The Global Talent Crunch:
Why Employer Branding Matters Now
Vision
“
We lead in the creation and
delivery of services that enable
our clients to win in the
changing world of work.
”
Manpower White papers &
Research projects:
• provide insight into the
changing world of work
• outline key elements to
develop effective HR strategies
Manpower does more than just
recruiting and staffing. We are a
thought leader in the employment
industry. We publish a number of
white papers and other reports
each year, delving into the
current labor market issues,
especially the talent shortage.
Strategies to
Fight Talent
Crunch
This graph depicts Strategies to
Fight Talent Crunch by linking
the strategic elements to the
white papers which provide the
solutions and explanation of each
element.
Manpower
Employment
Outlook Survey
This quarterly survey
provides insight into
the hiring expectations
of employers all
across the globe.
Strategic
elements
Solutions
Strategic
elements
Confronting the
talent crunch
Attraction &
Retention
Hiring & keeping the
right people
HR
Disposition
Talent mapping for
effective people
management
Engaging the
total workforce
Outsourcing
Workforce
Optimization
Letting you focus on
what you do best
Vital elements that a
company should view
as an integrated
solution
The new
agenda for an
older workforce
Cross-Region
Recruitment
Employer
Branding
Women
at work
What makes talent
want to relocate for
job
Path towards
becoming an
employer of choice
Unleashing women’s
potential to increase
productivity
Succession
Planning
Growing the right
people as future
leaders
The borderless
workforce
The global talent
crunch: Why
employer
branding matters
now
The
underworked
Solution:
Women and the
talent crunch
Flexibility
Corporate
Culture
Better response to
business needs
Culture that attrachts,
engages and keeps
the right people
The Global Talent Crunch:
Why Employer Branding Matters Now
Growing global
Talent shortage
Did you know
that...?
12 mio
Between 2025 and 2030,
12 million people a year will be
exiting the global workforce.
60%
On average in OECD
countries, about 60%
of women are
employed.
20 mio
By 2030 Europe’s workforce will
be 20 million people short to
sustain economic growth and
finance the costs of its aging
population.
2014
Most of the technologies we
nowadays use at work will be
replaced by 2014.
The Talent
Supply-Demand
Disconnect
How easy/hard is it
for you to find staff?
Manpower Talent
Shortage Survey
• Annual Survey on global talent shortages
• Edition 2009: 39.000 eployers in countries and
territories, including 756 in Belgium
Evolution in Belgium
The global talent shortage:
Most and least affected
countries
60%
42%
36%
40%
26%
19%
20%
% = percentage of employers having
difficulties in filling jobs as a result of
talent shortage (2009)
0%
2006
62% 62%
56% 55%
49% 48%
35%
5%
la
nd
K
8%
ai
n
Sp
U
hi
n
11%
Ire
15%
a
e
C
nc
lg
i
Fr
a
um
S
U
Be
ia
In
d
lia
la
nd
G
er
m
an
y
Po
st
ra
ru
pa
n
Au
Ja
Pe
ia
om
an
R
Ta
i
wa
n
20% 19% 19%
17%
2007
2008
2009
Top 10
Hardest to fill positions
in Belgium (2009)
1.
Technicians (maintenance, ...)
2.
Skilled trades (welders,
electricians, ...)
3.
Laborers
4.
Sales representatives
5.
Doctors and other non-nursing health
professionals
6.
Drivers
7.
Mechanics
8.
Restaurant & hotel staff
9.
IT Staff (programmers /
developers)
10.
Chefs/cooks
candidates
competences
Talent shortage:
what do you do?
Manpower Tips
Supply
Demand
10
tips for proactive
employers
Invest in training and development
Facilitate reskilling/upskilling
Encourage prolonged working life
Investigate job redesign
Hone attraction and retention approaches
Make flexible use of available talent
Maintain the loyalty of former workers
Enhance links with schools
Promote inclusivity
Tap into underemployed sources
And last but not least...
Develop a strong
employer brand
• Who are you? What makes you
unique? Why does rare talent have
to come and work for you?
• Employer branding is not only a
matter for HR or marketing, but
also – and most importantly – for
management.
4 steps towards a
unique employer
brand
Attract
Retain
1
Does your organization have a concrete,
common understanding of its vision,
mission and strategic goals—along with
an understanding of the vital talent that
will be required to fulfill those goals?
2
Do you have a clear understanding
of what makes the organization’s
culture and work style unique?
3
Is there a plan in place along with
adequate infrastructure to assess and
create the optimal work experience for
all employees?
4
Do you understand the true drivers of
engagement among the different
populations that make up your
workforce?
Questions?