2010 Talent Shortage Survey
Thursday, 20 October 2011
Thank you. I’m excited to present to you today the results of our 20...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
2
Talent shortages in the news…
Within the next eigh...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
3
Despite the recent downturn, finding the
right tal...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
4
The immediate problem is
not the number of potenti...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
5
Before we discuss an approach to help combat the t...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
6
Global Survey Findings
About Manpower’s Annual Tal...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
7
The Questions
1. How much difficulty are you
havin...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
8
Global Survey Findings
PERCENTAGE OF EMPLOYERS HAV...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
9
Global Survey Findings
Employers having difficulty...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
10
Global Survey Findings
The top 10 jobs employers ...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
11
Americas Survey Findings
PERCENTAGE OF EMPLOYERS ...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
12
Americas Survey Findings
Employers in the America...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
13
Americas Survey Findings
1
Sales Representatives2...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
14
Asia Pacific Survey Findings
PERCENTAGE OF EMPLOY...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
15
Asia Pacific Survey Findings
Employers having the...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
16
1 Sales Representatives
2 Technicians (primarily
...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
17
PERCENTAGE OF EMPLOYERS HAVING DIFFICULTY
FILLING...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
18
EMEA Survey Findings
In the EMEA region, employer...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
19
1 Production Operators6
1
Sales Representatives2
...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
20
[COUNTRY] Survey Findings
The top 10 jobs employe...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
21
One thing is clear: The talent mismatch cannot
be...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
22
What is “Teachable Fit?”
It’s a concept that look...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
23
Finding a Teachable Fit
To find a teachable fit, ...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
24
Training is Vital.
A commitment to reskilling and...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
25
Confronting
the
Talent Crunch
Employers
Governmen...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
26
Employers
• Invest in training and development
• ...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
27
Governments
• Adjust immigration policies as nece...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
28
Labor Unions
• Focus on employability and continu...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
29
Individuals
• Take responsibility for managing yo...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
30
Manpower Employment Outlook Survey
The most exten...
Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011
31
Questions?
Answers
31
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2010 talent+shortage+results-final-17-may10

  1. 1. 2010 Talent Shortage Survey Thursday, 20 October 2011 Thank you. I’m excited to present to you today the results of our 2010 Talent Shortage Survey and tell you little about our latest paper from Manpower, Teachable Fit: A New Approach to the Talent Mismatch. 1
  2. 2. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 2 Talent shortages in the news… Within the next eight years there could be at least 5 million potential job vacancies in the United States. Economics Week, April 2010 By 2020 India will have the largest youth population in the world, but only a fraction of them will be employable due to a severe skills gap. Outlook Business (India), April 2010 51% of IT organizations surveyed believe talent issues have limited their efficiency and productivity. Deloitte, September 2009 Europe’s work force is expected to become 15% smaller within five decades. The Wall Street Journal, April 2009 I’d like to start by taking a look at some recent news…(read through). 2
  3. 3. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 3 Despite the recent downturn, finding the right talent remains a pressing, pervasive issue for employers worldwide. 31%of employers worldwide are telling us they are having difficulty finding the right talent. Unemployment may still be at or near record levels in many countries and territories, but employers are still having difficulty filling positions because many candidates lack the specific skills employers are looking for. For example, a company may be looking for an accountant. But what the employer may really be looking for is an accountant with the basic capabilities, plus one that’s proficient with international accounting standards, has experience in the oil and gas industry, speaks a specific foreign language in addition to English and is good at leading a team. You see how the added specificity of skills makes finding “the right” individual even more difficult. It’s not just the hard or technical skills employers need but also the soft skills. In fact, 31 percent of employers worldwide are telling us they are having difficulty finding the right talent. 3
  4. 4. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 4 The immediate problem is not the number of potential candidates. Rather, it’s a talent mismatch: There are not enough sufficiently skilled people in the right places at the right times. The immediate problem is not the number of potential candidates. The global unemployment rate rose to 6.6 percent in 2009, jumping to 8.4 percent in the Developed Economies and European Union. Yet, 31% employers world-wide still can’t find the talent. Our problem now is a talent mismatch. There are not enough sufficiently skilled people in the right places at the right times to meet national and global demand. 4
  5. 5. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 5 Before we discuss an approach to help combat the talent mismatch let’s take a look at the results of our Talent Shortage Survey for 2010. What are the skills companies around the globe are having difficulty finding? 5
  6. 6. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 6 Global Survey Findings About Manpower’s Annual Talent Shortage Survey Fifth year Nearly 36,000 employers 36 countries and territories Research conducted in Quarter 1 2010 1 2 3 4 This is the fifth consecutive year of polling employers about their challenges in finding talent. The survey asks two main questions… 6
  7. 7. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 7 The Questions 1. How much difficulty are you having filling jobs due to the lack of available talent? 2. What is the one job you are having the most difficulty filling due to the lack of available talent? We ask employers whether or not they are having difficulty finding talent. If they are, then we ask what is the one job that they are having difficulty filling.
  8. 8. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 8 Global Survey Findings PERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS As mentioned previously, what we found this year is that approximately 31 percent of employers report difficulty filling key jobs due to lack of available talent. This percentage is lower than the 41 percent reported in 2007, but is one percentage point higher than last year’s low of 30 percent. So we may have more people looking for work, but employers indicate they aren’t the right fit for their job vacancies. We will see this number climb as the recovery gains momentum. 8
  9. 9. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 9 Global Survey Findings Employers having difficulty finding talent The talent shortage does not affect all countries and territories surveyed equally. For instance, nearly three out of four employers in Japan and two out of three in Brazil indicated they still encountered difficulty hiring people for key positions. Not surprisingly, a number of employers – especially those in developed economies – reported little or no difficulty in finding employees as there are currently more people who are unemployed due to the amount of downturn. 9
  10. 10. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 10 Global Survey Findings The top 10 jobs employers are having difficulty filling globally Skilled Trades1 Sales Representatives2 Technicians (primarily production/operations, engineering or maintenance) 3 Engineers4 Accounting & Finance Staff5 Production Operators6 Secretaries, PAs, Administrative Assistants & Office Support Staff 7 Management/Executives8 Drivers9 Laborers10 [Note to presenter – job title descriptions are available from your country’s marketing/communications department.] The top 10 jobs employers are having difficulty filling globally ranked in order are… 10
  11. 11. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 11 Americas Survey Findings PERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS DUE TO LACK OF AVAILABLE TALENT In the Americas, more than 11,000 employers were surveyed in Argentina, Brazil, Canada, Colombia, Costa Rica, Guatemala, Mexico, Panama, Peru, and the United States. 34% of those surveyed indicated that they are having difficulty filling positions due to a lack of suitable talent. This is a slight, two-point decrease from last years survey, but is three percentage points higher than the global average. 11
  12. 12. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 12 Americas Survey Findings Employers in the America’s having the most difficulty filling positions are those in Brazil (64%), Argentina (53%), Mexico (43%), and Peru (43%). The talent mismatch is the least problematic in the United States, where 14% reported difficulty filling positions, and Canada, where 21% reported difficulty. 12
  13. 13. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 13 Americas Survey Findings 1 Sales Representatives2 Technicians (primarily production/operations, engineering or maintenance) 3 Engineers 4 Accounting & Finance Staff 5 Production Operators 6 Secretaries, PAs, Administrative Assistants & Office Support Staff 7 Management/Executives 8 Drivers9 Laborers 10Skilled Trades The top 10 jobs employers are having difficulty filling in the Americas [Note to presenter – job title descriptions are available from your country’s marketing/communications department.] The top 10 jobs employers are having difficulty filling in the Americas ranked in order are… 13
  14. 14. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 14 Asia Pacific Survey Findings PERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS DUE TO LACK OF AVAILABLE TALENT Nearly nine thousand employers were interviewed in Australia, China, Hong Kong, India, Japan, New Zealand, Singapore, and Taiwan. 41% of these employers reported difficulty filling positions due to a lack of suitable talent. This is a nine point increase compared to last year’s survey and is 10 percentage points greater than the global average. 14
  15. 15. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 15 Asia Pacific Survey Findings Employers having the most difficulty filling positions are those in Japan, where 76 percent reported difficulty, Singapore (53%), Australia (45%) and Hong Kong (44%). Employers in Japan had the most difficulty globally. Regionally, the talent shortage appears to be the least problematic in India, with 16% of employers reporting difficulty filling positions. 15
  16. 16. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 16 1 Sales Representatives 2 Technicians (primarily production/operations, engineering or maintenance) 3 Engineers 4 Accounting & Finance Staff 5 Production Operators6 IT Staff (Primarily programmers/developers) 7 Management/Executives 8 Sales Managers 9 Laborers10 Asia Pacific Survey Findings Skilled Trades The top 10 jobs employers are having difficulty filling in the Asia Pacific region [Note to presenter – job title descriptions are available from your country’s marketing/communications department.] The top 10 jobs employers are having difficulty filling in the Asia Pacific region ranked in order are… 16
  17. 17. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 17 PERCENTAGE OF EMPLOYERS HAVING DIFFICULTY FILLING JOBS DUE TO LACK OF AVAILABLE TALENT Europe/Middle East/Africa (EMEA) Survey Findings Over 15, 500 employers were interviewed in Austria, Belgium, the Czech Republic, France, Germany, Greece, Hungary, Ireland, Italy, Netherlands, Norway, Poland, Romania, South Africa, Spain, Sweden, Switzerland, and the United Kingdom. The survey indicates that 23 percent of the region’s employers are having difficulty filling positions due to a lack of suitable talent. This is a two point decline from last year’s survey, and eight percentage points lower than the global average. 17
  18. 18. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 18 EMEA Survey Findings In the EMEA region, employers in Poland reported the most trouble filling positions, with 51% reporting difficulty. Romania, Austria, and Switzerland also reported above average difficulty. Ireland reports the least difficulty globally, with 4% of employers having difficulty filling positions. The UK, Norway, Spain, South Africa, and Netherlands also had less difficulty. 18
  19. 19. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 19 1 Production Operators6 1 Sales Representatives2 Technicians (primarily production/operations, engineering or maintenance) 3 Drivers4 Accounting & Finance Staff5 Chefs/Cooks 6 Secretaries, PAs, Administrative & Office Support Staff 7 IT Staff 8 9 10 EMEA Survey Findings Skilled Trades Engineers Doctors & other Non-Nursing Health Professionals The top 10 jobs employers are having difficulty filling in the EMEA countries [Note to presenter – job title descriptions are available from your country’s marketing/communications department.] The top 10 jobs employers are having difficulty filling in the EMEA countries ranked in order are… 19
  20. 20. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 20 [COUNTRY] Survey Findings The top 10 jobs employers are having difficulty filling (ranked in order): [Customize with your country’s survey findings if available. If not delete.] [Country Name] 1. Insert Job Title 2. Insert Job Title 3. Insert Job Title 4. Insert Job Title 5. Insert Job Title 1. Insert Job Title 2. Insert Job Title 3. Insert Job Title 4. Insert Job Title 5. Insert Job Title And in [country name] the top 10 list is… 20
  21. 21. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 21 One thing is clear: The talent mismatch cannot be filled one position and one hire at a time. Organizations must recalibrate their mindsets to consider candidates who may not meet all the job specifications, but whose capability gaps can be filled in a timely and cost-effective way—candidates who are a “teachable fit.” One conclusion that we arrive at is that with systemic and wide-spread talent shortages, we can’t resolve this issue one position and one hire at a time. This means organizations must recalibrate their mindsets to consider candidates who may not meet all the job specifications, but whose capability gaps can be filled in a timely and cost-effective way. In other words, candidates who are a teachable fit. 21
  22. 22. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 22 What is “Teachable Fit?” It’s a concept that looks at the capabilities required by a job, evaluates the importance and teachability of each, and finally determines the capacity of candidates to develop these capabilities. Teachable fit is an analytical framework designed to evaluate the capabilities required by a job—the knowledge, skills, values and mindset, and the personality and intelligence that the role requires. These capabilities are evaluated by examining how important they are and how teachable they are. Then, employers can compare this framework to a candidate’s capacity (both in technical skills and in mindset) to match those capabilities or fill the gaps. 22
  23. 23. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 23 Finding a Teachable Fit To find a teachable fit, organizations must ask four questions: What capabilities are essential to performing the job?1 Which of these are teachable in an efficient way?2 Is there adequate time and money to develop these capabilities in the candidate? 3 Do candidates have the capacity (motivation and capability to develop them? 4 The concept of a teachable fit focuses on four questions: What capabilities are essential to performing the job? Which of these are teachable in an efficient way? Is there adequate time and money to develop these capabilities in the candidate? Do candidates have the capacity (motivation and capability) to develop them? 23
  24. 24. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 24 Training is Vital. A commitment to reskilling and upskilling current and potential employees will enable organizations to expand the available pools of talent, ensure that their workforces continue to be appropriately skilled and keep employees engaged in their work. Learn more about these ideas in our new Fresh Perspectives paper, Teachable Fit: A New Approach to Easing the Talent Mismatch, available on the Research Center at Mapower.com. To fill large talent gaps with candidates who are teachable fits, organizations must understand that training is vital. They must commit to reskilling and upskilling their current and potential employees. This commitment to training ensures that workforces continue to be appropriately skilled and helps keep employees engaged in their work. You can learn more about the Teachable Fit concept in our new Fresh Perspectives paper, Teachable Fit: A New Approach to Easing the Talent Mismatch, available on the Research Center at Manpower.com. 24
  25. 25. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 25 Confronting the Talent Crunch Employers Governments Labor Unions Academic Institutions Individuals What can organizations do now? Key stakeholders must form effective partnerships to combat the talent shortage To answer the challenge of the talent shortage, the key stakeholders – employers, governments, labor unions, academic institutions, and individuals– must form effective partnerships and work together to ease the talent mismatch through information sharing, training and reskilling efforts, and other programs. When the public and private sectors work together, especially regionally, the results can be impressive. 25
  26. 26. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 26 Employers • Invest in training and development • Redefine jobs and facilitate mobility within organizations • Expand the recruiting pool to find those with a “teachable fit” • Improve retention, especially of older workers • Invest time in local schools and universities to ensure curriculum meets market needs Some key actions employers can take include investing in training and development, redefining jobs and facilitating mobility within the organization, expanding the recruiting pool, and improving recruiting and retention, especially of experienced older workers. Employers should also invest time in local schools and universities, encouraging their employees to teach and coach to develop students’ future world-of-work skills. We will talk more about the “teachable fit” concept. 26
  27. 27. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 27 Governments • Adjust immigration policies as necessary to enable the flow of in-demand talent • Coordinate policies between sending and receiving nations to encourage mutual benefit • Use effective labor market forecasting methods • Invest in employee education for training and transition • Foster partnerships among other stakeholders When it comes to filling shortages of skilled labor, immigration for work is a solution, not a problem. Governments should adjust immigration policies as necessary to enable the flow of in-demand talent, and countries that are primarily “receivers” should coordinate policies with the “senders” to encourage a mutually beneficial circular flow. Governments should also, of course, use effective labor market forecasting methods, invest in employee education and training and transition, and foster partnerships among all the stakeholders. 27
  28. 28. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 28 Labor Unions • Focus on employability and continuous training to keep members’ skills up to date • Work with the marketplace and employers to coordinate reskilling partnerships and keep course content current Academic Institutions Labor Unions and Academic Institutions are also key stakeholders in the talent shortage issue. Organized labor leaders need to focus as much on the employability of their members as on job protection. Continuous training to keep skills up to date and aligned with technology should join wages, benefits, and job protection on the labor negotiation agenda. Job rotations and cross- training should be encouraged, as should classes on entrepreneurialism for those who may want to run their own business. Academic Institutions face the perennial complaint that course content always lags what people need to know on the job. One way to close the gap is for academic institutions to be more in the marketplace. Contribute faculty and facilities to reskilling partnerships, then incorporate the new curricula into standard course offerings to keep them refreshed. 28
  29. 29. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 29 Individuals • Take responsibility for managing your career • Remain flexible and willing to experiment in new roles • Be alert to labor market trends and opportunities • Be creative in transferring skills from job to job and industry to industry People with strong education and in-demand skills have choice in the job market and tend to embrace the responsibility of managing their careers. People with more general skills and less paternalistic employers must make more concerted effort to remain employable. They should understand their strengths, remain flexible and be willing to rotate and experiment in new roles, be alert to labor market trends and opportunities, and be creative in transferring their skills to new jobs and even industries. 29
  30. 30. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 30 Manpower Employment Outlook Survey The most extensive, forward-looking hiring forecast; 36 countries and territories. Teachable Fit: A New Approach for Easing the Talent Mismatch The talent mismatch will only intensify as the economy recovers. Learn how organizations can recalibrate their talent strategies and find candidates with a teachable fit. The world of work experts Full articles can be found in Manpower’s Research Center at www.manpower.com/researchcenter. Manpower provides research and reports for economists, journalists, university researchers and think tanks to help them assess and forecast the health and direction of the world’s labor markets. Social Networks vs. Management? Harness the Power of Social Media This Fresh Perspectives paper explores how organizations should leverage the connective power of social networking to enhance productivity, innovation, collaboration, reputation and employee engagement. 30
  31. 31. Manpower Inc. 2010 Talent Shortage Survey | Thursday, 20 October 2011 31 Questions? Answers 31

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