.futureoftalent.org

Thanks! Write to me at : [email_address] Follow me on Twitter at: www.twitter.com/kwheeler Read my blog at: http://www.byteeoh.com Read me on ERE: www.ere.net

Write to me at :

[email_address]

Follow me on Twitter at:

www.twitter.com/kwheeler

Read my blog at:

http://www.byteeoh.com

Read me on ERE:

www.ere.net