Jacob Kimber, International In-house Recruiter, Mediatonic Games
A look at some common stereotypes in regards to age groups of employees
Hiring millennials, do we need to change the recruitment process for one group?
Training and education. How do we shape the talent of the future?
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
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
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?
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.