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Winning the war for digital talent

By 2017, 25% of organisations around the world will lose market position because of their failure to incorporate digital capabilities into their business or to respond to what employees want from their employers in a digital environment (Gartner). ORC International has taken on the challenge and defined ways for your organisation to win the war for digital talent.

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Winning the war for digital talent

  1. 1. #EEwhatsnext Learning to attract, motivate and retain digital talent HOW TO LOSE THE WAR FOR DIGITAL TALENT
  2. 2. TALENT TRENDS Winning the War for Digital Talent | 2016 By McVal Osborne, Head of Strategy UK & Sally Winston, Head of Employee Research
  3. 3. Over 20 market research surveys Hundreds of articles and blogs Nearly 30 industry experts THIS MONTH’S REPORT…
  4. 4. FIRST… WHAT DO WE MEAN WHEN WE SAY DIGITAL TALENT?
  5. 5. DIGITAL TALENT IS THE ABILITY FOR EMPLOYEES AND BUSINESSES TO USE DIGITAL EQUIPMENT AND TO ACCESS, CREATE OR SHARE DIGITAL INFORMATION VIA THE INTERNET AND THEREBY BENEFIT FROM OPPORTUNITIES IN THE MODERN ECONOMY
  6. 6. THE DIGITAL TALENT GAP.
  7. 7. 4,400,000 IT jobs have been created to support Big Data WORLDWIDE IT SPENDING WILL REACH $3.8 TRILLION BY 2020 THE IT SECTOR IS GROWING RAPIDLY AND DEMAND FOR TALENT IS OUTPACING SUPPLY…
  8. 8. LACK OF DIGITAL TALENT WITHIN ORGANISATIONS IS A MAJOR AREA OF CONCERN… and 90% OF COMPANIES SAY THEY LACK DIGITAL SKILLS IN THEIR WORKFORCE.
  9. 9. WHAT DOES IT TAKE TO WIN? 01. ATTRACT THE RIGHT PEOPLE AT THE RIGHT TIME 02. MOTIVATE THEM BY FOCUSING ON THE BIGGER PICTURE 03. RETAIN THEM BY INVESTING IN LEARNING AND GROWTH
  10. 10. DIGITAL ATTRACTION 01.
  11. 11. / Kris Duggan, CEO of BetterWorks / Digital workers are more connectedto the world aroundthem, by thenature of their expertise. “ ”
  12. 12. 1. FIGURE OUT WHAT MATTERS. Foosball tables only go so far. Companiesthatoveremphasise perks are missing the point. Candidateswant to be challengedand told what theirimpactwill beon the business. “ ” / Leela Srinivasan, former LinkedIn employee and current CMO of Lever /
  13. 13. 2. KNOW WHERE TALENT LOOKS.
  14. 14. 3. USE THE RIGHT TOOLS.
  15. 15. 4. ASK THE RIGHT QUESTIONS. What isyour current digital footprint? What do candidates see when they search for your company online? What do candidates experience when they interact with your brand and your team online?
  16. 16. CONDUCTING INTERVIEWS INAN OPEN AND TRANSPARENT WAY REDUCES CHURN AND RAISES RETENTION 5. ADAPT YOUR PROCESSES. COMPANIES FALL DOWN DURING THE INTERVIEW PROCESS INTERVIEWERS SHOULD ALL BE ON THE SAME PAGE
  17. 17. MOTIVATION 02.
  18. 18. / David Barrett, CEO of Expensify / Really good people are always incredibly in demand. Anyone that is truly amazing only has to look for a job once. “ ”
  19. 19. TIMES ARE CHANGING. DIGITAL TRANSFORMATION SIGNALS A NEW WAY OF LOOKING AT TALENT. SHIFTS NEEDED TO CREATE A “DIGITALLY-READY” CULTURE From To Internally competitive Collaborative Results focused Purpose focused Afraid to fail Celebrate testing and learning Inward focused Outward focused Employees imposed on Employees empowered
  20. 20. TO MOTIVATE DIGITAL TALENT, CONSIDER WHAT MOTIVATES EVERYONE. BELONGING ESTEEM SELF-ACTUALISATION
  21. 21. LEARNING FROM FACEBOOK. FIVE KEYS TO ENGAGING DIGITAL TALENT. 1. Fulfilment. Members of the new digital talent force want to do more meaningful work 2. Aptitude & Expertise. Employees with digital talent play to their strengths 3. Authenticity. Employees should be encouraged to be authentic at home and work 4. Learning. Provide opportunities to learn new skills 5. Initiative. Employees with digital talent are hackers and experimenters
  22. 22. RETENTION 03.
  23. 23. / Jonas Prising, Chairman and CEO Manpower / More than ever, individualswillpursuecareers with multiple employersrather than ajobfor life. “ ”
  24. 24. Nearly half of employees see moving jobs every few years as the best way to advance their careers of millennials expect to have a new job by 2020 IT IS BECOMING HARDER TO RETAIN TOP DIGITAL TALENT. JOB HOPPING HAS BECOME THE NORM, ESPECIALLY FOR MILLENNIALS. 2/3
  25. 25. 1. BUILD A DIGITAL TALENT POWERHOUSE Hire early Be selective Invest in talent Start with the right people
  26. 26. 2. MAKE CONNECTIONS BETWEEN WORK & BUSINESS IMPACT 65% RETENTION Nearly two thirds of employees feel more loyal towards businesses with Purpose Link Employee & Company Objectives Find Your Purpose
  27. 27. 3. COLLABORATE, INVEST AND BE FAIR Increase information sharing Improve retention Drive transparency
  28. 28. CONCLUSION THE STARTING POINT. Find the right people at the right time GOING FORWARD. Invest in learning and growth Winning the war for digital talent means finding the best people early on, motivating them by focusing on job impact and retaining them through investment in learning and advancement. THE NEXT STEP. Focus on the bigger picture
  29. 29. TIME FOR DISCUSSION… What does digital talent mean to you? 1. Is it hardest to attract, motivate or retain talent? 2. Are you winning the war for digital talent? 3.
  30. 30. AUTHORS Sally Winston Global Head of Employee Research Sally.Winston@orcinternational.com McVal Osborne UK Head of Strategy Mcval.Osborne@orcinternational.com Want to learn more about digital talent trends? Click here to get the “Winning the War for Digital Talent” infographic!
  31. 31. BRINGING IT ALL TOGETHER We hope this report gives you some really interesting food for thought on the issue of digital talent. If you need more help we’d love to provide it! Here are just a couple of ways we can help 1. If digital talent is a key issue for your business, our employee research team can bring this report to life in a workshop setting – helping your team create a plan of action tailored specifically to your organisation. 2. Beyond digital talent, our strategy team can provide competitive insights and future trend forecasting on any issue you have. If you have a burning question you’d like us to answer we can do this for you in as little as 48 hours. Click here to find out more!
  32. 32. YOU HAVE A VISION. WE CAN HELP YOU GET THERE. Find out more
  33. 33. Thank you!

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