Mpg 2014 talentshortagewebinr_final071514

2014 Talent Shortage Trends
Understanding the Challenges
Tom Becker
Vice President of Recruiting
North America
July 18, 2014

ManpowerGroup
Meet today’s presenter
2Friday, July 18, 2014
2014 Talent Shortage Survey Results
#TalentShortage
Tom Becker
@TomBecker
Vice President of Recruiting
North America
tom.becker@manpowergroup.com
Tweet along with Tom!
#TalentShortage and @TomBecker

ManpowerGroup
What we’ll cover today
2014 Talent Shortage survey results
Top 10 hardest jobs to fill
Why employers are having difficulty filling positions and
strategies to overcome the talent shortage
Recruiting strategies you can pursue
Job search tools you can leverage
3
Friday, July 18, 2014
#TalentShortage
1
2
3
4

ManpowerGroup 4Friday, July 18, 2014
ManpowerGroupTM is the world leader in innovative workforce solutions. We leverage our global
reach and local expertise of tens of thousands of people across more than 80 countries, making
it possible for businesses to access the talent they need when they need it.
ManpowerGroupTM Solutions provides clients with human resources outsourcing services
primarily in the areas of large-scale recruiting and outcome-based workforce-intensive
initiatives, thereby sharing in the risk and reward with our clients.
ExperisTM is the global leader in professional resourcing and project-based workforce solutions.
With operations in more than 50 countries, we deliver 53 million hours of professional talent
specializing in IT, Finance and Engineering to accelerate clients’ businesses each year.
Right Management® is the global leader in talent and career management workforce solutions.
Through our innovative and proprietary process, we leverage our expertise to successfully
increase productivity and optimize business performance.
Manpower® is the global leader in contingent and permanent recruitment workforce solutions.
We provide the personal flexibility and agility businesses need with a continuum of
staffing solutions.
#TalentShortage

ManpowerGroup
2014 Talent Shortage survey results
Top 10 hardest jobs to fill1

ManpowerGroup
Polling Question #1
How much difficulty are you currently having filling key
positions due to lack of available talent?
A. Significant difficulty
B. Some difficulty
C. No difficulty
D. Unsure/not responsible for hiring
#TalentShortage

ManpowerGroup
U.S. Employers struggle to fill jobs
The survey revealed more than 1 in 3 U.S. employers report they are
experiencing difficulty filling jobs due to a lack of available talent.
#TalentShortage
14%
19%
22%
41%
31% 30% 31%
34% 34%
40%
Global
U.S.
44%
41%
52%
49%
39%
60%
40%
20%
0%
2006 2007 2008 2009 2010 2011 2012 2013 2014
Percentage of U.S. Employers Having Difficulty Filling Jobs
35%
40%
36%
Source: ManpowerGroup 2014 U.S. Talent Shortage Survey

ManpowerGroup
U.S. Hardest Jobs to Fill

ManpowerGroup
Jobs employers are having difficulty filling in 2014
10 Hardest Jobs to Fill
#TalentShortage

ManpowerGroup
Hardest to Fill Jobs – year-over-year comparison
2014
#TalentShortage
2013

ManpowerGroup
Skilled Trades
#1 on the hardest jobs to fill list since 2010
• Includes:
– Mechanics
– Electricians
– Tool & die makers / machinists
– Welders
– Bricklayers / Masons
– Plasters / tilers / painters
– Plumbers
– Roofers
– Carpenters / joiners / cabinet makers
#TalentShortage

ManpowerGroup
Accounting & Finance Staff
#6 on the hardest jobs to fill list
• Highest in-demand Accounting
& Finance staff:
– Certified accountants
– Book keepers
– Accountants / financial controllers
– Auditors
– Financial analysts
– Tax specialists
#TalentShortage

ManpowerGroup
IT Staff
#8 on the hardest jobs to fill list
• Highest in-demand IT staff:
– Systems experts:
analysts, consultants, engineers,
security experts, systems experts
– Software experts:
developers, programmers
– IT managers, project managers, directors
– IT operators and technicians
#TalentShortage

ManpowerGroup
Polling Question #2
Are you surprised by any of the jobs on the top 10 list?
A. Yes, extremely
B. Yes, somewhat
C. Yes, a little
D. No, not at all
#TalentShortage

ManpowerGroup
Why employers are having difficulty
filling positions and strategies to
overcome the talent shortage
2

ManpowerGroup
Why are employers having difficulty filling jobs?
#TalentShortage
24%
2014
2013
0% 20% 40% 60%
Reasons Why U.S. Employers Are Having Difficulty Filling Jobs
Lack of technical
competencies (hard skills)
Lack of workplace
competencies (soft skills)
Lack of available
applicants/no applicants
Looking for more
pay than is offered
Lack of experience
25%
27%
30%
32%
36%
33%
39%
48%
47%

ManpowerGroup
How are employers addressing talent shortages?
#TalentShortage
0% 10% 20% 30% 40% 50% 60%
Strategies U.S. Employers Use to Overcome Talent Shortages
Adopting
non-traditional
people practices
45%
Exploring new
talent sources
Implementing
alternative
work models
44%
48%

ManpowerGroup
Employers are adopting new people practices
#TalentShortage
0% 5% 10% 15% 20% 25%
Top Ways U.S Employers Are Adopting Non-traditional Practices
Providing additional training and
development to existing staff
20%
14%
22%
13%
Redefining qualifying criteria
to include people without
formal qualifications
Increasing starting salaries
Utilizing new recruiting
practices in response to
workforce strategy challenges
Providing clear career
development opportunities to
applicants during recruitment
12%

ManpowerGroup
Employers are using modified work models
#TalentShortage
0% 5% 10% 15% 20% 25%
Ways U.S. Employers Are Using Modified Work Models
Increasing the focus on
improving our talent pipeline
15%
12%
20%
12%
Offering more flexible
work arrangements
Redesigning current work
procedures (e.g. sharing
work assignments)
Integrating contingent
workers into the process
Providing virtual
work options
8%

ManpowerGroup
Employers are seeking new talent sources
#TalentShortage
0% 5% 10% 15% 20% 25% 30%
Ways U.S Employers Are Exploring New Talent Sources
Adapting talent sourcing
to recruit more
untapped talent pools
Appointing people who don’t
have the skills currently, but do
have potential to learn and grow
Partnering with educational
institutions to align
curriculum to talent needs
25%
26%
13%

ManpowerGroup
Talent shortage impact
#TalentShortage
0% 5% 10% 15% 20% 25% 30% 35% 40%
Level of Impact Talent Shortage Has On Employers’ Ability to Meet Client Needs
High Impact
39%
29%
17%
12%
Medium Impact
Low Impact
No Impact
Don’t Know 2%

ManpowerGroup
How the talent shortage impacts employers
#TalentShortage
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
How Talent Shortages/Skill Gaps Are Most Likely To Impact Employers
Reduced ability
to serve clients
37%
31%
45%
Reduced competitiveness/
productivity
Increased employee
turnover
Lower employee
engagement/morale
Reduced innovation
and creativity
20%
Higher
compensation costs
27%
31%

ManpowerGroup
Recruiting strategies you can pursue3

ManpowerGroup
The Evolving Role of Human Resources
#TalentShortage

ManpowerGroup
Sourcing channels
• Referrals
• Career site
• Job boards
• Direct source
• College recruiting
• Rehires
• 3rd party
• Social media
• Print
• Temp/contract-to-hire
#TalentShortage

ManpowerGroup
Top Sourcing Methods
According to you…
#TalentShortage
Source: ManpowerGroup 2014 U.S. Talent Shortage Pre-Webinar Survey
42.35%
38.68%
11.32%
2.21%
1.32% 1.03%
.88% .88% .59% .59%
.15%
Partnering with a talent resourcing firm
Social media (i.e. linkedin facebook)
Search large job board sites
Intern program
Ad hoc referrals
Other
Formal internal referral program
Campus recruiting
Advertise in local print media
Advertise in digital media
Search niche job board sites
Social media (i.e. LinkedIn, Facebook)

ManpowerGroup
Additional strategies you can pursue
1. Recruit passive candidates
2. Cast a wider net by recruiting in different industries / broaden search
outside of local region / broaden search outside of the country
3. Bring retired employees back part-time to work and train
4. Focus more on staff retention
5. Change recruitment strategies
6. Provide training and development to new and existing staff
to fill vacancies
7. Partner with educational institutions to create curriculum
aligned to talent needs
8. Offer mentor or intern programs
#TalentShortage

ManpowerGroup
Additional strategies you can pursue (continued)
9. Increase focus on improving talent pipeline
10. Increase starting salaries
11. Enhance benefits packages, including signing bonuses
12. Create an interim or stretch roles for best fit internal employees
13. Provide clear career development opportunities to applicants
during recruitment
14. Provide virtual work approaches for applicants
15. In addition to traditional permanent roles, consider providing
consider providing the option for contingent and assignments
16. Offer unexpected perks
#TalentShortage

ManpowerGroup
Polling Question #3
How are you seeking new talent resources?
A. Adapting talent sourcing to recruit more untapped talent pools
B. Appointing people who don’t have the skills currently but
do have potential to learn and grow
C. Considering new office locations or expanding existing
facilities in areas where the talent resides
D. Partnering with educational institutions to create curriculum
aligned to talent needs
E. Other / None
#TalentShortage

ManpowerGroup
Job search tools you can leverage4

ManpowerGroup
Job search strategies
• Leverage the Manpower Employment Outlook Survey
– Tells you quarterly which states, metro cities and industries
have the best hiring outlook: manpowergroup.us/MEOS
• Focus on developing your skills and getting experience
most in demand
#TalentShortage

ManpowerGroup
Top Job Search Methods
According to you…
#TalentShortage
Source: ManpowerGroup 2014 U.S. Talent Shortage Pre-Webinar Survey
26.17%
21.03%
15.42%
12.62%
8.88%
4.21%
3.74%
2.34%
2.34%
1.87% 1.40%
Get referrals from your current network
Organized networking groups
Social Media (i.e., LinkedIn, Facebook)
Seach large job boards (i.e., Monster)
Other
Search niche job boards
Intern program
Working with a recruiter
Association meetings/events
Search individual company websites
Camput recruiting
Search large job boards (i.e., Monster, CareerBuilder)
Campus recruiting

ManpowerGroup
Polling Question #4
Are you planning to look for a new job in 2014?
A. Yes, I intend to actively seek a new position
B. Maybe, so I’m networking
C. Not likely, but I’ve updated my resume
D. No, I intend to stay in my current position
E. I’m not currently employed
#TalentShortage

ManpowerGroup
Thank you for participating.
For more information, visit:
manpowergroup.us/talent-shortage

ManpowerGroup
Did you watch this webinar as a recording?
Please request your certificate at
manpowergroup.us/requesthrci

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