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Future talent: common
stereotypes and planning for
the future.
Jacob Kimber
Recruitment Manager
Overview
Generations in the workplace
Skills shortages
What is the solution?
The future and summary
Generations in the workplace
Future Talent – Common Stereotypes and Planning for the Future
Summary
 Stereotyping
 Attributes are down to opinion – Not measurable
 Everyone is different
 Shouldn’t be targeting a single group
 Some of the cons are actually just insulting
 Data sample is small and 100% opinion based
Future Talent – Common Stereotypes and Planning for the Future
Millennials – Another buzzword
Future Talent – Common Stereotypes and Planning for the Future
Future Talent – Common Stereotypes and Planning for the Future
Future Talent – Common Stereotypes and Planning for the Future
Circumstance not generation
• Technology has increased transparency
• People are bombarded with opportunity
Quick Summary
• Don’t make assumptions based on age
• Not based on facts
• Would you do the same with race, religion etc?
Skills shortages
Which professions are in demand?
• Engineers – Civil, Mechanical, Electrical, Chemical
• Healthcare – Medical Practitioners, Nurses, Technicians
• Arts and Entertainment – Artists, Dancers, Musicians, Graphic Designers
• Teachers
• Physicists, Geologists and Meteorologists
• Software Professionals (animation, television or video games)
• Chefs, Cooks
According to UK Visa Bureau.
Demand increases prices
How this impacts the business
 Paying higher salaries
 Employing more junior candidates
 Imbalance in existing team
 Longer time to hire (adds further to cost)
 Reduced productivity
 Retention issues
A specific generation is the cause?
What is the solution?
Training
 Graduate/entry level schemes
 Internships?
 Repurposing
 Backgrounds of current employees
Temporary staff/Contractors
• 14% increase in freelancers in the last decade
• 78% of people in the UK thinks freelancing promotes a healthy life balance
• 87% of students with 1st/2nd degrees think freelancing is lucrative
• 21% of graduates with first class honours say they have already chosen to work as a freelancer, suggesting that the
freelance economy’ is beginning to take hold among those graduates with the strongest degree results
• 29% of all graduates say freelancing is part of their career strategy for the next five years, a fact that suggests the
freelance economy will continue to gather pace in the UK
• The flexibility offered by freelancing is cited as the biggest career draw, with over two thirds (69%) of all graduates saying
they feel independent work offers them a better work-life balance.
• The opportunity to work on a variety of different projects and across sectors is also appealing, with over a third (38%)
saying this is a significant pull
• Respondents are also attracted to the earning potential of freelance work with 38% saying they feel they can earn as
much, if not more than they could in a traditional job
(Elance)
Internal “brand” (retention)
 Benefits – some are easy to set up
 Are some companies making their own skills
shortages?
Education
 UK system pushes towards University
 Apprenticeships, Internships, Professional skills?
 German system recognises other qualifications.
 Can we do anything about it?
The future and conclusions
The future?
 Workforces are likely to become more fluid.
 Likely to continue to have large skills shortages.
 Companies will need to work much harder on
their internal brands.
 Will the education system change?
Conclusions
 Organisations need to stay relevant to future
generations… but not through stereotyping.
 We shouldn’t change our hiring attitudes towards
different age groups.
 Is this new generation so different to previous
generations?
 Let’s consider other ways to fill the gaps in talent.
Questions?
Thank you!
• Twitter: JakeKimber
• jake.kimber@mediatonic.co.uk

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Future Talent – Common Stereotypes and Planning for the Future

  • 1. Future talent: common stereotypes and planning for the future. Jacob Kimber Recruitment Manager
  • 2. Overview Generations in the workplace Skills shortages What is the solution? The future and summary
  • 3. Generations in the workplace
  • 5. Summary  Stereotyping  Attributes are down to opinion – Not measurable  Everyone is different  Shouldn’t be targeting a single group  Some of the cons are actually just insulting  Data sample is small and 100% opinion based
  • 11. Circumstance not generation • Technology has increased transparency • People are bombarded with opportunity
  • 12. Quick Summary • Don’t make assumptions based on age • Not based on facts • Would you do the same with race, religion etc?
  • 14. Which professions are in demand? • Engineers – Civil, Mechanical, Electrical, Chemical • Healthcare – Medical Practitioners, Nurses, Technicians • Arts and Entertainment – Artists, Dancers, Musicians, Graphic Designers • Teachers • Physicists, Geologists and Meteorologists • Software Professionals (animation, television or video games) • Chefs, Cooks According to UK Visa Bureau.
  • 16. How this impacts the business  Paying higher salaries  Employing more junior candidates  Imbalance in existing team  Longer time to hire (adds further to cost)  Reduced productivity  Retention issues
  • 17. A specific generation is the cause?
  • 18. What is the solution?
  • 19. Training  Graduate/entry level schemes  Internships?  Repurposing  Backgrounds of current employees
  • 20. Temporary staff/Contractors • 14% increase in freelancers in the last decade • 78% of people in the UK thinks freelancing promotes a healthy life balance • 87% of students with 1st/2nd degrees think freelancing is lucrative • 21% of graduates with first class honours say they have already chosen to work as a freelancer, suggesting that the freelance economy’ is beginning to take hold among those graduates with the strongest degree results • 29% of all graduates say freelancing is part of their career strategy for the next five years, a fact that suggests the freelance economy will continue to gather pace in the UK • The flexibility offered by freelancing is cited as the biggest career draw, with over two thirds (69%) of all graduates saying they feel independent work offers them a better work-life balance. • The opportunity to work on a variety of different projects and across sectors is also appealing, with over a third (38%) saying this is a significant pull • Respondents are also attracted to the earning potential of freelance work with 38% saying they feel they can earn as much, if not more than they could in a traditional job (Elance)
  • 21. Internal “brand” (retention)  Benefits – some are easy to set up  Are some companies making their own skills shortages?
  • 22. Education  UK system pushes towards University  Apprenticeships, Internships, Professional skills?  German system recognises other qualifications.  Can we do anything about it?
  • 23. The future and conclusions
  • 24. The future?  Workforces are likely to become more fluid.  Likely to continue to have large skills shortages.  Companies will need to work much harder on their internal brands.  Will the education system change?
  • 25. Conclusions  Organisations need to stay relevant to future generations… but not through stereotyping.  We shouldn’t change our hiring attitudes towards different age groups.  Is this new generation so different to previous generations?  Let’s consider other ways to fill the gaps in talent.
  • 27. Thank you! • Twitter: JakeKimber • jake.kimber@mediatonic.co.uk