Emerging Workforce Trends

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ERE Webinar from 11/23/2009, presented by Kevin Wheeler.

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Emerging Workforce Trends

  1. 1.   Employment: What's Really Going On?   The Age of Women and why we are in a "HE"-cession.   Emerging culture of sustainability & it’s impact on recruiting.   How technology is changing the way we recruit, work and learn.
  2. 2.   Unemployment is 10.2% - highest since 1983.   Most losses recently in heavy and non- residential construction. Other losses in retail: bookstores and sporting goods.   Most gains in health care – added 29,000 jobs in October.
  3. 3. City Postings to Unemployed Washington, D.C. 1:1 Baltimore, MD 1:1 Salt Lake City, UT 1:2 San Jose, CA 1:2 New York, NY 1:2 Postings to Unemployed Persons Indeed.com September 2009
  4. 4. City Postings to Unemployed Rochester, NY 1:7 Las Vegas, NV 1:8 Riverside, CA 1:9 Miami, FL 1:12 Detroit, MI 1:18 Postings to Unemployed Persons Indeed.com September 2009
  5. 5. Major Industries Job Postings Annual Change Accounting 120,742 -16% Construction 80,913 -34% Education 100,903 +15% Financial Services and Banking 192,310 -18% Healthcare 541,200 -15% Hospitality 75,056 -1% Information Technology 232,686 -24% Manufacturing 79,214 -21% Media and Newspaper 28,117 -30% Real Estate 23,537 -4% Retail 259,814 +2% Transportation 67,107 -25% October 2009 Indeed.com
  6. 6.   Anything to do with Epidemiology.   Personal financial advisors   Actuaries   Marketing managers   Market research   Math & statistics   Anything in medical science/nursing   Advertising/Promotion   Geoscientists   Education administrators/some teachers
  7. 7.   Very slow recovery.   Old jobs will not return in large numbers.   Permanent loss of jobs in manufacturing.   Slow, continued gains in health care, education, computer science.   Increase in temporary jobs –up 34,000 in October.
  8. 8.   SurePayroll reports:   July 2009, Contractor Index: 4.13 percent.   For every 100 workers engaged by small businesses, 4.13 are 1099 independent contractors and 95.87 are W-2 employees.   4.13 percent is the high point for the Contractor Index since January 2004. http://www.surepayroll.com/scorecard/2009/july/review.asp
  9. 9.   Self-employment grew seven times faster than wage- and salaried-employment from 2002 to 2006   The Enterprise Center at Salem State College.   Elance.com recently passed the $200 million mark for freelance work delivered online.   client base of more than 60,000 businesses.
  10. 10. “HE”-cession Unemployment June 2009 Men 9.8% Women 7.5%
  11. 11.   Simple is good   Just enough is enough   Reuse/Recycle/Retain/Refresh
  12. 12.   Employers will seek fewer, better people.   Focus on cultural fit   Pre-employment screening   Temp to Perm and other forms of employment will become more popular.   RPO will gain traction.
  13. 13.   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 internal movement.
  14. 14.   Automated search   Deep vertical functional social communities   Video everything   Candidate experiences & communication
  15. 15.   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   Profiles are slowly replacing resumes.   Jobvite
  16. 16.   Heavily video-based.   Virtual tours and video interviews will start appearing.   Online assessment and simulations will help determine fit and skills.   Much more interactivity and faster decision-making.
  17. 17.   Moves from job boards and intensive Internet search to. . .   Talent pools and proprietary social networks.   Moves from hunting to attracting via higher quality branding and CRM.
  18. 18.   Goal: Lowering sourcing time to less than one day.   Creating targeted attraction strategies.   Screening for fit/competence.   Building a relationship virtually.   Creating a knowledge base about candidates.   Inviting to apply when appropriate.
  19. 19.   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.
  20. 20.   1999   2009   Candidate   Candidate   Read about company in   See job posting/read career paper/brochure website   Ask friend/neighbor/   VM/IM/Talk to recruiter/other colleague employee   Mail resume   Search for “reviews” Complete profile online Recruiter       Call candidate   Recruiter   Phone screen   Email/IM candidate   Set up face-to-face interview   Online/phone screen   Call candidate to update   Schedule interview using online status/discuss tools   Sit with candidate to make   Set up online screening/ offer assessment   Mail formal offer   Email candidate status/updates   Email offer to candidate
  21. 21. Social Networking Sites
  22. 22. Source: Quantcast; October 2009
  23. 23. Engages people to send targeted job invitations to contacts in their social networks.
  24. 24. Allows you to personalize communications with potential candidates and to track your communication with them.
  25. 25.   Work is getting virtual, companies smaller and simpler.   Work is being outsourced and automated at an unprecedented pace.   All traditional ways of thinking about work and recruiting are being challenged.
  26. 26.   Increase in temporary and contract workers.   Very slow growth of regular employment except for senior level executives.   Focus on upgrading existing positions.   Growing interest to offload some or all of recruiting to a third party.   Continuing uncertainty about what is “normal.”
  27. 27. Learn about The Future of Talent Institute Be a leading contributor to your company’s talent acquisition and development practices! Participants at the World Café - FOT Retreat 2008   Calibrate your thinking with the edge of tomorrow’s talent trends and emerging practices.   Learn from each other and a team of gurus.   Explore new practices and technologies. A membership organization offering research, white papers, consulting and an annual retreat. Find out more at www.futureoftalent.org Contact Kevin Wheeler at kwheeler@futureoftalent.org OR Susan Burns at sburns@futureoftalent.org for more information
  28. 28.   Write to me at :   kwheeler@glresources.com   Follow me on Twitter at:   www.twitter.com/kwheeler   Read my blog at:   http://www.byteeoh.com   Read me on ERE:   www.ere.net

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