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Global Recruiting Trends

Global Recruiting Trends. Speaker: Agnieszka Walter – Country General Manager 20th of May 2014. KELLY SERVICES . Kelly Services Inc. – founded in 1946 in the USA Troy, Michigan (HQ) – 33 countries on the world , more than 8000 employees Neuchatel, Switzerland (HQ EMEA)

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Global Recruiting Trends

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  1. Global RecruitingTrends Speaker: Agnieszka Walter – Country General Manager 20th of May 2014

  2. KELLY SERVICES • Kelly Services Inc. – founded in 1946 in the USA • Troy, Michigan (HQ) – 33 countries on theworld, morethan 8000 employees • Neuchatel, Switzerland (HQ EMEA) • Fortune 500 • Kelly provides employment to nearly 650,000 employees annually • NASDAQ – KELYA, KELYB • Kelly Services Poland Sp. z o.o. – 2007, Since 1999 as Talents Technology • We offer: • Personal consulting • Perm & Temp recruitment • Executive search • Interim management • IT contracting • Staff Outsourcing • Managed Services (BPO, RPO, CWO) • Specializations: • IT and Engineering • Finance & Accounting • Sales and Marketing • HR and Administration • SSC/BPO Ourmission: „ To providetheworld’sbestworkforcesolutions” – William Russel Kelly

  3. GLOBAL ECONOMIC SITUATION

  4. AVERAGE ANNUALUNEMPLOYMENT RATE

  5. EMPLOYMENT RECOVERY OUTLOOK

  6. JOB MARKET TRENDS

  7. REMOTEANDFLEXIBLEWORK MODELS FACTS IMPACT • Technology and Social Media • Remote work changes everything • Employers need to adopt mobile technologies • By 2020, approximately 50 million workers will work part-time from their home • More and morecompaniesin Poland hireemployeeswith Home-Office workpossibility

  8. REMOTEWORK- POLAND Currently, how many days per week do you work from home or remotely?*Based on 2013 KGWI Survey results in Poland

  9. REMOTEWORK- GLOBAL Do youworkfrom home or remotely?( by region)

  10. GENERATIONAL DIVERSITY BECOMES IMPERATIVE FACTS IMPACT • Recession accentuates lack of a skilled workforce. Evolving skill set requirements are being met with an ill-prepared talent pool. • CEOs expand recruitment strategies by looking for more immediate pipeline improvements like increasing benefits packages, development opportunities, or international candidate searches.Theyalsoneed to offercomprehensiveemployeebenefitspackage, diverse forms of personal and professional development and training. • By 2025, Forbes anticipates that 75% of the global workforce will be Gen Y. • 54% of CEOs are are working to improve the quality of the next generation of talent. • By 2014 in Europe, only segments of the population over 45 years old are anticipated to grow.

  11. SOCIAL MEDIA: NEWWAYSTOIDEATE FACTS IMPACT • Crowdsourcing: Allows businesses to submit problems on which contributors can work, such as issues in science, manufacturing, biotech, and medicine, with monetary rewards for successful solutions. • Swarming: Collective activities and teaming (versus working solo) as a way to ideate within less structured work situations. • Culture of connectivity: Social networking means an “always on” business culture. • Communication: Social Media shifts the way people communicate • Talent Attraction: Specialty corporate blogs, Twitter and Facebook pages, YouTube, and Pinterestby focusing on company career paths, social responsibility, and community causes • Peer Connection: Internet forums, wikis, podcasts, crowdsourcing

  12. MORE SOURCING HAPPENING ONLINE FACTS IMPACT • Growth in Mobile Recruiting - The best organizations will begin to make all internal recruiting software applications accessible to managers and recruiters on the mobile platform. • Video interviews will grow: Faster internet speeds, smartphone usage give video access to most job seekers • Lean recruiting: Increasing operational efficiency in recruiting due to technology and social media Social Media, mobile, video interviewing, remote technologies, and resumes are being used increasingly more online, with digital portfolios showcasing more visual resumes 59% of High Tech workers agree to strongly agree that networking sites are a good way to refer jobs, compared to Life Sciences (51%) and Natural Resources (54%). According to a survey by Bullhorn, 98% of recruiters used Social Media to find candidates in 2012, up from 94% in 2011.

  13. FRELANCEWORKISAGLOBALPHENOMENON

  14. THE VOICE OF TALENT

  15. PERFORMANCE-BASED PAY EMEA APAC Poland Americas Do you think you are paid enough? (By region) 45% 32% 43% 39% Do you agree that you would perform at a higher level if your pay/compensation was tied to your performance/productivity? Russia 49%

  16. CAREER DEVELOPMENT & UP-SKILLING WHY UPGRADE SKILLS Poland Global Promotion with current employer 57% 57% Advancement at another company 47% 54% Enter a new field of work 42% 32% 21% Start ownbusiness 20%

  17. EMPLOYEE ENGAGEMENT & RETENTION Poland Global 47% 52% Are happy in there currently jobs 60% 43% Frequently think about quitting 56% Actively look for a new job even when happy in their current role 55% Say their manager has a direct influence on their satisfaction 53% 63% Feel more loyal to their employer when to compare a year ago 20% 26% % odpowiedzi twierdzących

  18. WHAT’S NEXT?

  19. TALENT MANAGEMENT STRATEGY EFFECTIVENESS

  20. TALENT MANAGEMENT STRATEGY EFFECTIVENESS According to the 2013 PwC CEO Survey, morethanhalf of US CEOs point to a shortage of skillsas a potentialthreat to growth in 2013. 72 percentofCEOs report difficultiesattracting „critical-skillemployess and 56 percentadmit to problemsretainingthem. One infourCEOssaidtheycould not pursue a market opportunityin 2012, orhad to cancel/ delay a strategicinitiativedue to talent challenges. One third worryskillsshortages will hampertheirability to innovateeffectively. 72 % 56 % More thanhalf One quarter One third

  21. THE EVOLUTIONOF HR HR 1.0 Focus • Employment Legal Requirement Compliance • Payroll Processing • Record Keeping HR 2.0 Focus • Performance Reviews • Employee Relations • Training and Recruiting • Technology Would Free HR to Perform More Strategic Tasks

  22. TRANSFORMINGTHE ROLEOF HR Act As Transformational Business Leader Communicate to the Business the Impact of Talent on Initiatives HR 3.0 Anticipate Talent Shortages Develop a Deeper Understanding of All Areas of Company Transform People from “Resources” to “Co-Creators” Guide Business on Talent Supply and Demand Trends

  23. WORKFORCE SOLUTIONS EVOLUTION Managed Services, Outsourced Services, & Master Vendor Primary Supplier Preferred Suppliers Manage Suppliers and Provide Talent Provide Flexibility Recruitment 1990 1995 2000 2008 2013+

  24. AVAILABLE REPORTS Contact:agnieszka.walter@kellyservices.eu22 606 25 00 Career Development and Upskilling Workplace Performance Employee Engagement and Retention Social Media and Technology

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