Australasian Talent Conference 2013 - Future Forecast - 2014 & Beyond

Fearless Forecast – 2014 & Beyond

Kevin Wheeler

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Conflicting Worlds

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WHENEVER-Batch processing-Lag between start & finish-Complex World-Fundamental Assumption: Past & Future similar

NOW-Streaming-No Lag between start & finish-Chaotic World-Fundamental Assumption: Past & Future different

Prescribe job content

which then changes

before we have

candidates.

We work in hierarchy, structure, rules.

Sharing & collaboration are normal.

Copyrights?

Patents?

Intellectual Capital?

Group invention & innovation

It’s about recognizing and trusting the emerging patterns we see.

We are struggling more and more to define jobs & work.

Cannot respond

quickly enough to

change

Slow, inflexible

4

COREEMPLOY

EES

PARTNERS

TEMPS CONSULTANTS

CUSTOMERS

SUPPLIERS

Work is being re-organised

Lower cash investment neededSmaller, Leaner, networked Firms

Fun, satisfying, meaningful

Lower cost structure

-Collaborative partnerships

-Virtual organizations

-Co-work

-Flexible, nimble, lean

5

GOAL: Finding Information in the Noise

We are overwhelmed with words, pictures, numbers, videos.

Patterns are harder and harder to see.

Candidates are

elusive – jobs are

changing. Social media has become “the cocktail party from hell, with the flood of information jeopardizing meaning.” -Maureen Down

99% of

informatio

n is

noise.

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Resume

Social NetworkWeb Info

Social NetworkTweets

ResumesDatabase

Data Scientist

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“the sexiest job in the 21st century” -Harvard Business Review

8

and Talent Management?

Challengesassumptions

High socialinfluence

ExperimentsLooks for correlations

AnalyticalKnows statistics

How does Big Data/Analytics change recruiting?

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Search becomes about drawing information from data

10

"The Web is your CV and

social networks are your

references."

Candidates will have no need for formal resume/CV

Search will be composed of a mix of structured and unstructured, aggregated and integrated data, streaming & static data.

Ability to forecast job success & even level of performance

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Workforce Planning

12

Assessment

13

Performance

14

Social Influence

15

Four most important tools for 2014

16Dynamic, streaming, cheap

Emerging - Gaming for Attraction & Assessment

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18

19

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Gamificati

on

Seamless User

Interfaces

Apps

Candidates & Hiring Managers are Center

MicroXcti

ons

Mobile Grows Exponentially

Recruiting becomes a

DYNAMIC, Realtime, all-the-

time, process Of scanning,

analyzing, and assessing

for. . .

KEY TOOLS -Games -Job Previews -Analytics -Crowdsourcing -Crowd Assessment

Jobs are DYNAMIC, evolving, global and highlyVaried.

Thanks!Contact me:

[email protected]

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