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

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

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

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

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

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

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VIRTUAL RECRUITING

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

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

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

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Keep Connected

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Social Networking Sites

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Source: Quantcast; April 2009

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

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CHANGING WORKERS

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New Work Styles

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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%

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

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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!

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RISING CULTURE OF SUSTAINABILITY

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Watchwords <ul><li>Simple is good </li></ul><ul><li>Just enough is enough </li></ul><ul><li>Reuse/Recycle/Retain/Refresh </li></ul>

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Watchwords for People

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

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

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PART II Building Capability

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

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

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

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Emerging Recruiting Apps

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

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

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

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

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

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

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

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