Presentation Transcript
Slide1: NEXT GENERATION STAFFING FOR IT PROFESSIONALS AND LEADERS
October 2003
What (we hope) you’ll take away from this session : What (we hope) you’ll take away from this session A better understanding of today’s labour market
A new way of looking at IT staffing strategies
Tools to help develop your IT staffing strategies
“Today, talent is the most important aspect of a company’s success.”: “Today, talent is the most important aspect of a company’s success.” - McKinsey & Co.
Demographics don’t lie : Demographics don’t lie Boomers make up 60% of the workforce
Retirements are already increasing
Enrolments in engineering/ IT are down
A serious skills gap is expected by 2005
The last time things were this bad?
Remember the 1990s? : Remember the 1990s? The economy is starting to improve
Workers are restless
Pent up frustration will lead to “churn”
Savvy employers are already “staffing up”
Are you prepared for the next “War for Talent”?
A seller’s market… : A seller’s market…
Recruitment is advertising : Recruitment is advertising Know your audience
Develop appropriate message(s)
Market your company as a “brand”
Speak to your audience, not yourself
The ability to attract and retain younger people is becoming a competitive advantage. : The ability to attract and retain younger people is becoming a competitive advantage.
Generation X: Generation X
Generation Y: Generation Y
Slide11: DEMOGRAPHIC BREAKDOWN OF TARGET AUDIENCE(S)
Generations : Generations 1980 1960 Pre Boom Baby Boom Generation X Generation Y 1970 1950 1990 1940
Senior Management/Executives: Senior Management/Executives Junior to Mid-Management Skilled & Staff Positions Where is everyone today?
Slide14: WHAT MAKES PEOPLE DIFFERENT?
Slide15: Born 1930 to 1946
Depression and WWII
Many employment choices
Unequalled post-war prosperity
High fertility rates
Senior management
Hard working
Comfortable relating to “authority”
Baby Boomers: Baby Boomers Born 1947 to early 1960s
Post WWII
Over 60% of North America’s workforce
Idealistic
Politically conservative
Family-oriented
Generation X: Mid 60’s to late 70s
Tail end of baby boom
Tougher job prospects
Earning less
A ‘Boomer’s” world
Generation X
Generation Y: Generation Y Born late 1970s to mid-1990s
Larger than Generation X
More ethnically diverse
Technologically savvy
Can be cynical, self-centred,materialistic
Slide19: ATTRACTING GENERATION X and Y
Slide20: Non-traditional approach
Technology
CD-ROMs
Meet them where they are
Become a “trusted advisor”
Differentiating Boomers and Gen X: Differentiating Boomers and Gen X Then
“We’d like to teach the world to sing in perfect harmony.” Now
footrace of Gen X-ers running up a muddy hill to a single bottle of Coke - winner take all
Generation Y: Generation Y
The Media is the message
Make Technology Count
A well-designed Web site is crucial
Creative electronic media solutions
Peer marketing and referrals
The message for Generation Y: “What you
can do
for us”
“What this
Will do
for you”
The message for Generation Y
What employers need to do…: What employers need to do… 1. Understand your needs
Align staffing strategy with business objectives
2. Understand your exposure
Assess morale
Assess skill sets
Investigate redeployment options
3. Understand your audience
Baby boomers, Gen X, Gen Y
4. Understand your value
Employer Branding
Corporate Web site inventory
Summary : Summary Talent is still key
A shortage is looming
Understanding Gen X and Gen Y is critical
Companies are already building new recruitment “brands”
The competition promises to be fierce
Employers need to start responding today
Slide27: NEXT GENERATION STAFFING FOR IT PROFESSIONALS AND LEADERS
October 2003