Thur Leading and Managing Understanding the Next G

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Information about Thur Leading and Managing Understanding the Next G
Business-Finance

Published on April 14, 2008

Author: Aric85

Source: authorstream.com

Slide1:  NEXT GENERATION STAFFING FOR IT PROFESSIONALS AND LEADERS October 2003 What (we hope) you’ll take away from this session :  What (we hope) you’ll take away from this session A better understanding of today’s labour market A new way of looking at IT staffing strategies Tools to help develop your IT staffing strategies “Today, talent is the most important aspect of a company’s success.” :  “Today, talent is the most important aspect of a company’s success.” - McKinsey & Co. Demographics don’t lie :  Demographics don’t lie Boomers make up 60% of the workforce Retirements are already increasing Enrolments in engineering/ IT are down A serious skills gap is expected by 2005 The last time things were this bad? Remember the 1990s? :  Remember the 1990s? The economy is starting to improve Workers are restless Pent up frustration will lead to “churn” Savvy employers are already “staffing up” Are you prepared for the next “War for Talent”? A seller’s market… :  A seller’s market… Recruitment is advertising :  Recruitment is advertising Know your audience Develop appropriate message(s) Market your company as a “brand” Speak to your audience, not yourself The ability to attract and retain younger people is becoming a competitive advantage. :  The ability to attract and retain younger people is becoming a competitive advantage. Generation X:  Generation X Generation Y:  Generation Y Slide11:  DEMOGRAPHIC BREAKDOWN OF TARGET AUDIENCE(S) Generations :  Generations 1980 1960 Pre Boom Baby Boom Generation X Generation Y 1970 1950 1990 1940 Senior Management/Executives:  Senior Management/Executives Junior to Mid-Management Skilled & Staff Positions Where is everyone today? Slide14:  WHAT MAKES PEOPLE DIFFERENT? Slide15:  Born 1930 to 1946 Depression and WWII Many employment choices Unequalled post-war prosperity High fertility rates Senior management Hard working Comfortable relating to “authority” Baby Boomers:  Baby Boomers Born 1947 to early 1960s Post WWII Over 60% of North America’s workforce Idealistic Politically conservative Family-oriented Generation X:  Mid 60’s to late 70s Tail end of baby boom Tougher job prospects Earning less A ‘Boomer’s” world Generation X Generation Y:  Generation Y Born late 1970s to mid-1990s Larger than Generation X More ethnically diverse Technologically savvy Can be cynical, self-centred,materialistic Slide19:  ATTRACTING GENERATION X and Y Slide20:  Non-traditional approach Technology CD-ROMs Meet them where they are Become a “trusted advisor” Differentiating Boomers and Gen X:  Differentiating Boomers and Gen X Then “We’d like to teach the world to sing in perfect harmony.” Now footrace of Gen X-ers running up a muddy hill to a single bottle of Coke - winner take all Generation Y:  Generation Y The Media is the message Make Technology Count A well-designed Web site is crucial Creative electronic media solutions Peer marketing and referrals The message for Generation Y:  “What you can do for us” “What this Will do for you” The message for Generation Y What employers need to do…:  What employers need to do… 1. Understand your needs Align staffing strategy with business objectives 2. Understand your exposure Assess morale Assess skill sets Investigate redeployment options 3. Understand your audience Baby boomers, Gen X, Gen Y 4. Understand your value Employer Branding Corporate Web site inventory Summary :  Summary Talent is still key A shortage is looming Understanding Gen X and Gen Y is critical Companies are already building new recruitment “brands” The competition promises to be fierce Employers need to start responding today Slide27:  NEXT GENERATION STAFFING FOR IT PROFESSIONALS AND LEADERS October 2003

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