This document discusses how changes in demographics, regulations, technology, and culture are impacting the availability of traditional blue-collar workers and creating opportunities for home service companies. Key points include: - Millennials are less interested in blue-collar work and prioritize benefits over pay. The pool of uneducated and undocumented immigrant workers is shrinking due to policy changes. - The economy is growing rapidly but productivity is limited by the shrinking labor force. Most service companies are not adapting their people strategies to attract new types of workers. - There is an opportunity for companies to expand home services by developing a dedicated recruiting function to attract and retain the right people through tools like applicant tracking, onboarding, learning management

1. BUILD Your Team

2. CO2 is about all about
GROWTH
Assembled the
top speakers
Assembled the
top vendors
Like-minded
Companies

3. The 3 essential skills
1. Ability generate sales
2. Ability to attract and retain
the right people
3. Ability to lead

4. CO2 is a three day
immersive event
Day 1 Day 2 Day 3
Generating
Sales
Attracting and
retaining the right
people
Leading
it all

5. Today is about
GROWTH
Through attracting
and retaining the
right people

6. What creates a
business opportunity?

7. Unmet customer need

8. Reward for finding that
unmet need?

9. Billion dollar companies that
didn’t exist 10 years ago
8B
881.1B 24.3B 7.6B
24.3B35B82.4B

10. If business opportunities
come from unmet needs
How do you identify unmet needs?

11. Change
Source of
opportunities
Source of
death

12. How important is the
skill of finding
(unmet needs)?
As an entrepreneur
As a growing company
As a manager

13. Sources of major change
Where do I look for change?
What change creates an unmet need?

14. Demographic
change
These are shifts in populations
based on gender, age, race,
ethnicity, religion, language,
income, education, and other
factors.

15. Regulatory change
These result from laws, regulations, or orders
from governments or other authoritative bodies.

16. Technology change
These are innovations or inventions that improve
efficiency or achieve other benefits.

17. Cultural change
These are shifts in a group’s values, norms, and
beliefs that affect behavior.

18. Are there any current
changes in our
industry that fall into
these categories?
Demographics
Regularity
Technology
Cultural

19. Is it possible from these
changes, there are
unmet needs for our
industry?

20. Lets review a few
changes

21. Generations
(defined)
Greatest Generation
(1901-1924)
Silent Generation
(1925-1945)
Baby Boomers
(1946-1964)
Generation X
(1965-1976)
Millennials/Gen Y
(1977-1995)
Younger Millennials (24-33)
Older Millennials (34-42)
Generation Z
(1995-Present)

22. 2019 US Population

23. 2026 US Population

24. In debt
Millennials

25. A 2015 Glassdoor survey revealed
89% of millennials prefer benefits
and perks to a pay raise and
another 83% of millennials would
shift their job for better benefits.
89%
Millennials

26. 64% of millennials said they wouldn't
work in construction even if they
earned $100,000 or more.
- Human resources today - Nov 2018
Millennials
64%

27. Millennials
Not interested in
blue collar work

28. Major Change 1
Millennials are not interested in working for you

29. Millennials
Earn more money than ever
Families are working

30. Millennials
Educated
Source: PEW Research Center

31. The Millennial Paradox
Outsource home services
Sources: Airtasker UK, www.ONS.gov.uk, www.bankrate.com
and Squarespace

32. 72% of millennials would rather spend
money on experiences versus possessions,
while only 22% valued material goods over
experiences.
Millennial
Perspective
22%

33. Millennial
Perspective
Young adults also do not typically enjoy the
work/life balance that the older generation
had the privilege of having, which means
they are more likely to be more time poor.

34. Millennials are not interested in
working in home services, but they
want to buy them
Major Change 2

35. Uneducated are getting
out of the game
“The increasing share of more educated
people in the US labor force is not just
because the US population is becoming
more educated. It is also because more
non-college graduates are leaving the
labor force due to disability…

36. The increase in disability rates, partly
because of the opioid epidemic, are
much more concentrated in the
population without a college degree
and is therefore having a larger
impact on the supply of workers to
blue-collar and low-paid service
occupations”
Uneducated are getting
out of the game

37. Immigration policies are
creating even greater pressure
on blue collar
In a study by The Conference Board from 2016, we
find that almost all occupations with a high
estimated share of undocumented workers are
within the blue-collar or low-paid service jobs.”
“

38. Undocumented immigrants tend to concentrate in
construction, agriculture, production (especially in
clothing and textile), food preparation and service,
and cleaning related occupations.”
Immigration policies are
creating even greater pressure
on blue collar
“

39. Immigration policies are
creating even greater
pressure on blue collar
“Recent immigration policy, which presumably is
reducing the number of available undocumented
immigrant workers, is having a larger impact on
blue-collar occupations than white-collar ones.”

40. A vast majority of current blue
collar workers are retiring
Also, in recent years, an unusually large share of
workers in blue-collar occupations have been
retiring. This combination of many retirements
and few new entrants is significantly reducing
the supply of workers for blue-collar
occupations. Since 2012, the number and share
of people without a college degree has been
shrinking. People with a college degree are
much less likely to look for a blue-collar job.

41. Millennials being
encouraged NOT to
pursue blue collar
- Stigma
- Values

42. Top 10 Fastest-Growing Industries in
the United States
ALL SERVICES
The Paradox?
64%

43. “
- Mike Rowe
We are lending
money we don’t have
to kids who can’t pay
it back to train them
for jobs that no
longer exist.

44. Major Change 3
Pool of traditional blue collar workers is drying up

45. Economic GDP

46. “
- Bill Conerly - Chief Economist
My economic forecast comes out to 2.7% growth in
inflation-adjusted GDP for this year and 2.8% for next year,
but with a bigger than usual uncertainty:
Can we actually produce more
stuff with our current labor force
and productivity?

47. Not enough
productivity for
sustainment
The economy is white hot
We are at a breaking point
People and productivity

48. Major Change 4
The economy is white hot
(and we can’t produce more)

49. Given these changes
What is the opportunity?
Are there unmet needs?

50. How are these two
companies different?

53. How is a service
company different than
a product company?

54. What is the ONLY real
competitive in any
service company?

55. People
What is the ONLY real
competitive advantage
in any service company?

56. Given all of the changes,
what is the opportunity?
The unmet need?
?

57. Suck!
Most service companies

58. Suck!
Why do most service
companies

59. Show of hands, limitation
of growth due to people?

60. The reality -
People landscape is changing

61. 1. Expanding
home services
market

62. 2. A
workforce
that has
MANY
options

63. 3. A generation
that wants to
have nothing to
do with you

64. The perfect
storm Hot economy
Demand for
home services
Dwindling pool
of workers
PMP

65. Why does
service SUCK
so bad?
Not adapting to the change
in the demographic
No real people strategy
No budget

66. Limitation to
GROWTH?
Is not sales
It’s the right people

67. Now What?

68. Change is the
game of
The greatest Entrepreneurs
The greatest companies
The greatest managers

69. You must see that…
Blue collar service
landscape is changing

70. You have a
CHOICE
There is no doubt that we
have change in all areas

71. Stop complaining, start retaining
Spend money on your people
Get serious about recruiting
Get serious about developing
Get proactive

72. Or….
Be reactive
And hire the leftovers…

73. The Catch-22
Need someone to get better
people
No budget for that person to get
better people
Your time
Your managers time

74. What if?
Outsource and cost share someone
dedicated to creating your bench?

75. What have we
learned?

76. ATS
Applicant Tracking System
OBS
Onboarding System
LMS
Learning Management System
PDS
People Development System
Forgely Platform Analytics
● Indeed
● Zip Recruiter
● Google Jobs
● Forgely Hire
● Docusign
● Unique Background
Solutions

78. Forgely Recruit
Service

79. IDEAL
CANDIDATE
BRANDING
ATTRACTION
PHONE
IDEAL
CANDIDATE

80. Forgely Recruit
Service
Brand your company to potential employees
Pool of qualified candidates that fit your profile
Fraction of the cost of a recruiter
Get the people you need - At the price you can afford

82. If you are ready to take
your company to the
NEXT LEVEL