Global Talent Shortages and How HR Will Evolve to Manage Them

MANPOWERGROUP INTERVIEWED OVER 37,000 EMPLOYERS IN 42 COUNTRIES AND TERRITORIES TO DETERMINE:

• How much difficulty are employers having filling jobs?

• Which jobs are the most difficult to fill? • Why are those jobs difficult to fill? • What impact are talent shortages having on

organizations and their ability to meet client needs?

• What strategies are being pursued to overcome these difficulties?

Overview

Top 10 Jobs Employers are Having Difficulty Filling

The Impact on Meeting Client Needs

Companies continue to see talent as a key driver to meet business objectives. The most common impact reported by companies is on:

• reduced ability to serve clients • reduced competitiveness and

productivity • increased staff turnover • negative impact on employee

engagement, innovation and creativity.

Impact on Meeting Client Needs

Impact Talent Shortages Have on Organizations

How Companies Are Working to Overcome Talent Shortage ManpowerGroup also asked hiring managers around the world which strategies, if any, they are using to overcome talent shortages.

Findings

• In 2013 one in five global employers are still not pursuing strategies to address talent shortages.

• The HR profession is rapidly changing and expanding, new areas of expertise are required to drive business results

• 3 distinct roles HR must play to help organizations succeed:

1. HR as Supply and Demand Experts 2. HR as Marketers 3. HR as Designers

The Evolving Role of HR Leaders

The Evolving Role of Human Resources • Macroeconomic forces continue to decrease

margins, making organizations need more innovative and productive workforces.

• In order to meet these demands, companies must:

access mobilize optimize and unleash the human potential of

their workforce. • To achieve this, HR professionals must adopt

three critical roles.

Supply and Demand Experts

• Supply and Demand Experts: HR leaders must provide market intelligence supported by relevant data, understanding their internal and external talent supply and how forces are shaping the availability of required skills.

HR as Supply and Demand Experts

Marketers

Marketers: In a world of talent shortages, HR’s role has expanded to include attracting and retaining customers (i.e., talent), in the same way that marketers segment and target consumers of the company’s products and services.

HR as Marketers

Designers

Designers: A different way of thinking is required to cultivate communities of work and balance the employment mix to include contingent, fully outsourced, partially retired and other workers.

HR as Designers

• Restructure work to unleash potential.

• Consider the intended outcomes of work, reimagine work models .

• Structuring work innovatively to include various models from traditional to strategic, to attract skilled talent.

Bridging the Talent Gap

In the Human Age, the key to a company’s

ability to quickly and effectively adapt to

change depends on HR professionals.

Here are some questions to consider.

WORK MODELS

• What work models should we use?

• How can we leverage the talent ecosystem to drive

productivity and innovation?

• How do we manage a diverse and virtual workplace?

PEOPLE PRACTICES

• What new practices will we need in order to attract, develop

and retain the talent we need?

• How do you manage “one-size-fits-one” practices?

• How do you shift from HR practices to people practices?

TALENT SOURCES

• Do we know all of our talent supply options?

• How can we optimize the talent we have?

• What talent strategies can we deploy to reach under tapped

and untapped talent pools?

Thank you!

Q&A

2014 Talent Shortage Survey Global Highlights

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About the Talent Shortage Survey

• Ninth year

• Over 37,000 employers

• 42 countries and territories

• Research conducted in Quarter 1 2014

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Employers were asked: • How much difficulty have employers experienced in their

effort to fill jobs?

• What are the most difficult-to-fill jobs?

• What impact talent shortages have on their ability to meet

client needs?

• What impact talent shortages have on their organization?

• Why jobs are hard to fill?

• What strategies are being pursued to overcome these

difficulties?

Global Results

Top 10 jobs employers have difficulty filling 1. Skilled Trade Workers

2. Engineers

3. Technicians

4. Sales Representatives

5. Accounting & Finance Staff

6. Management/Executives

7. Sales Managers

8. IT Staff

9. Administrative Assistants & Office Support Staff

10. Drivers

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Global Results

Proportion having difficulty filling jobs

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Global Results

Proportion of

employers

reporting

difficulty

filling jobs

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Global Results

Biggest

changes from

2013 to 2014

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Global Results

The effect talent shortages have on

an organization

Global Results

How are employers responding to the

challenge of the talent shortage?

Global Results

Overcoming the talent shortage:

People Practices

Global Results

Overcoming the talent shortage:

Talent Sources

Global Results

Overcoming the talent shortage:

Work Models