Collaborating with Competitors - M. Hassett_2.pdfCONTINUOUS CANDIDATES BY MARKET Global Average Mexico United States China Australia United Kingdom Continuous Candidates are the New

Collaborating with Competitors

SHARING TALENT POOLS TO MEET WORKFORCE CHALLENGES

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Introducing…

Vice President, Client Delivery

ManpowerGroup Solutions

MELISSA HASSETT

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ManpowerGroup Overview

80COUNTRIES

Workforce Experts

• Sourcing

• Assessing

• Training &

Developing

• Managing

3,100+GLOBAL OFFICES

3.4MPLACED EACH YEAR

12MPEOPLE TRAINED

Contingent and permanent recruitment

workforce solutions

Talent and career management

The Leader in Global Workforce Solutions

Professional resourcing and project-based solutions

Outcome-based, outsourcing solutions, RPO, MSP, consulting

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Are you already sharing talent without collaborating?

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Key Discussion Points

Workforce trends make finding the right talent challenging

Learn why a shared talent pool may be the answer

Understand how to make it work

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Workforce trends make finding the right

talent challenging

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Welcome to the Human Age

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Market Trends: Certain Uncertainty

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CONTINUOUS CANDIDATES BY MARKET

Global Average

Mexico

United States

China

Australia

United Kingdom

Continuous Candidates are the New Normal

More than one in three candidates in the U.S. is always looking for the next opportunity

37%

50%

41%

33%

30%

30%

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Why Yesterday’s Work Models Don’t Work

Alternative forms of employment are quickly emerging

Greater acceptance of new models

Job security is no longer guaranteed

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U.S. Candidate Preferences

Candidates Who Agree That Changing Jobs Frequently Helps Them Get Ahead

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Top Three Motivators for Job Switching By Industry

U.S. Candidate Preferences

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Defining Flexibility and Work Model

Workplace Flexibility

1. Flexible arrival and departure times

2. Full-time work from home/location independence

3. Choice and control in work shifts

4. Part-time work from home

5. Compressed shifts/work week

6. Opportunity for sabbaticals or career breaks (e.g., extended time off)

7. Unlimited paid time off

8. Caregiving leave

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Defining Flexibility and Work Model

Work Model

1. Full-time work

2. Part-time work

3. Contract work (a designated contract period)

4. Project work (freelance work based on a predetermined scope)

5. Temporary work (short-term, non-contracted

6. Seasonal work (an established period of time associated with a business cycle

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Flexibility is Growing in Importance

Schedule flexibility is increasing as a top-three motivator for career decisions, and the U.S. had the largest year-over-year increase in flexibility as a motivator

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Schedule Flexibility is a Top-Three Motivator

The U.S. is also among the top listing of countries above the global average in terms of wanting schedule flexibility

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Flexibility Preferences Vary

What the flexibility means, however, varies by country

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Factors Driving Changing Candidate Preferences

Logistical

Cultural Economic

Idealistic

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Men Want Flexibility Too

Flexibility is rapidly becoming a gender-neutral issue

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Schedule Flexibility Stigma

Many company cultures emphasize presenteeism & unknowingly cultivate flexibility stigma

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Industry Makes a Difference with Schedule Flexibility Preferences

DESK JOBS, SUCH AS THOSE IN IT OR FINANCIAL SERVICES

32%

27%

Prefer full-time

work from home

Prefer location

independence

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Industry Makes a Difference with Schedule Flexibility Preferences

HEALTHCARE OR RETAIL INDUSTRIES

12%

23%

Prefer compressed

shifts or work-weeks

Prefer choice and

control in work shifts

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Candidates Preferring Part-Time Work

36% of respondents prefer part-time work

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Candidates increasingly want flexible work options. Let’s learn how a shared talent pool may be the answer.

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The Shared Talent Pool

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Conditions Ripe for Labor-Pool Sharing

• Companies in adjacent

industries

• Role-specific solutions

• Industry-specific solutions

• Cyclical/seasonal

production cycles

• Highly competitive markets

• High-level contingent roles

• Companies seeking agility

• Industries with high

training costs

• Third-party manager as

employer of record

• Staffing company model

• Self-managed

Employers Who

Would Benefit

Ideal

Conditions

Management

Model

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Benefits for Employers

Strategic labor pools

Cyclical production solutions

Greater business agility

Reduction in theft, attendance and

safety issues

Teachable fit

Cost sharing

Redeployments

Retain “silver medalists”

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Understand how to make it work

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Early Best Practices

Involve the right type of talent

Focus on highly targeted initiatives requiring in-demand skills

Design with talent in mind

Establish ground rules

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Practical Model Considerations

• By geography

• Seasonal work

• Project work/tasks

• Agency

• RPO partner

• Hire common recruiter

• ATS/CRM/talent community

• FMS

Who Are You

Collaborating With?

Common

Recruiting EffortsTechnology

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Everyone Benefits

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Are you willing to consider collaborating with competitors?

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Questions?