1. 2010 Talent Trends and the Job Board Industry
People Shock
2010 Talent Trends and the Job Board Industry
Kevin Wheeler
March 2010

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On the Edge
New attitudes about work
New ways of working
New ways of finding work
New ways of attracting people to work
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3. Main Contention and the GOOD News
Job boards will remain, but face significant need to change.
The survivors won’t look or feel the same within 2 years.
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Five Major Trends
Enterprise of Self: From Control to Choice
People will more readily follow their personal aspirations and make trade-offs.
Networked World
Techn0logy has connected the global world more than physical transportation ever did. People are leveraging social networks to find each other, to stay in touch and to do work.
Free Agency: Entrepreneurism Grows
Large numbers will not seek re-employment in traditional ways. We will become a nation of “shop keepers” once again.
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Five Major Trends
GEN Y Values will be Mainstream Values
The attitudes and expectations of this age group will be seen as normal and hiring and work patterns will accommodate them.
Workforce Sustainability gets Traction
Retaining, maintaining, and growing the skills of the current workforce will be as important as recruiting.
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People will more readily follow their personal aspirations and make trade-offs.
Enterprise of Self
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7. Less Control Means More Choice
Little Choice
Scarcity/Control
Much Choice
Surplus/Freedom
Information
Communications
Purchasing options
Education
Lifestyle
Entertainment
Food
Transportation
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8. From Choice Comes Innovation
People with choices become creators:
New ideas
New ventures
Entrepreneurism
Momentum
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9. Choice Requires Personal Mastery
The art/science of making deliberate personal choices based on self-awareness.
Know thyself is a skill now being taught in Beijing, Singapore, France.
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10. Opportunities/Thoughts/Questions
How can job boards accommodate entrepreneurs?
Focused on providing choices?
Flexible/personal?
Do you help people to better “know themselves?”
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People are leveraging social networks to find and do work.
Networked WORLD
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Networked
Networking
Teaches us about possibilities
Shapes education and careers
Helps us find a job through friends.
From networks we can:
Create social as well as professional profiles.
Find natural matches between competencies, capabilities and interests.
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13. Opportunities/Thoughts/Questions
Should there be portals to information & people?
Who provides insight and advice?
Is there a need for a service to scrape and compile composite profiles?
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14. Free Agency: The Rise of Entrepreneurism
Large numbers of young people and more older workers than ever will find ways to work independently or with a small group of colleagues.
Free Agency: The Rise of Entrepreneurism
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15. Entrepreneurism as Disruptor
Corporate life looks unattractive to more people.
People are seeking to be their own boss – or work in smaller organizations.
Most innovation comes from small start-up organizations.
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New Patterns of Work
FleXible
Virtual
Sometime
Temporary
Self
Part-time
Job
Sharing
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Self-employment
According to the Census, more than 10 million Americans are self-employed, up from about 8 million in 1980.
The number of “non-employer firms” — businesses with no payroll — recently topped 20 million, up from 15 million in the late 1990s.
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19. Opportunities/Thoughts/Questions
Where do entrepreneurs find ways to link-up with other entrepreneurs?
Where do entrepreneurs find people to work with them??
Who’s going to available from a job board?
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20. Gen Y values Will Be mainstream values
Resourceful
Communicators
Passionate
Loyal
Empowered
Confident
Ethical
Ambitious
Optimistic
Gen Y values Will Be mainstream values
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Emerging Mindset
Individuals are self-directed
High levels of trust.
Expect autonomy and freedom of choice.
Want Flexible Roles – not titles or hierarchy.
Believe that everyone should know or have access to everything.
Share rewards.
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22. Action/Thoughts/Questions
What do you offer a GenY?
Can you personalize the experience?
What do you do with the entrepreneurial cadidate?
Who’s going to available from a job board?
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23. Workforce Sustainability
Retaining, maintaining, and growing the skills of the current workforce will be as important as recruiting [more?].
Workforce Sustainability
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Watchwords
Simple is good
Just enough is enough
Reuse/Recycle/Retain/Refresh
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Watchwords for People
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26. Sustainability and Recruiting
Employers will seek fewer, better people.
Focus on cultural fit
Pre-employment screening
Temp to Perm and other forms of employment will become more popular.
Organizations will replace the “core,” outsource the rest.
RPO will gain traction.
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27. Actions/Thoughts/Questions
What kinds of workers are available from your job board?
Can you screen/pre-qualify?
Can you offer people of all types?
Where do you add value?
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28. Current Definition of a Job Board
Job Board Perspective
A portal/web-based tool and/or database accessing a pool of potential candidates who have been screened for a profession and/or capability and/or competency.
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Job Boards
Candidate Perspective
A database of extant and non-extant jobs with minimal & often inaccurate information about how I might
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30. Future Definition of a Job Board
access to an ever-changing network of competencies packaged in different ways for different purposes.
Candidate
A place to explore different needs and their alignment to your competencies and needs.
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Job Boards Might Offer
Composite profiles/social resumes
Access to people with different working styles/inclinations/needs
Networked marketing/sourcing
Better communication between candidates/employers/each other.
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The Bottom Line
A younger, more informed and independent generation wants a personalized and meaningful job and job hunting experience.
A smaller workplace more focused on sustainability and quality is willing to hire fewer, but very high quality, regular employees and augment them with contractors and part-time people.
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33. Thank you The Future of Talent Institute
A highly networked membership organization providing information and insight into talent issues, trends and areas for focus to help you create successful talent strategies.
Partially underwritten in 2009 by
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