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THE FUTURE OF WORK Its impact on our industry Its impact on our industry Presented by Kevin Wheeler Job Board Summit - North America.

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Presentation on theme: "THE FUTURE OF WORK Its impact on our industry Its impact on our industry Presented by Kevin Wheeler Job Board Summit - North America."— Presentation transcript:

1 THE FUTURE OF WORK Its impact on our industry Its impact on our industry Presented by Kevin Wheeler Job Board Summit - North America

2 Two Worlds Colliding Choice Flexibility Opportunity Pay for performance Free Agent Security Career path Predictable income Camaraderie Traditionalist 2 © 2013, Future of Talent Institute

3 Trends in Population Growth Worldwide Population Increase and Growth Rate, Five-Year Periods Millions Percent increase per year Source: United Nations, World Population Prospects: The 2002 Revision (medium scenario), © 2013, Future of Talent Institute

4 Source: UN Population Forecast, 2001 revision Urban Rural Millions Urban Population will Grow 4 © 2013, Future of Talent Institute

5 Everyone an Entrepreneur Urban, Healthier, Older, better educated Automation & Robotizing of many traditional jobs. Work ? Sustainability Just enough Values Simplicity Fun Openness Rise of Career Mosaics Firms specializing in management, scientific and technology fields will grow 83% by Home Healthcare +46% Elderly care +76% by Fewer marriages, Fewer kids Less home ownership Work/Life/Play intertwined More free time GUIDING PRINCIPLE: Deliberate CHOICE rather than social pressure. 5 © 2013, Future of Talent Institute

6 Collaboration 6 or crowdsourcing A way to... –Do complex,ambiguousmulticulturalwork –Do complex, ambiguous, multicultural work –Find scarce talent –Seek multidisciplinary ideas –Open, transparent, fosters innovation © 2013, Future of Talent Institute

7 Collaborating to Find Scarce Talent Candidates source Candidates Employees source Candidates –Referral networks Online communities Twitter & other social media 7 © 2013, Future of Talent Institute

8 8 New Organizational Structure Emerge CORE EMPLOYEES TRUSTED PARTNERS PART-TIME & TEMPS CONSULTANTS CUSTOMERS CONTRACTORS Twentieth century organizations were designed for production and volume, not innovation and change. Hierarchy inhibits innovation and change. Lower cash investment needed Smaller, Leaner, networked Firms Fun, satisfying, meaningful Lower cost structure Collaboration & partnerships Flexible, nimble, lean We work in hierarchy, structure, rules. Cannot respond quickly enough to change Slow, inflexible © 2013, Future of Talent Institute

9 9 Workers will choose projects, not organizations, and will often follow a project leader from gig to gig. A Snapshot of the “Typical” Employee of 2024 They will expect to work wherever they like most of the time. They will not want or need to come to a physical office. Pictures and video will replace a significant amount of written communication. Much work will be done on mobile devices and several employees will collaborate virtually. A typical employee will be a member of Gen Y, the youngest being ~ 30 and the oldest in their early 40s. The majority will have 2 or more income sources, work part-time or as a contractor, or both. © 2013, Future of Talent Institute

10 Robotics, Automation & Work General Motors had almost 600,000 employees in 1960 and built around 2 million vehicles. Today it has 200,000 employees and builds over 9 million vehicles each year. This is a common story among manufacturers everywhere. Meet Baxter Robots are rapidly replacing workers or reducing the amount of work they have to do. Replacement: Robots take over Augmentation: Working WITH robots Re-education: Learning unique new skills Uniqueness: Doing what robots cannot do 10 © 2013, Future of Talent Institute

11 Conflicting Worlds WHENEVER -Batch processing -Lag between start & finish -Complex World -Fundamental Assumption: Past & Future similar NOW -Streaming -No Lag between start & finish -Chaotic World -Fundamental Assumption: Past & Future different 11 © 2013, Future of Talent Institute

12 12 GOAL: Finding Information in the Noise We are overwhelmed with words, pictures, numbers, videos. Patterns are harder and harder to see. Candidates are elusive – jobs are changing. Social media has become “the cocktail party from hell, with the flood of information jeopardizing meaning.” -Maureen Down 99% of information is noise.99% of information is noise. 12 © 2013, Future of Talent Institute

13 Resume Social Network Web Info Social Network Tweets Resumes Database 13 © 2013, Future of Talent Institute

14 Data Scientist 14 “the sexiest job in the 21st century” -Harvard Business Review 14 © 2013, Future of Talent Institute

15 Drawing Useful Information from Data 15 "The Web is your CV and social networks are your references." Candidates will have no need for formal resume/CV Search = structured + static + unstructured + streaming + aggregated data. 15 © 2013, Future of Talent Institute

16 16 What Does This Mean For Us? © 2013, Future of Talent Institute

17 Social Influence Becomes Important 17 © 2013, Future of Talent Institute 17

18 Four most important tools for Dynamic, streaming, cheap © 2013, Future of Talent Institute 18

19 DOMINANCE OF 19 ASSESSMENT MARKETING RELATIONSHIP SOURCING EDUCATION ENGAGEMENT © 2013, Future of Talent Institute

20 Gamification Seamless User Interfaces Apps Candidates & Hiring Managers are Center MicroXctions Mobile Grows Exponentially © 2013, Future of Talent Institute 20

21 Rise of Global RPO More recruiting will be outsourced as corporations contain costs, drive QUALITY, and decrease in size. CORP COORDINATORS & STRATEGIC RECRUITERS RPO & Specialized Services Agencies, Consultants 21 © 2013, Future of Talent Institute

22 Move away from detailed/text-based job descriptions 22 © 2013, Future of Talent Institute

23 Recruiting becomes a DYNAMIC, Realtime, all-the-time, process Of scanning, analyzing, and assessing for... Jobs that are DYNAMIC, evolving, global and highly varied. © 2013, Future of Talent Institute 23

24 © 2013, Future of Talent Institute Kevin Wheeler Founder & Chairman Get in touch with us for executive briefings or workshops or to learn more about our white papers and regional Retreats.


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