The document provides an overview of global economic conditions and labor markets in Q3 2014. It discusses modest projected global growth, varying regional economic performances, and stable to positive labor market outlooks across most regions. Key points covered include ongoing challenges in emerging markets, the strengthening European recovery, steady US job growth and falling unemployment, and stable but slowing growth in China and Japan. The document also summarizes new temporary staffing regulations across several countries.
2. Global Talent Market Quarterly
CONTENTS
3 Global Economic Situation
• Outlook
• Briefing
6 Global Labor Market Update
• Americas
• EMEA
• APAC
• Global Labor Market Spotlight
• Legislative Update
12 U.S. Labor Market Overview
• Current Employment Conditions
• Supply and Demand
• Labor Market Spotlight
16 Workforce Solutions Industry Insight
• The Talent Acquisition Imperative
• Big Data Comes to HR
• Talent Communities
• The Talent Project
4. GLOBAL ECONOMIC OUTLOOK
The global economy looks set to expand modestly over the short term, with growth projected to rise from 2.8% in 2014 to 3.7% in 2016.
However, the healthy outlook is overshadowed by several geopolitical risks, including the crises in Ukraine and the Middle East.
Sources: IHS Global Insight (July 2014)4
AMERICAS
Modest growth across North America in 2014 is
expected to accelerate over the medium term. In
South America, Brazil’s slowdown and recessions in
Argentina and Venezuela are dragging down the
region’s performance in 2014.
EMEA
The recovery in the Eurozone is advancing
precariously, as countries including the U.K. and
Germany are leading the region’s growth. Eastern
Europe is getting a lift from the recovery, but the
Russian conflict brings the risk of disruptions.
Ongoing tensions in the Middle East also threaten
regional growth prospects.
APAC
Long the leader in global economic growth, Asia’s
outlook calls for continual solid expansion, despite
slowdowns in China and Japan. Both consumer
spending and exports are expected to grow across
the region, driving greater economic activity.
2.5%
2.8%
3.5%
3.7%
1.9%
1.7%
3.0%
3.3%
3.1%
1.4%
2.4%
3.7%
-0.3%
1.1%
1.6% 1.7%
1.1%
1.9%
2.6%
2.8%
4.8% 4.9% 5.1% 5.1%
-1%
0%
1%
2%
3%
4%
5%
6%
2013 (p) 2014 (p) 2015 (p) 2016 (p)
REAL GDP GROWTH BY REGION, 2013-2016(p)
World United States Latin America
Eurozone EMEA Asia-Pacific
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
5. ECONOMIC BRIEFINGS
Emerging markets, once the powerhouse of the global economy, continue to weather difficulties; many will need to implement
structural reforms in order to return to stronger growth. Moderate growth is projected for most developed economies, as the
European recovery takes hold and the U.S. expansion gains momentum.
-2% 0% 2% 4% 6% 8% 10%
Italy
Russia
France
Brazil
Japan
U.S.
Germany
Canada
Australia
U.K.
India
China
REAL GDP GROWTH RATES, SELECTED MARKETS
Ranked by 2014(p) growth
2014(p)
2015(p)
2016(p)
5
Global GDP Growth
2014(p): 2.8%
Sources: IHS Global Insight (July 2014)
EMERGING MARKETS
CHINA’s economic growth is slowing, but has stabilized in response to recent stimulus
measures. Risks include a weak housing market and the limited nature of the stimulus.
Although INDIA has seen slower growth in recent years, the new government has an
opportunity to implement reforms and jump-start an economic revival.
The RUSSIAN economy slowed to start 2014, due to sluggish consumption and
investment activity. Sanctions and other challenges as a result of the regional military
conflicts threaten an already weak environment.
BRAZIL is set to see sluggish growth of just over 1% in 2014, due to declining
investment and modest consumption, but an acceleration is predicted for 2015.
DEVELOPED ECONOMIES
In the U.S., economic momentum rebounded in Q2 after a slow start to the year.
Moderate growth is projected for 2014, with a more robust outlook in 2015-16.
CANADA’s economy is expected grow at a decent pace in the 2% range for 2014.
The U.K. is currently one of the strongest-growing major economies, while in
GERMANY, underlying growth momentum has strengthened to a pace of around 2%.
Other healthy European economies include IRELAND and SWEDEN.
In southern Europe—particularly FRANCE, SPAIN, ITALY, PORTUGAL and GREECE—
growth is lagging as the recovery struggles to gain momentum.
In JAPAN, the economy is expected to slow somewhat after the spring sales tax rise, but
stimulus and export recovery are projected to drive moderate growth of 1.4% in 2014.
A stronger Q1 set a decent pace for the AUSTRALIAN economy in 2014, but the
continued projected slowdown in mining investment will keep growth in check.
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
7. GLOBAL LABOR MARKET UPDATE: AMERICAS
Stable to moderately positive conditions are predicted for major labor markets across the Americas region, led by the more robust
hiring trends seen in the U.S.
Sources: IHS Global Insight (July 2014); EIU, 07.14.14
7
UNITED STATES
The U.S. labor market posted solid employment gains in the first half of
2014, and job growth is projected to continue to slowly accelerate
throughout the rest of the year. Unemployment is also expected to continue
to edge downward as business and job seeker confidence climbs.
BRAZIL
A stable outlook is predicted for the Brazilian labor market. Seasonality
trends suggest that the unemployment rate will drop slightly in the second
half of the year, as firms begin to hire workers for year-end holidays.
CANADA
The unemployment rate increased over the course of Q2, from 6.9% in April
to 7% in May and 7.1% in June. Job creation has been fairly slow over the
past year, and concerns about the quality of new jobs have also arisen.
MEXICO
Moderate economic growth and positive effects from the recent labor
reforms are expected to create demand for new positions in the formal
labor market. The government expects 300,000 additional new formal jobs
per year in the medium term as a result of the reforms alone.
7.4%
6.4%
6.0% 5.8%
5.4% 5.3% 5.4% 5.4%
7.1%
6.9%
6.7%
6.5%
4.9% 5.0%
4.8%
4.5%
3%
4%
5%
6%
7%
8%
9%
2013 (e) 2014 (p) 2015 (p) 2016 (p)
AVERAGE ANNUAL UNEMPLOYMENT RATE
U.S. Brazil Canada Mexico
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
8. GLOBAL LABOR MARKET UPDATE: EMEA
Labor markets in several EMEA economies have been resilient despite regional tensions and uncertainty, while employment conditions
in other major EMEA markets are expected to gradually improve as the recovery in Europe begins to gain traction.
Sources: IHS Global Insight (July 2014); Financial Times, 07.16.14
8
FRANCE
Although the French economy has started showing signs of recovery, activity
is not expected to be strong enough to significantly boost the labor market in
2014. Unemployment is expected to remain around 10% for the short term.
GERMANY
Unemployment is expected to remain on a gradual declining trend in
Germany. Job creation and employment are projected to continue to rise
steadily, helped by structural changes and greater confidence levels.
RUSSIA
The Russian labor market remains unaffected by the military and political
tensions in the country, as the unemployment rate has been stable. Further
progress in reducing unemployment is expected to be slow, however.
UNITED KINGDOM
The U.K. economy continues to create job at an unprecedented pace, and
unemployment is plummeting, reaching 6.5% in May—a 1.4 percentage point
year-over-year drop. Unemployment is projected to continue to trend
downward, but likely at a more gradual rate.
10.2% 10.1% 9.9%
9.5%
6.9% 6.7% 6.5%
6.2%
5.5%
5.2% 5.0% 4.9%
7.6%
6.4%
5.9%
5.7%
3%
4%
5%
6%
7%
8%
9%
10%
11%
12%
2013 (e) 2014 (p) 2015 (p) 2016 (p)
AVERAGE ANNUAL UNEMPLOYMENT RATE
France Germany Russia U.K.
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
9. GLOBAL LABOR MARKET UPDATE: APAC
Despite economic slowdowns and other political and fiscal issues in key countries across the APAC region, most labor markets have
remained relatively buoyant, with positive outlooks dependent on growth in key sectors and absorbing greater workforce participation.
Sources: IHS Global Insight (July 2014); SIA Daily News, 05.14.14, 04.29.14
9
AUSTRALIA
The unemployment rate returned to a decade-high of 6.0% in June 2014,
and is unlikely to fall significantly in the coming months. Labor force
participation and job creation are both expected to fluctuate, depending on
worker and employer confidence levels.
CHINA
China’s employment outlook is holding steady despite slowing economic
growth, helped by a growing services sector. Employment in the services
sector has now surpassed that of the industrial sector in China, according to
the Vice Minister for Human Resources and Social Security.
INDIA
The services sectors are expected to create the most new jobs in India in the
coming years, with IT/IT-enabled-Services (ITeS) leading, followed by
banking, financial services, and insurance (BFSI). Future job creation is
projected to center around India’s biggest cities.
JAPAN
Although Japan's unemployment rate rose by 0.2 percentage points in June,
the labor market remains solid. The rise mainly reflected growing labor force
participation, among women in particular, as sluggish wage growth is
encouraging job seekers' entry/re-entry to support household incomes.
5.7%
5.9%
5.7%
5.2%
4.0%
4.0%
3.9% 3.9%
9.3% 9.4%
9.2%
8.8%
4.0%
3.7%
4.1%
4.4%
3%
4%
5%
6%
7%
8%
9%
10%
2013 (e) 2014 (p) 2015 (p) 2016 (p)
AVERAGE ANNUAL UNEMPLOYMENT RATE
Australia China India Japan
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
10. LABOR MARKET SPOTLIGHT: TALENT SUPPLY TRENDS
Source: The Global Workforce Crisis, Boston Consulting Group, 2014.
10
New research by Boston Consulting Group provides an insight into the outlook
for future talent supply in key economies. The research generated projections
for overall talent supply growth in each country through 2030, based on aging
and labor force participation trends. This research took a purely quantitative
look at global workforces, without factoring in skill and education levels.
It found that some countries such as Germany, Russia, and Japan are already
starting to see shrinking labor forces, and the workforce contraction is expected
to accelerate through 2030. Labor force contraction will be particularly
widespread across Europe, where the UK and Switzerland are among the only
countries not predicted to see declines. In China, the predicted annual decrease
of 0.3% will translate into a significant reduction in terms of number of people,
based on a current labor force of more than 800 million. On the other hand,
some of the greatest increases will be seen in emerging markets such as India
and Mexico, which will be faced with the tremendous challenge of generating
sufficient employment opportunities for their expanding workforces.
0.3%
0.4%
0.5%
1.2%
0%
0%
0%
1%
1%
1%
1%
1%
Canada US Brazil Mexico
LABOR SUPPLY ANNUAL GROWTH RATES, 2020-2030p
LABOR SUPPLY BY 2030
-0.6%
-0.3%
0.8%
1.3%
-1%
-1%
0%
1%
1%
2%
Japan China Australia India
-1.2%
-0.9% -0.8%
-0.04%
0.1%
0.4%
-2%
-1%
-1%
0%
1%
Germany Italy Russia France UK Switzerland
EMEA
Americas
APAC
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
11. GLOBAL LEGISLATIVE UPDATE
New regulations pertaining to temporary staffing dominate the legislative headlines in China, Russia, Japan, Italy, the Netherlands, and
Brazil. In Canada and Singapore, new measures govern the usage of skilled foreign workers.
Sources: SIA Legs and Regs Advisors; SIA Daily News, 08 May 2014 and 29 April 2014; flexiworkforce.wordpress.com
11
BRAZIL
A recently enacted resolution allows temporary
employment contracts for terms longer than
three months; temporary contracts now may be
extended for up to nine months.
CHINA
New regulations set out more
detailed requirements for using
temporary (or ‘dispatch’) workers.
A key measure: dispatch workers
may not comprise more than 10%
of a company’s workforce.
JAPAN
Amendments to the Worker
Dispatch Law have been proposed
and approved, and are expected to
come into effect in April 2015.
Among the changes: there will no
longer be a three-year limit per
temporary assignment; however, a
three-year limit per dispatched
worker will be in place.
RUSSIA
A new law will regulate the use of temporary
staffing beginning in 2016. Temporary workers
can be used for assignments of up to nine
months, to fill short-term absences (ie.
maternity leave), to assist with heightened
workloads, and to work in domestic
households. There is no time limit on
temporary contracts for certain categories of
workers, including students, single parents,
and those with multiple children. The law bans
temporary workers to replace striking
employees or in hazardous facilities.
NETHERLANDS
A new collective agreement for temporary workers
will be in effect from June 2014 through 2019. The
new agreement includes a longer period for fixed
term contracts, but restricts the use of zero-hours
contracts (which allow employers to hire staff with
no guarantee of work).
SINGAPORE
New rules that require companies to consider
Singaporeans for skilled vacancies before turning to
foreign candidates will start in August 2014.
CANADA
The Canadian government plans
to introduce a new model of
immigration selection in January
2015 that will connect
prospective migrants with
potential employers. In the new
model, the government would
act as a “matchmaker” between
skilled migrants and Canadian
employers.
ITALY
Changes to the labor law make it easier to
use temporary staff. Temporary contracts
can now be renewed five times for up to
three years without pause, and firms are
no longer required to maintain 80% of
their workforce as permanent employees.
UK
As of July 2014, the
right to request
flexible working after
26 weeks’ service is
available to all UK
employees, rather
than only those with
children.
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
13. JOB GROWTH EXCEEDING EXPECTATIONS
U.S. hiring has ramped up since the beginning
of the year. Overall, the U.S. labor market
added more than 1.4 million jobs over the past
six months, despite a sluggish start to the year
due in part to severe winter weather. Job gains
averaged 190,000 in the first quarter but
jumped to 272,000 on average in the second
quarter, pushing total U.S. employment back
above pre-recession levels for the first time.
UNEMPLOYMENT STEADILY FALLING
The jobless rate has declined by 0.5
percentage points since January, dropping to
6.1% in June—its lowest point since
September 2008. Over the past year, the
unemployment rate has fallen by 1.4
percentage points, and the number of long-
term unemployed workers has decreased by
1.2 million. Despite the improvements in
unemployment, the labor force participation
rate has remained the same over the past
three months.
U.S. EMPLOYMENT CONDITIONS
EMPLOYMENT OVERVIEW
13
Source: U.S Bureau of Labor Statistics
U.S. MONTHLY EMPLOYMENT CHANGE AND UNEMPLOYMENT RATE
LABOR MARKET GROWTH ON SOLID FOOTING
Employment indicators over the past several months have showed widespread and robust gains that suggest a more optimistic outlook for the labor
market and the economy. Total employment growth has been encouraging, at 200,000 or above per month since February, while the unemployment rate
has dropped consistently. The labor market appears to be finally hitting its stride, indicative of U.S. employers’ emerging confidence.
5.5
6.0
6.5
7.0
7.5
8.0
8.5
9.0
0
50
100
150
200
250
300
350
UnemploymentRate(%)
Employment(000s)
Total non-farm employment growth Unemployment rate
JAN FEB MAR APR MAY JUN
Total non-farm employment growth 144K 222K 203K 304K 224K 288K
Private sector employment growth 166K 201K 200K 278K 224K 262K
Unemployment rate 6.6% 6.7% 6.7% 6.3% 6.3% 6.1%
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
14. U.S. LABOR MARKET: SUPPLY AND DEMAND
14
U.S. MARKET - MONTHLY LABOR DEMAND VS. LABOR SUPPLY
Sources: Conference Board Help Wanted OnLine, Bureau of Labor Statistics
UnemployedWorkers
(inthousands)
OnlineJobAds
(inthousands)
DEMAND FLAT BUT UNEMPLOYMENT FALLING
Despite a strong showing in June, when online
vacancies climbed by 155,900, overall labor demand
was basically flat in the first half of the year. Yet
because of decreasing unemployment, for the first
time in six years the supply/demand rate has fallen
below 2.0. This means there are fewer than two
unemployed workers for every vacancy, suggesting a
tighter labor market.
DEMAND FOR INDUSTRIAL JOBS UP
Although supply/demand rates show that the market
is still very tight for jobs like architects/ engineers,
computer professionals, and healthcare practitioners,
ad volumes are down slightly in many of these
professional categories over the past year. In contrast,
year-over-year ad gains have been seen in areas such
as production, construction, and transportation.
GEOGRAPHIC HOTSPOTS ALL OVER THE MAP
Among major metro areas, only Salt Lake City has
more job openings than unemployed workers. Other
favorable markets for job-seekers, where there is a job
opening for practically every unemployed person,
include: Washington DC, Oklahoma City, Austin, San
Jose and Minneapolis-St. Paul.
0
2000
4000
6000
8000
10000
12000
0
2000
4000
6000
8000
10000
12000
14000
16000
18000
Jan10
Apr10
Jul10
Oct10
Jan11
Apr11
Jul11
Oct11
Jan12
Apr12
Jul12
Oct12
Jan13
Apr13
Jul13
Oct13
Jan14
Apr14
# of Unemployed Workers # of Online Job Ads
“The June increase of 155,900 is positive news. However, the net effect is that labor demand was basically flat for
the first six months of 2014. There is churn in the labor market as people change jobs. Most of the gains since last
June were in the lower-paying service jobs, not the higher-paying professional jobs.”
— June Shelp, Vice President, The Conference Board, July 2, 2014
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
15. U.S. LABOR MARKET SPOTLIGHT: H2 HIRING OUTLOOK
15
41%
JOB CREATION FORECAST LOOKS ROSY, PARTICULARLY FOR IT
U.S. employers’ hiring plans are set to accelerate in the second half of
2014, according to a new survey by CareerBuilder. Employers are more
confident about adding all types of workers—full-time, temporary, and
part-time—than they were in the second half of 2013.
IT leads all industries with higher-than-average hiring forecasts for H2;
other hot fields include financial services, hospitality, and healthcare.
Encouragingly, manufacturing also ranks among the industries with the
most optimistic outlook in the latter half of the year.
Employers also indicate that they are most interested in hiring workers
who will help them navigate new technologies, including those skilled
in social media, mobile technologies, and cloud-based applications.
Source: CareerBuilder
44%
31%
25%
47%
33%
27%
0%
10%
20%
30%
40%
50%
Full Time/ Permanent Temporary/ Contract Part-Time
HIRING PLANS BY WORKER TYPE
H2 2013 H2 2014
52%
51%
46%
52%
51%
54%
54%
55%
57%
59%
0% 20% 40% 60% 80%
Manufacturing
Healthcare
Hospitality
Financial
Services
IT
HIGHEST EXPECTATIONS FOR HIRING BY FIELD
H2 2014 H2 2013
TYPES OF ROLES
EMPLOYERS WILL
BE CREATING
H2 2014
Social Media
11%
Mobile
Technology
11%
Cloud
Technology
10%
Wellness
10%
Web Content
Strategy
9%
Managing/
Interpreting
Big Data
9%
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
17. THE TALENT ACQUISITION IMPERATIVE
Accessing and acquiring talent has become one of the most critical functions of today’s organizations. Many business leaders say
that their talent acquisition strategies are falling short – and they are retooling their approaches in order to gain the talent edge.
17 Source: Global Human Capital Trends 2014, Deloitte
REVAMPING TALENT ACQUISITION
According to research by Deloitte, many corporate leaders feel that
their companies are less than able to meet today’s talent acquisition
challenges. Among the largest capability gaps are in the areas of using
analytics and applying recruitment processes on a global basis.
Worldwide, executives in Brazil, the UK, and Canada are among those
who say they are most aware of the urgent need to change talent
acquisition strategies but the least prepared to take action.
As a result, 60% of corporate leaders have already updated or are
currently updating their talent sourcing strategies, and an additional
27% are considering changes to their talent acquisition processes.
WHEN DID YOU LAST REVIEW YOUR TALENT
ACQUISITION PROCESS AND STRATEGY?
29% 31%
27%
11%
In the past 18
months
Currently
revamping
Considering
changes
No plans to
review
54%
50%
43%
38%
37%
36%
39%
43%
47%
50%
54%
47%
7%
8%
10%
12%
9%
17%
Using analytics for recruitment
Leveraging recruiting processes
globally
Accessing part-time, freelance & third
party employees
Using social tools for sourcing
Ensuring recruiters are highly trained
Building strong employment brand
Weak Adequate Excellent
TALENT ACQUISITION
CAPABILITIES
US UK
Japan
Brazil
Canada
China Germany
Spain
Australia
Switzerland
Mexico
India
GreaterReadiness
Greater Importance
TALENT ACQUISITION: IMPORTANCE VS. READINESS
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
18. •Inaccurate, inconsistent, or hard-to-access data
•Lack of analytic skills among HR professionals
•Lack of investment in HR /talent analytical systems
BIG DATA COMES TO HR
Data-driven tools can improve decisions about talent—but turning metrics into meaningful analysis can be a challenge. Corporate
leaders are learning how to ramp up their workforce analytics capabilities in order to drive business success.
18 Sources: HR Joins the Analytics Revolution, Harvard Business Review, 2014
9%
15%
26%
40%
11%
Use data proactively via on-demand
dashboards and visuals—to make
predictions
Use data proactively—typically via
on-demand dashboards and visuals
Use data proactively—typically via
operational reporting
Use data reactively—typically via ad
hoc reporting—only for critical
workforce decisions
Rarely use data to inform
workforce decisions
ROLE OF WORKFORCE DATA IN DECISION MAKING
15%
11%
18%
34%
42%
60%
48%
20%
42%
52%
57%
36%
Predictive analytics based on HR data and
other data within or outside the organization
Predictive analytics based on HR data alone
On-demand, business user self-service of
analytics
Business unit-specific dashboards and visuals
Analytics using data integrated from multiple
systems (e.g., performance + compensation)
Individual reports created “as needed” in a
highly manual spreadsheet-based process
WORKFORCE DATA, METRICS, AND ANALYTICS USAGE
In Two Years Today
INCREASING INTEREST IN WORKFORCE ANALYTICS
Most firms are on the beginning end of the maturity curve when it comes to HR
analytics, according to a new survey from the Harvard Business Review. Less
than half of companies say they use data proactively to make HR decisions, and
less than one in ten use data to make predictions about their workforce. The
biggest challenges in using more analytics include inconsistent or inaccessible
data, and a lack of investment or skills among HR departments.
But companies predict that analytics will play greater role in their HR decisions
in the future. In the next two years, organizations are looking to upgrade their
analytics abilities, including incorporating multiple sources of data and creating
more specific and sophisticated reports.
54%
47%
44%
BIGGEST OBSTACLES TO ACHIEVING BETTER USE OF
DATA, METRICS, AND ANALYSIS
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
19. PROVIDING JOB SEEKERS A SENSE OF COMMUNITY
Proponents say that talent communities offer companies a much better way of
reaching passive job candidates. Talent communities can also facilitate finding
people with high-demand skills, as well as candidates who fit into the firm’s
culture. Another advantage: signing up for a talent community is quick and easy,
and can be done via mobile devices.
For all their promise, however, talent communities have yet to become part of the
mainstream job seeking environment. Only around 17% of all workers worldwide
have participated in a company’s online talent community, according to the 2014
Kelly Global Workforce Index (KGWI). And less than half of all companies are
investing in talent communities, with those in North America leading the way.
But interest is high: among those who have no experience with talent
communities, 40% say that they are either interested or very interested in
becoming involved in one. Not surprisingly, the KGWI finds that online talent
communities hold the greatest appeal for selected groups, including younger
workers and those in the high tech, business, and natural resources fields.
JOB SEEKERS’ INTEREST/PARTICIPATION IN TALENT COMMUNITIES
TALENT COMMUNITIES
Online talent communities—interactive forums where individuals who are interested in a company’s job openings can connect with
company representatives and other community members—have been hailed as the next big thing in recruiting. Businesses and
workers alike are beginning to see the advantages of engaging and communicating with each other prior to a job offer.
19 Source: Global RPO, Aberdeen, 2014; SFGate; 2014 Kelly Global Workforce Index
COMPANIES INVESTING IN TALENT COMMUNITIES
42% 40%
31%
North America Europe Asia
JOB SEEKERS’ INTEREST IN TALENT COMMUNITIES: TOP SECTORS
JOB SEEKERS’ INTEREST IN TALENT COMMUNITIES: BY GENERATION
48%
45% 45% 45%
Internet Svcs./
Software
Business Services Government Oil & Gas/ Energy
44% 42%
33%
Gen Y Gen X Baby Boomers
17% 19%
10%
25%
40% 40%
35%
47%
GLOBAL Americas EMEA APAC
Current Participation Future Interest*
*Among those who have not participated
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS
20. Kelly offers a complete content library that advances the discussion and thinking around current trends, strategies, and issues
impacting global talent management.
To register for webcasts or for more information, visit www.kellyocg.com
Download The Talent Project, a free iPad ® app by Kelly Services.
TITLE PRESENTED BY: DESCRIPTION
Mapping the Talent
Genome: Managing the
Next Wave of Change in
Science Workforces
Mark Lanfear, global practice
leader for Life Sciences, Kelly
Services
Just as we mapped the human genome to find new therapies and
drugs, now science-based organizations must map out their workforce
needs. This report outlines how internal and external forces are
shaping a new landscape for scientific talent.
Fundamentally Different:
Competencies for
Managing Contingent
Talent
John Healy, VP & Managing
Director, Global Talent Supply
Chain, KellyOCG
In collaboration with Michigan
State University – Eli Broad
College of Business
The application of workforce analytics is one of the keys to maximizing
the return of the talent supply chain. KellyOCG is proud to collaborate
with Michigan State University – Eli Broad College of Business and
their market-leading department of Supply Chain Management to
provide insights on using the power of data to increase the
effectiveness of contingent talent management strategies.
Unlocking Value: Embrace
Governance, Risk, and
Compliance Practices
Chris Jock, VP & Global BPO
Practice Lead, KellyOCG
Learn about the correct approach to outsourcing: when both sides –
supplier and client – work from a philosophy that treats governance,
risk and compliance as a joint effort…where all parties use governance
practices to create value in ways that protect the company and every
stakeholder.
20
Global Talent Market Quarterly
BACK TO
TABLE OF CONTENTS