The document discusses trends in the modern job market and economy, including the rise of a fast-paced "just-in-time" economy where jobs and leadership change quickly. This has contributed to a two-tiered labor market and the emergence of "job shoppers" who change roles frequently. Additionally, technological changes are eliminating many routine jobs while demand is increasing for skilled roles. As a result, companies face stiff competition for talent and a shortage of skilled labor. New standards have also emerged around compensation, work-life balance, learning and development opportunities, and company values. To thrive in this environment, companies must continuously source top talent and gain insights into their recruiting and talent strategies.
September 2017 U.S. employment update and outlookJLL
The national labor market saw 156,000 net new jobs added in August, a solid figure but below expectations. Additionally, previous months registered downward revisions to job growth, muting some of the rebound witnessed during the summer. Continuing a trend that has intensified in recent quarters, a lack of skilled workers combined with minimal unemployment and external difficulties such as housing affordability in tech hubs have significantly slowed tech growth over the year. Even with inconsistent inflation, sustained job growth could likely encourage another Federal Reserve rate hike in the near term.
Hays Journal 20 – How to capture a culture of innovation: lessons from the CO...Hays
Hays Journal 20 - How to capture a culture of innovation: lessons from the COVID-19 crisis
In order to quickly respond to new demands bought on by the pandemic, many businesses have been forced to adopt a more innovative mindset.
And while many of us look forward to the world returning to what will be the new normal, this inventive way of thinking is something that many organisations will want to hold onto.
Read the Hays Journal to find out more: www.hays-journal.com
What are the forces shaping the world economy today? The following slides present a labor market snapshot, an outlook for global hiring, a summary of today's big markets and players, and a look to the future of work.
Read the full report at http://blog.indeed.com/hiring-lab/labor-market-outlook-2016/
The Talent Gap Crisis - Is Manufacturing Sexy Enough for the Next Generations? CBIZ, Inc.
Manufacturing employment accounts for 12.8 million jobs in the U.S. Yet, currently about 452,000 manufacturing positions remain vacant across the nation – a staggering statistic. Manufacturers saw this coming more than two decades ago as the retirement of the baby boomer generation began to impact the industry. Compounding the loss of experienced workers, the introduction of new manufacturing technologies, the industry’s persistent image problem and the cultural shift in the demand for work-life balance have catapulted the talent shortage to the industry’s top challenge.
If Asia's organisations are going to access enough 'value-creating' talent to capture the opportunities that are now in view, they're going to need to embrace better, smarter talent management and attraction strategies. They will need to embrace flexibility in their workforces in order to:
Fill critical skill gaps in a timely and efficient way
Keep talent engaged and retained, even across borders
The Top Stories of the Hays Journal 17 provide an overall digest of the latest global trends surrounding the world of work, including:
- Organisations offering employees the chance to nap at work in Japan
- The rise of the minimum wage in Spain
- New plans for a universal basic income in the UK and USA
- A training fund aiming to grow skilled workforces in Canada
- Reviewing the disclosure of youth convictions in the UK
- Working hours in India
You can read the full Hays Journal 17 here: www.hays-journal.com
September 2017 U.S. employment update and outlookJLL
The national labor market saw 156,000 net new jobs added in August, a solid figure but below expectations. Additionally, previous months registered downward revisions to job growth, muting some of the rebound witnessed during the summer. Continuing a trend that has intensified in recent quarters, a lack of skilled workers combined with minimal unemployment and external difficulties such as housing affordability in tech hubs have significantly slowed tech growth over the year. Even with inconsistent inflation, sustained job growth could likely encourage another Federal Reserve rate hike in the near term.
Hays Journal 20 – How to capture a culture of innovation: lessons from the CO...Hays
Hays Journal 20 - How to capture a culture of innovation: lessons from the COVID-19 crisis
In order to quickly respond to new demands bought on by the pandemic, many businesses have been forced to adopt a more innovative mindset.
And while many of us look forward to the world returning to what will be the new normal, this inventive way of thinking is something that many organisations will want to hold onto.
Read the Hays Journal to find out more: www.hays-journal.com
What are the forces shaping the world economy today? The following slides present a labor market snapshot, an outlook for global hiring, a summary of today's big markets and players, and a look to the future of work.
Read the full report at http://blog.indeed.com/hiring-lab/labor-market-outlook-2016/
The Talent Gap Crisis - Is Manufacturing Sexy Enough for the Next Generations? CBIZ, Inc.
Manufacturing employment accounts for 12.8 million jobs in the U.S. Yet, currently about 452,000 manufacturing positions remain vacant across the nation – a staggering statistic. Manufacturers saw this coming more than two decades ago as the retirement of the baby boomer generation began to impact the industry. Compounding the loss of experienced workers, the introduction of new manufacturing technologies, the industry’s persistent image problem and the cultural shift in the demand for work-life balance have catapulted the talent shortage to the industry’s top challenge.
If Asia's organisations are going to access enough 'value-creating' talent to capture the opportunities that are now in view, they're going to need to embrace better, smarter talent management and attraction strategies. They will need to embrace flexibility in their workforces in order to:
Fill critical skill gaps in a timely and efficient way
Keep talent engaged and retained, even across borders
The Top Stories of the Hays Journal 17 provide an overall digest of the latest global trends surrounding the world of work, including:
- Organisations offering employees the chance to nap at work in Japan
- The rise of the minimum wage in Spain
- New plans for a universal basic income in the UK and USA
- A training fund aiming to grow skilled workforces in Canada
- Reviewing the disclosure of youth convictions in the UK
- Working hours in India
You can read the full Hays Journal 17 here: www.hays-journal.com
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
In this ebook, you will learn what innovative colleges, students, and employers are doing with their experiential practical learning to succeed in the 21st century.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Reasons why you should pay attention to your company knowledge capital, innov...Koenraad Seys
Economic velocity increases. Knowledge and innovative capacity will guarantee competitive organizations. Building motivated, connected and knowledgeable talented teams is more than ever the cornerstone for sustainable success.
Changes and concussion in the global labor force (A brief look on the Israeli...IJMREMJournal
Many economies in the world are undergoing changes as a result of the shocks caused by globalization in the
local labor force. These changes must answer orderly government, and as the national mechanism will "wake
up" Earlier, this country less affected in the rapid globalization which taking place all over the world. This
article presents the advantages and disadvantages of this, and gives a brief picture about the state of Israel
STEM jobs (97 occupations that fall into the science, technology, engineering and mathematics fields) are part of a critical cycle of economic growth. They are vital for national competitiveness, fueling the economy and creating more downstream jobs.
Rarely a day goes by without news of digitisation, artificial intelligence and virtual reality impacting the workforce. Plenty of predictions have been made about the future: more jobs, different jobs, less jobs, even no jobs.
No one knows for sure what the outcome will be. Nonetheless, one thing is clear: we’re seeing the emergence of a Skills Revolution, where helping people to upskill and adapt to a fast-changing world of work will be the defining challenge of our time.
Organisations need to take immediate action and fast track the upskilling and reskilling of workers, to ensure they have the skills they need for the future. After all, while we cannot slow the rate of technological advances, we can invest in employees’ skills to increase the resilience of people and organisations.
This UKTI report, written by The Economist Intelligence Unit, looks at how to foster an entrepreneurial mindset both through education systems and business experience, and what makes entrepreneurs thrive. Read more>>http://bit.ly/16vlYCB
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
In this ebook, you will learn what innovative colleges, students, and employers are doing with their experiential practical learning to succeed in the 21st century.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Reasons why you should pay attention to your company knowledge capital, innov...Koenraad Seys
Economic velocity increases. Knowledge and innovative capacity will guarantee competitive organizations. Building motivated, connected and knowledgeable talented teams is more than ever the cornerstone for sustainable success.
Changes and concussion in the global labor force (A brief look on the Israeli...IJMREMJournal
Many economies in the world are undergoing changes as a result of the shocks caused by globalization in the
local labor force. These changes must answer orderly government, and as the national mechanism will "wake
up" Earlier, this country less affected in the rapid globalization which taking place all over the world. This
article presents the advantages and disadvantages of this, and gives a brief picture about the state of Israel
STEM jobs (97 occupations that fall into the science, technology, engineering and mathematics fields) are part of a critical cycle of economic growth. They are vital for national competitiveness, fueling the economy and creating more downstream jobs.
Rarely a day goes by without news of digitisation, artificial intelligence and virtual reality impacting the workforce. Plenty of predictions have been made about the future: more jobs, different jobs, less jobs, even no jobs.
No one knows for sure what the outcome will be. Nonetheless, one thing is clear: we’re seeing the emergence of a Skills Revolution, where helping people to upskill and adapt to a fast-changing world of work will be the defining challenge of our time.
Organisations need to take immediate action and fast track the upskilling and reskilling of workers, to ensure they have the skills they need for the future. After all, while we cannot slow the rate of technological advances, we can invest in employees’ skills to increase the resilience of people and organisations.
This UKTI report, written by The Economist Intelligence Unit, looks at how to foster an entrepreneurial mindset both through education systems and business experience, and what makes entrepreneurs thrive. Read more>>http://bit.ly/16vlYCB
The Current IT Labor Ecosystem | WhitepaperACTIVE Network
In the long history of labor forces, there perhaps has never been a more in-demand and competitive candidate pool than today’s technology workers. While this candidate-driven market is driving technology innovation, it is also placing added pressure on IT hiring managers to not only stay consistently engaged in the hiring process, but also to continue to offer increasingly lucrative compensation packages, engaging projects and a compelling corporate culture in order to remain competitive in the current IT hiring ecosystem.
Rewriting the rules for the digital age2017 Deloitte Global .docxmalbert5
Rewriting the rules for the digital age
2017 Deloitte Global Human Capital Trends
COVER AND CHAPTER ILLUSTRATIONS BY LUCIE RICE
Start exploring with an
augmented reality journey
Get a new perspective on the 10 Global Human
Capital Trends for 2017 by downloading the free
Aurasma app from your preferred app store.
Once you have downloaded the app, launch
your AR journey by holding your tablet or phone
over the report cover.
Deloitte’s Human Capital professionals leverage research,
analytics, and industry insights to help design and
execute the HR, talent, leadership, organization, and
change programs that enable business performance
through people performance. Visit the Human
Capital area of www.deloitte.com to learn more.
Rewriting the rules for the digital age
PREFACE
WELCOME to Deloitte’s fifth annual Global Human Capital Trends report and survey. This year’s report takes stock of the challenges ahead for business and HR leaders in a dramatically changing digital, economic, demographic, and social landscape. In an age of disruption, business and HR
leaders are being pressed to rewrite the rules for how they organize, recruit, develop, manage, and engage the
21st-century workforce.
This workforce is changing. It’s more digital, more global, diverse, automation-savvy, and social media-
proficient. At the same time, business expectations, needs, and demands are evolving faster than ever before.
While some view this as a challenge, we see it as an opportunity. An opportunity to reimagine HR, talent, and
organizational practices. An opportunity to create platforms, processes, and tools that will continue to evolve
and sustain their value over time. An opportunity to take the lead in what will likely be among the most signifi-
cant changes to the workforce that we have seen.
Hence, our call for new rules for HR in the digital age.
The 2017 report began last summer with us reaching out to hundreds of organizations, academics, and practi-
tioners around the world. This year, it includes a survey of more than 10,000 HR and business leaders across
140 countries. The report reveals how leaders are turning to new organizational models that highlight the
networked nature of today’s world of work; innovation-based HR platforms; learning and career programs
driven by social and cognitive technologies; and employee experience strategies that put the workforce at the
center. The report closes with a discussion of the future of work amid the changes being driven by advances in
automation and an expanded definition of the workforce.
We are pleased to present this year’s Global Human Capital Trends report and survey and look forward to
your comments. 2017 is positioned to be a year of change as we all manage new levels of transformation and
disruption. The only question now is: Are you ready?
Brett Walsh
Global leader, Human Capital
Deloitte LLP
Erica Volini
US leader, Human Capital
Deloitte Consulting LLP
CONTE.
The average lifespan of a company is now less than 20 years. Work is being redefined and how we increase productivity, manage talent, and develop skills over the next 5 years will be completely different than the last 20. As we move into the 4th industrial revolution - defined by the use of data automation and machine learning - the need to embrace new technologies and design work around people has never been greater. In a first of its kind, this research-focused presentation shares where investment is going in WorkTech and outline the emerging trends that are redefining how companies embrace the new world of work.
McKinsey Global Institute Report - A labor market that works: Connecting tale...McKinsey & Company
This presentation offers highlights from a new report by the McKinsey Global Institute, "A labor market that works: Connecting talent with opportunity in the digital age".
From shopping to social media, online platforms have transformed major segments of the global economy. They now are about to do the same for labor markets around the world. MGI examines the stubborn disconnect between people and jobs and the potential for online talent platforms to unlock real economic value over the next decade by creating better, faster matching between workers and available work opportunities.
Read the report in full:
http://mckinsey.com/Insights/Employment_and_growth/Connecting_talent_with_opportunity_in_the_digital_age
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
Relearning How We Learn, From the Campus to the WorkplaceCognizant
Businesses and educators know they need to prepare people for very different jobs in the future of work but are slow to revamp their training and educational models, according to our research. What’s needed are more flexible partnerships, predictive and agile approaches to curriculum change and digitally driven modes of delivery.
Adapt to Survive: India Losing Money Over Not Connecting Right Talent with th...LinkedIn Talent Solutions
Study conducted by LinkedIn and PWC to uncover what’s contributing to the skills gap, and how it’s affecting recruiters, employers and economies. The study, called Adapt to Survive, analyzed millions of interactions from LinkedIn’s network of 277 million professionals and information on 2,600 employers from PwC’s Saratoga database across 11 countries. This report will give you insights on how India is faring on this spectrum.
Etude PwC pour Linkedin sur le coût de l'inadéquation des compétences (2014)PwC France
http://pwc.to/1fj0jvd
PwC a réalisé pour LinkedIn l’étude « Adapt to Survive », qui recoupe pour la première fois certaines informations des profils des membres du réseau LinkedIn dans 11 pays et les données issues de 2600 entreprises étudiées par PwC Saratoga, l’une des principales bases de données RH au niveau mondial.
L’étude montre ainsi que la faible adaptabilité des compétences – difficulté des personnes à se former à de nouveaux savoir-faire ou à changer de secteur d’activité – coûte à l’économie mondiale 150 milliards de dollars en manque de productivité et renchérit les coûts de recrutement.
Une analyse qui permet à PwC de lancer l’Index d’Adaptabilité des Compétences, qui positionne en tête les Pays-Bas, le Royaume-Uni et le Canada. La France prend la 7ème place du classement (sur 11 pays étudiés).
Résultats de la 19 ème enquête mondiale sur les tendances de l'emploi réalisée auprès des clients du réseau de Cabinets de Recrutements Antal International
Drivers for Gig Economy and how freelancer platforms such as UpWork, Freelancer, and Toptal allow organisations to scale their workforce, be agile, and access high-quality talent at competitive cost.
Similar to Keynote NYC: Rise of the Super Recruiter (20)
Recruiting the Modern Job Seeker: What You Need to KnowJobvite
56% of recruiters are hurting for qualified candidates. Are you happy with your pipeline of quality candidates? Do you know what makes the qualified job seeker tick?
Join Jobvite's VP of Marketing, Matt Singer, and learn what’s driving the modern job seeker, what they want in a new position, and how to use this information to your recruiting advantage.
This presentation will highlight:
- How your location affects job seekers’ job outlooks
- Which benefits are most important to your candidates (besides $$)
- Where job seekers say they found their best and most satisfying jobs
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
7 Practical Solutions to Power Employee EngagementJobvite
Companies with engaged workforces vastly outperform those without, but only 32 percent of US employees are engaged—despite how many studies prove its importance. What prevents us from engaging employees, and are there practical solutions to improve engagement?
Join BambooHR and Jobvite as they deconstruct what an engaged team looks like, how to build one, and how to sustain one.
Key Benchmarks for the Recruiting Industry - Deconstructing the Recruiting Fu...Jobvite
A streamlined recruiting funnel could help you attract X% more quality hires.
By examining your entire hiring process from start to finish - Employment Branding, Sourcing, Candidate Experience, Candidate Selection, and finally, Insight - you will attract more quality applicants at a much lower cost.
Join Rachel Bitte, Chief People Officer at Jobvite and Chris Forman, CEO of Appcast, as they dive into the recruiting funnel and learn why a streamlined recruiting process is a must.
On November 5 at 1 pm ET/10 am PT, we’ll share:
Why employer branding is the first step in securing a positive application process
How to convert more job seekers to applicants by a deeper analysis of your job ads
Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI
Jobvite Summit'15 Chicago: Breakout Session - Social Recruiting UnpluggedJobvite
Jobvite Summit'15 Chicago - breakout session presented by Jobvite Andre Boulais and Megan Anderson of Schneider Electric - May 21, 2015. Social Recruiting Unplugged - Connecting, Captivating, and Capturing Passive Candidates. #JobviteSummit
Jobvite Summit'15 Chicago: Breakout Session: Do One Thing DifferentlyJobvite
Jobvite Summit'15 Chicago - breakout session presented by Jobvite's Brian Mannor - May 21, 2015. Do One Thing Differently. #JobviteSummit #JobviteSummitCHI
Jobvite Summit'15 Chicago: Breakout Session - Making Top Talent Come to YouJobvite
Jobvite Summit'15 Chicago - breakout session presented by Jobvite Andre Boulais and Megan Anderson of Schneider Electric - May 21, 2015. Making Top Talent Come to You. Sourcing Campaigns. #JobviteSummit
Jobvite Summit'15 Chicago: Breakout Session - Building a "Best Place to Work"...Jobvite
Jobvite Summit'15 Chicago - breakout session presented by Carlos Teran, Sr, Director of Product Management - May 21, 2015. Bulding a "Best Place to Work" Organization - The Recruiters Equation #JobviteSummit
Jobvite Summit'15 Keynote - Appcast.io CEO/Founder Chris FormanJobvite
Jobvite Summit'15 Chicago Keynote presented by Appcast.io CEO/Founder Chris Forman, May 21, 2015 Transform Your Recruiting Strategy Through Numbers. #JobviteSummit
Jobvite Summit'15 Chicago: Breakout Session - Video Interviewing: Your Secret...Jobvite
Jobvite Summit'15 Chicago - breakout session presented by Scott Mitchell of American Wedding Group - May 21, 2015. Video Interviewing: Your Secret Weapon to Better Recruiting Numbers. #JobviteSummit
SF Summit15 1B_Social_Recruiting_Unplugged_Boulais_5.8.15Jobvite
Summit'15 breakout session presented by Jobvite Andre Boulais and Tom Mack of PG&E - San Francisco, May 8, 2015. Social Recruiting Unplugged - Connecting, Captivating, and Capturing Passive Candidates.
4. 01/07
4%
6%
8%
10%
01/08 01/09 01/10 01/11 01/12 01/13 01/14 01/15
Job growth has improved leaps and
bounds since the downturn of 2007
Unemployment
rates by education
Less than HS
4 year college degree
Overall
unemployment rate
01/08
10%
15%
20%
5%
01/09 01/10 01/11 01/12 01/13 01/14 01/1501/07
5. The U.S. has returned as a global force:
GDP outpaces other countries
Change in Rate of GDP growth
Jan-10
1
0
-2
-3
Sep-10 May-11 Jan-12 Sep-12 May-13 Jan-14 Sep-14
-1
2
3
4
5
United States China Europe
6. The U.S. market
is pulling ahead
towards energy
independence
Total energy production and
consumption projection
1980 1990 2000 2013 2020 2030 2040
0
60
70
80
90
100
110
History Projections2013
~~
Consumption
Production
7. Welcome to the fast-paced, ever-changing
just-in-time economy
Job openings and employment seasonally adjusted, in thousands
2,500
3,500
4,000
Jan 10Jan 09Jan 08Jan 07Jan 06Jan 05
3,000
2,000
4,500
5,000
5,500
Jan 11 Jan 12 Jan 13 Jan 14 Jan 15
130,000
134,000
136,000
132,000
128,000
138,000
140,000
142,000
Job openings Employment
Source: Bureau of Labor Statistics, Current Employment Statistics and Job Openings and Labor Turnover Survey, April 7, 2015.
Note: Shaded area represents recession as determined by the National Bureau of Economic Research (NBER)
Recession
8. Which has contributed to the
rise of the disposable worker
Breakdown of GPD decline during last five recessions
Source: US Bureau of Economic Analysis; McKinsey Global Institute
-0.65 -0.53 -0.45 -0.27 -0.70
2007-200920011990-19911981-19821973-1975
Employment
Productivity
9. In a just-in-time economy
layoffs happen as fast as hires
Job cuts in the tech sector rose 77% in 2014
*Source: Washington Post, http://www.washingtonpost.com/blogs/on-leadership/wp/2015/01/28/the-biggest-mass-layoffs-of-the-past-two-decades/
Source: Bureau of Labor Statistics, http://data.bls.gov/timeseries/JTS00000000LDR
cut 18,000+
employees in 2014
cut 16,000
employees in 2014
cut 6,000
employees in 2014
cut 2,000
employees in 2014
10. Source: Challenger, Grey, and Christmas, Inc., http://www.challengergray.com/press/press-releases/2014-year-end-ceo-report-107-ceo-exits-
december-highest-yearly-total-2008
Leadership comes and
goes in the blink of an eye
2014 saw the largest number
of CEO changes since 2008
Average tenure of a departing S&P 500
company CEO has decreased in recent from
roughly 10 years in 2000 to 8.1 years in 2012
Ideal tenure for a CEO is 4.8 years
2009
2010
2011
2012
2013
1,500
1,400
1,300
1,200
1,100
Number of CEO Changes
?
12. the working age population is shrinking
driving a tightening of the market supply
Source: Deloitte Research, UN Population Division (http://esa.un.org/unpp/)
demographics (%)
200
100
0
-50
Mexico Brazil India China South
Korea
Australia Canada US Netherlands Spain France UK Russia Italy Japan Germany
1970 - 2010
2010 - 2050
PROBLEM 1:
SHRINKING
WORKFORCE
13. Source: Bureau of Labor StatisticsSource: Bureau of Labor Statistics
Less than High School 11%
High School 8%
Some College 11%
Associate Degree 18%
Bachelor’s Degree 12%
Master’s Degree 18%
Doctoral / Professional Degree 16%
jobs in future require education PROBLEM 2:
EDUCATION
% change employment 2012- 2022
14. Looking ahead, companies will face
stiff competition for top talent
Source: Bureau of Labor Statistics, http://www.bls.gov/careeroutlook/2014/spring/art01.pdf
2012
2022
Information
security analysts
75,100
102,500
36.48%
Operations
research analysts
73,200
92,700
26.64%
Statisticians
27,600
34,900
26.45%
24,600
Biomedical
engineers
19,400
26.80%
Actuaries
24,300
30,600
25.93%
Computer
systems
analysts
520,600
648,400
24.55%
Software developers,
applications
613,000
752,900
22.82%
Mathematicians
3,500
4,300
22.86%
Software
developers, systems
software
405,000
487,800
20.44%
Petroleum
engineers
38,500
48,400
25.71%% Increase
15. Source:
Brookings
InsDtute,
h-p://www.brookings.edu/research/interacDves/2014/job-‐vacancies-‐and-‐stem-‐skills#/M10420
There is already a severe shortage for skilled talent.
That means companies face stiff competition
STEM
vacancies take
2x as long to
fill
STEM ads
last 50 days
4 million job
vacancies in
computer science
16. Source: The White House: https://www.whitehouse.gov/issues/technology/techhire
Obama’s tech
training initiative
Immigration reform
Policies are challenging the status quo of
the American economy and the job market
17. Welcome to the reality of the real-time economy
where technologies are redefining the
very nature of modern work
Transforming companies, industries
and the nature of work
Social
Big Data
Applying
Algorithm…
IoTMobile
18. Source: Henry Siu and Nir Jaimovich for Third Way – WSJ.com
Jan
68
Jan
70
Jan
72
Jan
74
Jan
76
Jan
78
Jan
80
Jan
82
Jan
84
Jan
86
Jan
88
Jan
90
Jan
92
Jan
94
Jan
96
Jan
98
Jan
00
Jan
02
Jan
04
Jan
06
Jan
08
Jan
10
Jan
12
Jan
14
35%
33%
31%
29%
27%
25%
Recession
It’s a two-tiered
labor market.
For many,
routine jobs
are being
eliminated
Share of the
population age 16
and over employed
in jobs that involve
primarily routine
tasks
19. doctoral degree
professional degree
master´s degree
bachelor´s degree
associate´s degree
some college, no degree
high school diploma
less than a high school diploma
all workers 5% all workers $839
unemployment
rate in 2014 (%)
2.1
1.9
2.8
3.5
4.5
6.0
6.0
9.0
median weekly
earnings in 2014 ($)
1,591
1,639
1,326
1,101
792
741
668
488
PROBLEM 3:
SHORTAGE OF
SKILLED
LABOR
“Net net”: We have a severe shortage in the skilled
labor market resulting in increased competition for
new hires
education pays
Note: Data are for persons age 25 and over. Earnings are for full-time wage and salary workers
Source: Bureau of Labor Statistics, Current Population Survey
20. on average, millennials will hold
15-20 jobs in their career
Source: www.fastcompany.com/magazine/162/average-time-spent-at-job-4-years
6.2
Number of jobs the
average millennial
holds between
18 and 26
3 yrsCalifornians
and
millennials
4.6 yrsin the U.S.
18 mostartup engineer
PROBLEM 4:
EMERGENCE
OF JOB
SHOPPERS
median tenure in current job:
21. Besides death and taxes…churn is the only
guarantee
Source: Quartz, http://qz.com/359578/more-americans-are-quitting-their-jobs-and-thats-a-good-thing/
Source: 2015 Job Seeker Nation Survey, http://www.jobvite.com/wp-content/uploads/2015/01/
jobvite_jobseeker_nation_2015.pdf
The US quit rate as a percentage of the labor force
2.8%
2.6
2.4
2.2
2.0
1.8
1.6
1.4
1.2
‘01 ‘02 ‘03 ‘04 ‘05 ‘06 ‘07 ‘08 ‘09 ‘10 ‘11 ‘12 ‘13 ‘14 ‘15
22. and this comes with new standards
We are living working and interacting in a new, real-time world
23. A new standard
Employees are in
the driver’s seat
Skilled workers have options.
What are you doing to compete?
61%
Compensation
21%
Company Culture
35%
Growth
Opportunities
38%
Work/Life Balance
Source: http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf
59%
Modern Technology
24. A new standardA new standard
Compensation is expected to
align with market value
25. We expect more from
technology at home and in the
workplace
A new standard
27. Coursera has partnered with
companies to create employee
training and development programs.
A new standard
Source: Forbes: http://www.forbes.com/sites/georgeanders/2014/08/20/courseras-new-goal-teaching-at-firms-such-as-mastercard/
Learning is a lifelong pursuit
LinkedIn acquired Lynda.com
28. Stan Slap
Brand Strategist and CEO of Slap
You don't have to fear your
own company being
perceived as human. You
want it. People don't trust
companies; they trust people
”
“
A new standard
Values are essential
”Millenials believe the business ethos has too short-term a focus. Beyond that, millennials believe companies
should spend less time on short-time roles and more time on broadly building contributions to society, more
time focusing on their people,” Deloitte Global Chairman Steve Almond
29. What does it take to thrive
in a real-time economy?
talent
revenue
30. Continuously finding the best people
you possibly can for today – and tomorrow…
“You must build talent for the digital organization of 2020 NOW. Not
just the digital technology organization, but the whole enterprise.”
Gartner Top 10 Strategic Predictions for 2015 and Beyond: Digital Business Is Driving 'Big Change' Published: 4 October 2014
41. HR FUNCTION OR
PROCESS
PROFIT
GROWTH
PROFIT
MARGIN
TOTAL
IMPROVEMENT
Recruiting 3.5x 2.0x 5.5
On-boarding and retention 2.5x 1.9x 4.4
Managing talent 2.2x 1.9x 4.4
Employer branding 2.4x 2.1x 4.3
Performance management
and rewards
2.1x 2.0x 4.1
Developing leadership 2.1x 1.8x 3.9
Mastering HR process 1.8 1.8 3.6
Global people
management and global
expansion
1.8 1.7 3.5
Enchancing employee
engagement
1.8 1.6 3.4
Providing shared services
and outsourcing
1.6 1.7 3.3
Recruiting is the most
critical HR function
delivering 40% more
profit growth than
next HR function
Source: Boston Consulting Group, “Realizing the Value of People Management; From Capability to Profitability”,
August 2, 2012
43. You & Jobvite
are working hard…and it’s working!
35%
of U.S. Job
Seekers use
Jobvite
Millions
of Candidate
referrals
Visitors from
202
Countries
Growing
Databases of
Prospects
and Job
Seekers
Faster time
to hire than
the industry
standard
44. to support you
We are committed
every step of the way
Employment Brand
Sourcing
Candidate Experience
Candidate Selection
Insight