Mpg 2014 talentshortagewebinr_final071514

2014 Talent Shortage TrendsUnderstanding the Challenges

Tom BeckerVice President of Recruiting

North America

April 7, 2023

ManpowerGroup 2Friday, April 7, 2023

Meet today’s presenter

2014 Talent Shortage Survey Results#TalentShortage

Tom Becker@TomBecker

Vice President of RecruitingNorth America [email protected]

Tweet along with Tom!#TalentShortage and @TomBecker

ManpowerGroup Friday, April 7, 2023

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

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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 ofstaffing solutions.


ManpowerGroup

2014 Talent Shortage survey results Top 10 hardest jobs to fill1


??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



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.


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


Jobs employers are having difficulty filling in 2014

10 Hardest Jobs to Fill




Hardest to Fill Jobs – year-over-year comparison

2014



2013


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




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




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





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


ManpowerGroup

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

2


Why are employers having difficulty filling jobs?


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 workplacecompetencies (soft skills)

Lack of availableapplicants/no applicants

Looking for morepay than is offered

Lack of experience25%

27%

30%

32%

36%

33%

39%

48%

47%



How are employers addressing talent shortages?


0% 10% 20% 30% 40% 50% 60%

Strategies U.S. Employers Use to Overcome Talent Shortages

Adoptingnon-traditional

people practices

45%Exploring newtalent sources

Implementingalternative

work models44%

48%



Employers are adopting new people practices


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 recruitingpractices in response to

workforce strategy challenges

Providing clear careerdevelopment opportunities toapplicants during recruitment

12%



Employers are using modified work models


0% 5% 10% 15% 20% 25%

Ways U.S. Employers Are Using Modified Work Models

Increasing the focus onimproving 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%



Employers are seeking new talent sources


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%



Talent shortage impact


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%



How the talent shortage impacts employers


0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

How Talent Shortages/Skill Gaps Are Most Likely To Impact Employers

Reduced abilityto serve clients

37%

31%

45%

Reduced competitiveness/productivity

Increased employeeturnover

Lower employeeengagement/morale

Reduced innovationand creativity

20%

Higher compensation costs

27%

31%


ManpowerGroup

Recruiting strategies you can pursue3


The Evolving Role of Human Resources




Sourcing channels• Referrals

• Career site

• Job boards

• Direct source

• College recruiting

• Rehires

• 3rd party

• Social media

• Print

• Temp/contract-to-hire



Top Sourcing Methods

According to you…


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)


Additional strategies you can pursue1. 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



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




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


ManpowerGroup

Job search tools you can leverage4


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



Top Job Search Methods

According to you…


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



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


ManpowerGroup

Thank you for participating.

For more information, visit:manpowergroup.us/talent-shortage

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

Date post:	18-Oct-2014
Category:	Business
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