1. The Global Talent Crunch: Why Employer Branding Matters Now

2. 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 “ ”

3. Solutions 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 Cross-Region Recruitment The underworked Solution: Women and the talent crunch Strategic elements The global talent crunch: Why employer branding matters now The borderless workforce The new agenda for an older workforce Engaging the total workforce Confronting the talent crunch Employer Branding Attraction & Retention Women at work Outsourcing Hiring & keeping the right people Letting you focus on what you do best What makes talent want to relocate for job Path towards becoming an employer of choice Unleashing women’s potential to increase productivity Flexibility Corporate Culture HR Disposition Workforce Optimization Succession Planning Talent mapping for effective people management Growing the right people as future leaders Better response to business needs Culture that attrachts, engages and keeps the right people Vital elements that a company should view as an integrated solution

4. The Global Talent Crunch: Why Employer Branding Matters Now

5. Demographic evolution Economic development Growing global Talent shortage Global competition Technological progress

6. 60% Did you know that...? 12 mio By 2030 Europe’s workforce will be 20 million people short to sustain economic growth and finance the costs of its aging population. 20 mio Most of the technologies we nowadays use at work will be replaced by 2014. 2014 Between 2025 and 2030, 12 million people a year will be exiting the global workforce. On average in OECD countries, about 60% of women are employed.

7. The Talent Supply-Demand Disconnect

8. 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

9. Evolution in Belgium % = percentage of employers having difficulties in filling jobs as a result of talent shortage (2009) The global talent shortage: Most and least affected countries

10. 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

11. Talent shortage: what do you do? Manpower Tips

12. Supply Demand

13. 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 tips for proactive employers 10

14. 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.

15. 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? Do you have a clear understanding of what makes the organization’s culture and work style unique? Is there a plan in place along with adequate infrastructure to assess and create the optimal work experience for all employees? Do you understand the true drivers of engagement among the different populations that make up your workforce? AttractRetain 4 steps towards a unique employer brand 1 2 3 4

16. Questions?