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2013 Talent Shortage The Great Awakening

Jonathan Means

VPGM, Manpower

August 27, 2013

ManpowerGroup

2013 Talent Shortage Survey

2 ManpowerGroup | 7/15/13

ManpowerGroup 2013

Talent Shortage Survey

What we’ll cover today

• The Human Age / World of Work trends

• Talent shortage survey results

• Why employers are having difficulty filling positions

• Strategies to overcome the talent shortage

• Recruiting strategies you can pursue

• Local employment outlook

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ManpowerGroup 2013


The world is entering a new reality – the Human Age

Eras defined by the

raw materials people

bent to their will:

• Stone Age

• Bronze Age

• Iron age

Eras defined by the

domains that people

conquered with ever-

increasing technology:

• Industrial Age

• Space Age

• Information age

Era defined by

the ingenuity of

individuals and

of the community:

• Human Age

Photo Credits; Johann Helgason, monroega.us, Google

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2013 Talent Shortage Survey ManpowerGroup 2013



World of Work trends

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U.S. Results

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About the 2013 Talent Shortage Survey

The ManpowerGroup Talent Shortage Survey looks at the

extent to which employers are having difficulty finding the

right talent, what jobs are most difficult to fill and why, concern

over stakeholder impact, and what strategies employers are

pursuing to overcome the talent shortage.

• 8th year of the survey

• 40,000 employers worldwide in 42 countries and territories

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Audience Question #1

How much difficulty are you currently having filling key positions

due to lack of available talent?

A. Significant difficulty

B. Some difficulty

C. No difficulty

D. Unsure/not responsible for hiring

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U.S. employers struggle to fill jobs

The survey revealed more than 1 in 3 U.S. employers report they

are experiencing difficulty filling jobs due to a lack of available talent.

14%

19%

22%

41%

31% 30% 31%

34% 34% 35% 40%

Global

U.S. 44%

41%

52%

49%

39%

60%

40%

20%

0%

2006 2007 2008 2009 2010 2011 2012 2013

Percentage of U.S. Employers Having Difficulty Filling Jobs

Source: ManpowerGroup 2013 U.S. Talent Shortage Survey

U.S. hardest jobs to fill

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Audience Question #2

Which positions do you have the hardest time filling at

your organization?

A. Skilled Trades, Technicians, Mechanics, Drivers

B. IT, Engineering, Finance / Accounting, Sales

C. Management / Executives

D. Teachers

E. None of the above

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Top 10 jobs U.S. employers are having difficulty filling

Top 10 Hardest Jobs To Fill in the U.S.

2013 1. Skilled Trades

2. Sales Representatives

3. Drivers

4. IT Staff

5. Accounting & Finance Staff

6. Engineers

7. Technicians

8. Management/Executives

9. Mechanics

10. Teachers

2012 1. Skilled Trades

2. Engineers

3. IT Staff

4. Sales Representatives

5. Accounting & Finance Staff

6. Drivers

7. Mechanics

8. Nurses

9. Machinists/Machine Operators

10. Teachers


Why employers are having

difficulty and strategies to

overcome the talent shortage

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Why are U.S. employers having difficulty filling jobs?

44%

2013

2012

0% 20% 40% 60%

Reasons Why U.S. Employers Are Having Difficulty Filling Jobs

Lack of technical

competencies (hard skills)

Lack of workplace

competencies (soft skills)

Lack of available

applicants/no applicants

Looking for more

pay than is offered

Lack of experience 24%

54%

27%

55%

32%

26%

33%

40%

48%


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How are employers addressing talent shortages?

0% 10% 20% 30% 40% 50% 60%

Strategies U.S. Employers Use to Overcome Talent Shortages

Adopting new

people practices

38% Using modified

work models

Seeking new

talent sources 35%

48%


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Employers are adopting new people practices

0% 5% 10% 15% 20% 25%

Ways U.S Employers Are Adopting People Practices

Providing additional training and

development to existing staff

15%

11%

23%

7%

4%

2%

Redefining qualifying criteria

to include people without

formal qualifications

Increasing starting salaries

Providing clear career

development opportunities to

applicants during recruitment

Enhancing benefits

Creating an interim role for best

fit internal individual/team


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Employers are using modified work models

0% 5% 10% 15% 20%

Ways U.S Employers Are Using Modified Work Models

Increasing the focus on

improving our talent pipeline

11%

9%

17%

7%

3%

Offering more flexible

work arrangements

Redesigning current

work procedures

Integrating contingent

workers into the process

Providing virtual work options


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Employers are seeking new talent sources

0% 5% 10% 15% 20%

Ways U.S Employers Are Seeking New Talent Sources

Adapting talent sourcing

to recruit more

untapped talent pools

18%

8%

20%

2%

Appointing people who don’t

have the skills currently, but do

have potential to learn and grow

Partnering with educational

institutions to create curriculum

aligned to talent needs

Considering new offices or

building out existing facilities in

areas where the talent is


Quick boost strategies

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Strategies you can pursue

1. Develop and support a framework for teachable fit

2. Create a culture of talent development

3. Tap into new source of talent

4. Drive agility from the outside

5. Improve collaboration with educational institutions

Local Outlook for Missouri

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“How do you anticipate total employment at your location to change in the three months to the end of September 2013,

as compared to the current quarter?”

Manpower Employment Outlook Survey

• Quarterly measure of employers’ intentions to increase or decrease

the number of employees in their workplace during the upcoming

quarter

• 18,000 U.S. employers surveyed; 66,000 globally

• Net Employment Outlook is the key statistic

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Missouri • 18% of employers expect to increase hiring

• 4% of employers plan to decrease

• 77% expect no change in their hiring plans

• 1% are undecided

• Net Employment Outlook = +14%

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Missouri Industry Sector Results

Job prospects appear best in:

Employers planning

no change to staff

levels:

• Construction

• Durable Goods

Manufacturing

• Non-Durable Goods

Manufacturing

• Transportation &

Utilities

• Wholesale & Retail

Trade

• Information

• Financial Activities

• Professional &

Business Services

• Leisure & Hospitality

• Government

• Education & Health

Services

• Other Services

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Springfield, MO Economy at a Glance

Source: BLS

Data Series

May

2013

June

2013

July

2013

Total Nonfarm 201.7 200.0 (P) 198.1

Mining, Logging, and Construction 7.9 8.3 (P) 8.3

Manufacturing 13.9 13.9 (P) 13.9

Trade, Transportation, and Utilities 43.8 43.6 (P) 43.6

Information 4.0 4.0 (P) 4.0

Financial Activities 12.4 12.4 (P) 12.5

Professional and Business Services 24.4 24.1 (P) 24.0

Education and Health Services 37.0 36.6 (P) 36.8

Leisure and Hospitality 19.4 19.5 (P) 19.4

Other Services 9.1 9.2 (P) 9.1

Government 29.8 28.4 (P) 26.5

Number of jobs, in thousands, not seasonally adjusted

(P) Preliminary

http://www.bls.gov/eag/eag.mo_kansascity_msa.htm











Questions?

For more information, visit:

manpowergroup.us/talent-shortage

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