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

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
2
Source: http://www.mckinsey.com/insights/employment_and_growth/the_world_at_work

Conflicting Worlds. . .
Make all the Difference for HR
Serial Processing
Planning
Mindset: permanence
Complicated world
Past & future similar
Whenever
Real time processing/Streaming
Intuition
Mindset: all is transitory
Chaotic World
Past & Future different
Now
3

Rise of Career Mosaics
Entrepreneurial Mindset Dominates
GUIDING PRINCIPLE:
Deliberate CHOICE
rather than social
pressure.
4
DEFINE SUCCESS
EMBRACE TRAIL & ERROR
DISCOVER YOUR STRENGTHS

The Augmented Individual
Internet &
software are
augmenting
the human
mind
The “Engine” of the 21st Century
5
“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.
6
Capital is substituting for Labour

7
What’s the
Probability
YOUR Job
will be
Automated?
HIGHLYLIKELYNOTLIKELY

Beyond Words
Video,Texting,IM,Twitter
Shift away from lengthy discourse
wordstocontext
Changing nature of communication
“People of the Screen”
8

“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
9

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.
10
Firms will need people
with broad, diverse
skills who can learn
quickly,

11

Agile Recruiting Becomes Vital
Ability 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.

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.
14

15

16
Social Media Influence
16

Candidates & Hiring Managers are Center
Mobile Grows Exponentially
17

The rise of mobile
“23% of all
Google
searches
that contain
the word
„job‟ come
from mobile
devices.”
http://www.socialtalent.co/resources
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/PI
P_E-reading_011614.pdf

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

Candidates will Showcase Their Skills
20

Assessment will go Automated
21

Sourcing will be about
drawing information from
candidate data22
Search will be composed of a mix of structured and
unstructured, aggregated and integrated data,
streaming and static data.

Big Data Sourcing Tools
23

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

25

Jobs that are DYNAMIC,
evolving, global and highly
varied.

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
27

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.
28

www.futureoftalent.org
Kevin Wheeler
Founder & Chairman
kwheeler@futureoftalent.org
Follow me on Twitter: @kwheeler
29

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

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