Future of Talent by Kevin Wheeler (presentatie 14 april 2014)

© 2014, Future of Talent Institute

NRC Carriere | The Netherlands April 2014

Presented by Kevin Wheeler

Future of Talent Trends 2014 & Beyond

© 2014, Future of Talent Institute2

38-40 million fewer workers with a college/postgraduate degree than needed. 13% more demand than supply.45 million too few workers with secondary education. 15% fewer than needed.90-95 million low-skill workers (without college or secondary education) than employers will need. 11% oversupply.

State of Global Labour Supply

Source: http://www.mckinsey.com/insights/employment_and_growth/the_world_at_work


Conflicting Worlds. . .Make all the Difference for HR

Serial ProcessingPlanningMindset: permanenceComplicated worldPast & future similar

Whenever

Real time processing/StreamingIntuitionMindset: all is transitoryChaotic WorldPast & Future different

Now

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Rise of Career Mosaics

Sustainability

Just enoughValues

Spirituality

FunOpenness

Meaning

Entrepreneurial Mindset Dominates

GUIDING PRINCIPLE: Deliberate CHOICE rather than social pressure.

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Yahoo survey shows 60% of

Americans unhappy with

career choice

DEFINE SUCCESSEMBRACE TRAIL & ERROR

DISCOVER YOUR STRENGTHS


The Augmented Individual

Internet & software are augmenting the human mind

The “Engine” of the 21st Century

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“Every experience is being mediated and conceived around how it can be captured and augmented by our devices." Mathias Crawford, Stanford University


Social Power of Automation & Robotics

-McKinsey Global Institute.

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Capital is substituting for Labour


What’s the Probability YOUR Job will be Automated? H

IGH

LY LIKELYNOT LIKELY


Beyond WordsVideo, Texting, IM

, Twitter

Shift away from lengthy discourse

wor

ds to

con

text

Changing nature of communication

“People of the Screen”

Video/Images dominates: Netflix, YouTube, Instagram

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“Employees will work in more decentralized, specialized firms, and employer-employee relationships will become less standardized and more individualized.” -Rand Report, Future Work Trends, 2004

Lower cash investment needed

Smaller, Leaner, networked Firms

Fun, satisfying, meaningful

Lower cost structure

-Collaborative partnerships-Virtual organizations-Co-work

New Ways of Organizing Work

Core Employees

Core Employees

Partners

Consultants

Customers

Suppliers

Temps

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The industrial age separated people, organized them into functions and silos that actually prohibited sharing and, hence, in many ways inhibited invention and innovation.

New organizational structures are emerging.

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Firms will need people with broad, diverse skills who can learn quickly,


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Recruiting Trends


Agile Recruiting Becomes VitalAbility to meet client needs as

fast as (or faster than)

expectations.

Systems built for flexibility

and quick change.

Proactive sourcing – able to anticipate

market direction.

Capable of quickly assessing

candidates through

automated tools.

Lower costs; remain

profitable.

AGILE RECRUITING


Market Knowledge Drive Profits

SUPPLY TIMEDEMAND MONEY

Economy, Demographics, Workforce, Workplace

Hot Jobs, Hot Sources, Hot Clients


Social Media is key to candidate awareness and engagement.

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Social Media Influence

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Gamification

Seamless User Interfaces

Apps

Candidates & Hiring Managers are Center

MicroXctions

Mobile Grows Exponentially

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The rise of mobile

“23% of all Google

searches that contain

the word ‘job’ come

from mobile devices.”

http

://ww

w.so

cialta

lent

.co/

reso

urce

s

In a survey from Glassdoor, 89% of employees who admit they’ll look for a new job in the next year say their mobile device is an important tool and resource for their job search.

55% of adults have a smartphone.http://pewinternet.org/~/media//Files/Reports/2014/PIP_E-reading_011614.pdf

http://www.socialtalent.co/resources/?p=7282


Employers will make decisions about candidates based on everything about them on the web.


Candidates will Showcase Their Skills

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Assessment will go Automated

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Sourcing will be about drawing information from candidate data

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”The web is your CV and social networks are

your references.”

Search will be composed of a mix of structured and unstructured, aggregated and integrated data, streaming and static data.


Big Data Sourcing Tools


What’s Possible in 3-5 Years?

Aggregation and Intelligent Analysis of multiple, seemingly unrelated datasets.Access to vast amounts of unstructured data.Ranking of quality/trustworthiness/and other factors based on recorded behaviors.Ability to prescribe who would best fit a need based on multiple past searches and probability analysis.Includes video and audio data


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Recruiting becomes a DYNAMIC, all-the-

time, process of scanning, analyzing,

and assessing for. . .

Using…. -Social Networks -Collaborative sourcing -Assessment Games -Job Previews -Analytics -Crowd Assessment

Jobs that are DYNAMIC, evolving, global and highlyvaried.


Typical Worker 2020-2024• Half of workforce Typical workers is 35. Has

never had a “normal” job or has had one briefly.

Valued by network with strong social influence scores and endorsements.

• Finds work via skills marketplaces, peer networks, collaboration, social media.

• Recruiting is about matching, fit, “now needs,” “now fulfillment.”

• Mobile, wearable tools abound

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Typical Worker 2020-2024

• Cycles between projects & longer term contracts.

• Expects to be guided by process and goals, not a manager.

• Self-learning dominates.

• Measure of success is peer respect, goal achievement (performance), and flexibility.

• Performance measured by social media, web presence, peer comments, analysis of work output.

• Workplace may be anywhere - mobile/fixed/remote/virtual.

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www.futureoftalent.org

Kevin WheelerFounder & Chairman

[email protected]

Follow me on Twitter: @kwheeler

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