The document discusses the challenges and strategies in talent acquisition as outlined in the Boston Consulting Group's report on global workforce demographics for 2030. It highlights factors such as baby boomer retirement and disruptive technology contributing to a demographic crisis, as well as the importance of employer branding and employee value propositions in attracting talent. Key challenges include poorly defined roles, lengthy hiring processes, and ineffective candidate induction, underscoring the need for companies to improve their recruitment strategies to navigate these demographic changes.

1. Talent Acquisition
The Customer Perspective
25 February 2016

2. Global Workforce Demographics
2030 Report: Boston Consulting Group
By the year 2030, in the 15 leading industrial nations of the world,
there is the real danger of a demographic “perfect storm”.
It will be caused by:
• Baby boomer retirement
• Generation x, y and the “millennials” leaving corporate life or not joining
in the first place
• Disruptive technology
• Inability of companies to keep their workforces suitably educated
• Poor Diversity and Inclusion strategies
• A breakdown of the historical employer/employee psychological contract.
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3. Labour Supply 2030

4. Talent Acquisition Assignment
A talent acquisition assignment should be defined as being from
the point that the assignment is formally authorised to one year
after the successful candidate has been in the company.
Peter Wright
February 2016

5. Talent Acquisition Process
• Identification and authorisation of vacancy
• Who is going to oversee the process
• Identification of those to be involved in the process
• Means of going to market
• Initial impact
• Interview/selection process
• Offer letter -> start date stage
• First 90 days – including induction
• Remainder of first year in the company
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6. Three Main Tools Available to You
• Employer Brand
• Employee Value Proposition
• Employee Engagement Process
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7. Employer Brand
• It is a tough market and it is going to get tougher.
• Your brand must say something about your company
that is distinctive and separates you from others.
• Your points of differentiation have to be current,
relevant and capable of being delivered.
7

8. A Global Branding Strategy?
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9. What makes an Employee Value Proposition?
Espoused
Organizational
Values
Tangible
Organizational
Intangible
Individual
The Job
• Degree of autonomy
• Level of authority
• Formal recognition
• Personal Development
• Work/ life balance
The Package
• Pay & Benefits
• Role Definition
• Job Content
• Nature of work Organizational Processes
• Informal/ formal
• Physical environment
• Career opportunities
• Social events
• Training
Profile
• Growth
•Financials
•Reputation
• Product/ service brand
•Major successes
• History
• Size
Working Experience
• Role Clarity
•Perceived worth
• Relationship with manager
•Respect for colleagues
• Ability to be oneself
• Diversity
Social Systems
• Friendships
• Informal recognition
Conviction
• Belief in purpose
• Making a difference
• Confidence in organization
Leadership Style
• Respected Behaviours
•Politics
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10. Blueprint – EVP Development snapshot
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11. Most Like Us
(Authentic/Credible)
✔ ✖ ?
Professional
Socially Responsible
Stability
Flexibility
Effective
Communication
Friendly & Supportive
Colleagues
Honesty
Career Opportunity
Challenge
Fulfillment
High Calibre People
Personal Development
Respect
Not Sure (At Our Best /
Momentum Builders
✔ ✖ ?
Technical Experience
Global Mobility
Networked
Fairness (to people)
Scope for Personal
Initiative
Work Life Balance
Collaboration
Fun
Meritocracy
Customer Focus
Growth Focus
Not Like Us (Wishful
Thinking?)
✔ ✖ ?
Learning Culture
Accountability
Diversity
Dynamism
Bravery
Fast Pace
Openness
Simple
The current working experience

12. Talent Acquisition Process - Challenges
• Poorly conceived role or assignment – 40% of all executive
search assignments are cancelled by the company.
• External agency used to help company and starts
contacting people when they have insufficient answers.
• The process takes 180 days when it could be done in half
that time.
• The “Predictors” used have not been structured
appropriately.
• Companies “drop the ball” at job offer stage.
• “Induction” should take a year – candidates are not
successfully handed over.
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13. MEN WANTED
Men wanted for hazardous journey,
small wages, bitter cold, long months
of complete darkness, constant danger,
safe return doubtful, honour and
recognition in case of success….

14. Advertisement placed by Sir Ernest Shackleton,1906
prior to his South Pole expedition

15. Accuracy of Predictors
1.0
0.9
0.8
0.7
0.6
0.5
0.4
0.3
0.2
0.1
0
-0.1
Perfect prediction
Assessment centers (promotion)
Ability tests
Work sample tests
‘Situational’ interviews/criteria-based interviews
Assessment centers (performance)
Bio-data, personality tests
Interviews
References
Astrology
Graphology
Chance Prediction
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16. Channels to the candidate to promote your
Talent brand
47% 49%
61%
76%
0%
10%
20%
30%
40%
50%
60%
70%
80%
General Social
Media
Word of Mouth Social Professional
Networks
Company Website
16 Source: LinkedIn Global Talent Report, 2015

17. “Customer Interaction”
• Every time you contact someone on behalf of your
company one of 3 things will happen:
–the customer will be delighted
–the customer will feel indifferent about the experience
–the customer will be upset
Only one of those outcomes is a good one for your
company.
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