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The Future of Talent – A Call to Action for Talent Leaders - Jennider Candee

First presented at RecFest June 12th 2014. http://recfest14.wordpress.com/

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RecFest London June 12, 2014
Jennifer Candee, Head of Global Talent
Acquisition, SABMiller
The Future of Talent –
A Call to Action for Talent Leaders
© SABMiller plc 2006
2
70,000+
employees in
SABMiller group
200+
brands owned
across six
Continents across
80 countries
US$6.45 billion
Group EBITA for
the year ended
31 March 2014
US$26.72 billion
Net producer revenue
31 March 2014
315m
Hectolitres of beer
produced
Who we are – scope of our operations
2nd largest
global brewer
Top 20 company listed on
both LSE and Johannesburg
stock exchanges
Every minute of every day, close to 140,000 bottles of SABMiller beer are sold and we have more beer brands in the
world’s top 50 than any other brewer.
© SABMiller 2014
 Reduction in the growth rate of the global labour pool from 1.4% to 1% each year
 Older workers blocking younger workers
 The demographics of the global workforce will shift dramatically over the next 20
years
• Young developing countries will add 30% to the labour force by 2030
• Most of this labour force will be unskilled
3
Implication: 13% too few skilled workers globally
10% advanced economies; 16% China
Global labour trends
© SABMiller 2014 4
Low numbers of
emerging talent
(STEM)
Functional
Succession Gaps
Ageing Workforce /
Mass Exodus
(loss of intellectual
capital)
Gender Diversity
(Diversity and
Inclusion targets)
What keeps me awake at night?
© SABMiller 2014
Critical skills shortage
• Highly competitive talent environment
• Small equity talent pool drives up
remuneration and pay cost
• Vacancies open for long periods of time
• Work redistribution results in fatigue and
low morale
• Time to competence extended
• Redirect investments into training &
development
5
11
29
88
75
0
20
40
60
80
100
Equity Non equity
Mechanical
Electrical
The South African Talent Landscape
Female Engineering Talent across S. Africa
Engineering Landscape Comparisons:
S. Africa: 1 engineer per 3200 people
China: 1 engineer per 130 people
Europe: 1 engineer per 250 people
© SABMiller 2014 6
Gender disparity in STEM?
Ad

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The Future of Talent – A Call to Action for Talent Leaders - Jennider Candee

  • 1. RecFest London June 12, 2014 Jennifer Candee, Head of Global Talent Acquisition, SABMiller The Future of Talent – A Call to Action for Talent Leaders
  • 2. © SABMiller plc 2006 2 70,000+ employees in SABMiller group 200+ brands owned across six Continents across 80 countries US$6.45 billion Group EBITA for the year ended 31 March 2014 US$26.72 billion Net producer revenue 31 March 2014 315m Hectolitres of beer produced Who we are – scope of our operations 2nd largest global brewer Top 20 company listed on both LSE and Johannesburg stock exchanges Every minute of every day, close to 140,000 bottles of SABMiller beer are sold and we have more beer brands in the world’s top 50 than any other brewer.
  • 3. © SABMiller 2014  Reduction in the growth rate of the global labour pool from 1.4% to 1% each year  Older workers blocking younger workers  The demographics of the global workforce will shift dramatically over the next 20 years • Young developing countries will add 30% to the labour force by 2030 • Most of this labour force will be unskilled 3 Implication: 13% too few skilled workers globally 10% advanced economies; 16% China Global labour trends
  • 4. © SABMiller 2014 4 Low numbers of emerging talent (STEM) Functional Succession Gaps Ageing Workforce / Mass Exodus (loss of intellectual capital) Gender Diversity (Diversity and Inclusion targets) What keeps me awake at night?
  • 5. © SABMiller 2014 Critical skills shortage • Highly competitive talent environment • Small equity talent pool drives up remuneration and pay cost • Vacancies open for long periods of time • Work redistribution results in fatigue and low morale • Time to competence extended • Redirect investments into training & development 5 11 29 88 75 0 20 40 60 80 100 Equity Non equity Mechanical Electrical The South African Talent Landscape Female Engineering Talent across S. Africa Engineering Landscape Comparisons: S. Africa: 1 engineer per 3200 people China: 1 engineer per 130 people Europe: 1 engineer per 250 people
  • 6. © SABMiller 2014 6 Gender disparity in STEM?
  • 7. © SABMiller 2014 Students: “it’s all about dirty, male, low-paid jobs” Parents: Q: how would you feel if your daughter became an engineer? A: “I’d hope she would have done something better with her life, like become a doctor or lawyer.” Presentation information in footer 7 Challenging perceptions – haven’t we moved on yet?
  • 8. McKinsey analysis – Education to employment, Dec 2012 Are young people prepared with the right skills needed for work today? Educators: 70% say yes Employers / Young people: Less than 50% agree
  • 9. © SABMiller 2014 9Presentation information in footer Parallel universes vs. integrated system Educators Employers Youth Not providing the right work skills Not aligning / informing educators of skills required for future Not being educated about skills pathways. Receive conflicting
  • 10. © SABMiller 2014 Presentation information in footer 10
  • 11. © SABMiller 2014 11 - McKinsey, Education to Employment: Designing a System that Works, 2012; Changeboard, Feb - April 2014 Commissioned study 1500 interviews youth, parents, teachers Launched “School Power”: STEM Resources Employee Primary school visits National Grid Work Experience Program Female employee school visits – break perceptions Careers Lab: collaboration of businesses to partner with educators National Grid Program
  • 13. © SABMiller 2014 13 SABMiller and University of Nottingham partnership
  • 14. © SABMiller 2014 14 Brewing community: what issues would this address?  Maturing demographic of key technical talent with succession gaps  Drive interest of Ph.D. talent to the brewing industry  Graduate talent often not aware of large multinationals like SABMiller could use their expertise within brewing science  Drive understanding and thought expertise  Nuture and engage talent across brewing sector for supernumery, graduate programs, and future talent successors.  Platform to bridge the gap between current brewing programs and to drive expertise of thought Professor Katherine Smart, University of Nottingham now functions as Group Chief Brewer of SABMiller.
  • 15. © SABMiller 2014 • Critical Tipping Point • Future of Talent is pain point top of boardroom agendas • Calling on business and talent leaders to influence / build business cases to address broader agenda • Employers and educators in partnership • Reverse the stigma of STEM / Apprenticeships, entry level roles 15 Call to Action “we need to stop moaning and take collaborative action” – Steve Holliday, CEO National Grid
  • 16. Thank you Jennifer Candee Head of Global Talent Acquisition Jennifer.candee@sabmiller.com m +44 (0)7919534486 @jennifercandee uk.linkedin.com/in/jennifercandee

Editor's Notes

  1. National Grid commissioned an “Engineering of the Future” study to find out more about attitudes toward engineering. 1500 interviews with youth aged 14-19, parents and teachers. Need to increase female participation: Girls are 10 x’s less likely to pursue a career in engineering Among women engineers, 75% felt engineering is regarded as a “male career” About half of all state secondary schools in UK do not have a single girl doing A level physics
  2. There is a clear disparity going on here. First of all, educators need to get better at tracking those who go on to get degrees, what degrees are sought and actually achieved (rather than just tracking rates into university and considering it “job done”). As a society we are biased in thinking the only way to success is university – just not true. Need to break down the perceptions of vocational and apprenticships
  3. We work on parallel tracks rather than seeing it as an integrated system. Fundamentally different understandings of the same situation. We work on parallel tracks rather than seeing it as an integrated system. Fundamentally different understandings of the same situation. Education: not providing right work skills Employers: not aligning with Educators to inform of skills they need for today and future to prepare youth for jobs of tomorrow and address skills gap Youth: not being educated about skills pathways, lack of education on types of jobs, demystifying breadth and depth of jobs and careers frameworks to get there. How do we align the industry and energy of young people with the jobs of the future? And what roles do educational system and employers internal talent teams have to play? We cannot continue to simply rely on the government to “fix” these issues. As employers and talent leaders, we must embrace and address these issues head on for the future of our organisations and the future of society. I don’t care how great your TA team is. Even the best of the best will FAIL if there is literally no talent to source.