This e-book is made to present you with the 4 truths of work today. It explains why talent is dwindling, it discusses the challenges we are all facing , and it offers some suggestions for recruiting and retaining top talent.

1. 4
TRUTHS
ABOUT
WORK
LANCE JENSEN RICHARDS & JASON S. MORGA
Å

2. 2 | FOUR TRUTHS ABOUT WORK
INTRODUCTION OMG! Change…everywhere, every day.
We are all struggling with the skills dilemma
that is challenging the way we manage and LANCE JENSEN
RICHARDS,
JASON S. MORGA,
PHR
plan our workforce of the future. GPHR, SPHR
People are remaining in the workforce longer than they used to, yet there is a growing shortage of
skilled talent. The aging and declining workforce is a global phenomenon taking place in all industries
and across traditional boundaries.
Generational differences, which have emerged over the last decade, are beginning to solidify and
have lasting implications for the management of human capital. In addition, the rise of a new breed of
self-employed “free agents” is injecting a volatile element into the mix, which is forcing employers to
reassess the way they select, deploy and interact with staff.
How do we prepare ourselves for and manage these trends? What are the keys to success as the
workforce continues to evolve? This e-book is made to present you with the 4 truths of work today.
It explains why talent is dwindling, it discusses the challenges we are all facing , and it offers some
suggestions for recruiting and retaining top talent.
Read, learn and enjoy.
LANCE JENSEN RICHARDS JASON S. MORGA
Lance.Richards@kellyocg.com Jason.Morga@kellyservices.com
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HOME INTRODUCTION TRUTH 01 TRUTH 02 TRUTH 03 TRUTH 04 CONCLUSION GET THE FULL REPORT

3. 3 | four truths about work
01
we are Good news: Thanks to advances in
medical technology, people are living
What is behind this shift in the
labor market?
The reason that there are fewer young
people graduating is because there are
GettinG oLd and working longer. As a result, people
The retirement of Baby Boomers is the
fewer young people.
– and Less! over age 50 constitute a larger part
leading factor behind projected labor in essence: With the overall
of the overall population, and a larger
shortages, leaving fewer numbers workforce aging, birth rates in mature
part of the global workforce.
of skilled workers. With technology
markets dropping, labor pools in
advancing at a rapid pace, the need
From a demographic standpoint, developed nations shrinking, the
for skilled workers is increasing at an
“prime-aged” workers are 25 to numbers of skilled workers dropping,
exponential rate around the world.
54 years old. This group has grown and the demand for skilled workers
significantly over the past two Unfortunately, the numbers of college accelerating along with technology
decades, but in recent years, has graduates is not keeping pace with evolutions —the global workforce
flattened and is now declining. what the global workforce requires. could soon be in a world of trouble.
evolutionary shifts in the workforce are to be expected as the world changes. But
today’s global workforce is undergoing an unprecedented transition—as companies
everywhere are faced with recruiting and retaining top talent from a labor force that
is shrinking overall, yet includes increasing numbers of older workers.
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4. 4 | four truths about work
02
it’s GettinG Generational differences may pose
challenges for you, if you want to
Baby Boomers are being followed by
a far smaller cohort of only 45 million
from traditional career paths that
involve loyalty to a single company
crowded – get optimal performance from your Gen X workers, so there will be a for long tenures. Instead, they are
entire workforce. Today the diversity shrinking pool of prime-aged workers
4 Generations of experience and knowledge offered to fill the gaps.
assuming more responsibility earlier
in their careers and focusing on
@work by four distinct generational mindsets
The demand for talented Gen X
developing skills that will make them
(Silent Generation, Baby Boomers,
marketable to multiple employers.
leaders will increase, but the supply
Gen X and Gen Y) can provide tangible
will decrease. In the same time, with
benefits if managed well. as a base Line: Differences in
the retirement of the baby boomers,
work ethics and values will continue
But the challenge for you is to there will still be a significant deficit
to escalate as the age spectrum
embrace the talent mix, tap into it, and in leadership and the competition for
in our workforce becomes more
use its strengths to deliver operational older, more experienced leaders will
pronounced. As a result, you will be
performance. intensify.
forced to rethink, revamp, and adapt
As we’ve discussed, today’s workforce To make matters worse, the younger your recruiting, retention, and training
is growing older. More than 78 million workers are shifting their sights away strategies.
For the first time, employers are challenged by the phenomenon of four distinct generations
coming together in the workplace simultaneously. each generation has its own unique attitudes
toward work, and those diverse approaches often result in intergenerational conflict.
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5. 5 | four truths about work
03
the oLd is One of the most important workforce
trends of the past two decades has
• They prioritize freedom and flexibility
over the security of traditional
allows us to react more quickly to the
dynamics of business by being able
not the new been the rise of the new breed of employment models. to expand and contract our workforce
independent free agents – consultants, • They are always keeping an eye out according to changing needs. We
– the free freelancers, contractors and for more interesting or rewarding can adopt a just-in-time workforce
aGents are ‘micropreneurs’. assignments that afford the best
work/life balance.
strategy to save money and streamline
processes by maintaining a staff of core
cominG That’s the core about them: personnel responsible for day-to-day
• They are not traditional “9 to 5” The reasons for becoming a free agent operations.
employees working for one employer. reflects a desire to be in command of
• They are independent professionals one’s “self”, to be able to participate in Your benefit: When project needs
or consultants, temporary or contract meaningful work, and to be rewarded in increase or special skill sets are needed,
employees. a way that reflects the effort and quality we can quickly bring in contractors with
• They move from project to project, of the input. the specific skill sets needed. Instead
location to location. of spending time creating new staff
• They span all ages, professions, The rise of the free agency positions and sourcing job candidates,
incomes, and educational levels. phenomenon has also had benefits you can ramp up or scale down
• They are interested in working for for those of us that use contract according to workflow.
themselves. or temporary labor. A free agency
a strong trend has emerged toward building more flexible, project-based workforces, largely
because modern technology has made it possible for people to connect from wherever they are.
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6. 6 | four truths about work
04
it’s GoinG to The mix of different generations and
their associated aspirations, together
One of the critical advantages in a
multigenerational workforce is the
One of the key issues for your company
is how to provide the emerging
be diverse! with the rise of a more entrepreneurial incredible diversity it can provide. generations with the opportunities and
class of free agents is re-shaping the challenges they deserve, while retaining
way that businesses operate, and the For you and your company, a multi- the substantial repository of acquired
way employees are engaged and generational workforce may seem the knowledge held by the Baby Boomers.
deployed. source of much frustration, though it
need not be. Managing this migration from the
This trend has a name: Diversity. mindset of Baby Boomers to the
The challenge lays in recognizing both viewpoints of Gen X and Y becomes
The source of that diversity may vary. the similarities between the generations critical.
It may be generational, geographic, as well as the areas of divergence, and
ethnic, occupational or socio-economic. putting into practice measures that the win factor: Businesses that
In coming to complex decisions, it address each group’s priorities and can manage and capitalize on the
almost always pays to have as many interests. generational divide actually have
varied inputs as possible. an enormous source of competitive
advantage at their fingertips.
The task of managing the generational mix in the workplace
for maximum efficiency is one of the most challenging facing
managers and business owners today.
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7. 7 | four truths about work
concLusion Surviving and Succeeding
With the global workforce aging and declining, it is the right time for companies to develop strategies
for recruiting and retaining top talent from all generations.
For workforce planning to be effective, you need to sharpen their skills in interpreting and using
workforce data to track trends and assess global insights.
Knowing what attracts and keeps employees in their jobs is key to ensuring employee growth and
satisfaction while supporting corporate goals and containing costs.
The colliding trends in the workforce are not going to change, and the challenges they present aren’t
going away. You need to act to create a talent management strategy that conquers those challenges.
By measuring, developing, and nurturing its human capital, an organization can ensure that its most
valuable asset is used effectively and efficiently.
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8. This ebook is extracted from The Leadership Deficit –
Recruiting and Retaining the Multi-Generational Workforce
doWnLoAd your
FrEE coPy todAy.
About the Authors
LAnce Jensen richArds, GPhr, sPhr is Vice President, Global Workforce
solutions of KellyocG. he has overall accountability for the practice on a
global basis, in addition to providing thought leadership, business planning,
and strategic direction.
Jason s. Morga, PHr is Senior Director of the Kelly Services Americas
Marketing Group, which delivers a wide range of interactive and media-rich
solutions to support internal and external Kelly clients. Jason has been engaged
in human resources and marketing functions for more than 12 years.
About KeLLy
Kelly services, inc. (nAsdAQ: KeLyA, KeLyb) is a leader in providing workforce solutions.
Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class
staffing on a temporary, temporary-to-hire, and direct-hire basis. serving clients around the globe,
Kelly provides employment to 480,000 employees annually. revenue in 2010 was $5 billion.
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