1.
The Future Workforce: Prepare
for Managing Talent in 2020 &
Beyond
Presented By:
Sarah White
Founder, Accelir
Sponsored by:

2.
Generations in the workforce

3.
Source: Multigenerational Workforce Infographic, 2013, Michael C. Fina & Accelir

4.
Gen Y isn’t
“Just another generation”
“Just another generation”

5.
Gen-Y will form 75 percent of the workforce by 2025
-Business and Professional Women’s Foundation

6.
GEN Y IS
FUNDAMENTALLY DIFFERENT
Huge Impact of Technology - (SoMo)
Globalization of Life
Self Managed Development

7.
GEN Y IS SOCIAL
66% would look up a store after learning their friend had checked
in
100 hours of video is uploaded to YouTube every minute
40 Million Pictures are uploaded to Instagram each day

8.
26% ofto social media sites in
companies still block
accesstheir workplaces

9.
Gen Y Grew Up Mobile
•
Among student tablet
owners, 76% said tablets
help students perform
better in class
•
75% of 12-17 year-olds now
own cell phones.
•
25% of smartphone users
18-44 can’t recall the last
time their phone wasn’t
next to them.

10.
Executive Disconnect
36% of Executives say their CEO
“doesn’t care or cares little” about social
media & brand reputation on it
33% of Gen Y would prioritize social
media freedom, device flexibility and
work mobility over salary

11.
50% of world population is under 30 years old

12.
How Do we prepare?

13.
Recruiting talent
Be proactive at identifying
needs and creating pipelines of
talent
•
Sourcing
•
Adopt consumer style strategy
for marketing and engagement
- talent shortages for good
candidates never go away
•
Look at positions & candidates
for skill sets vs titles
Recruiting
Employment Branding
Candidate Experience

14.
Managing talent
•
Build company loyalty and
relationship from day one.
•
Identify skills gaps on teams as
well as worker interest to
develop talent internally to
meet needs for growth
•
Have an environment that
people want to work in
Onboarding
Succession Planning
Team Building
Employee Engagement

15.
Developing Talent
•
Self Directed Learning
Opportunities
•
Allow workers to develop
their own ascension plans to
work off for training
•
Strong mentorship programs
with retiring workforce including interesting job share
arrangements
Learning
Social Collaboration
Mentorship
Personal Development

16.
Retaining Talent
•
Never Stop Recruiting
Employees
•
Create a culture of referral
•
Identify high potential workers
and fast track them
•
Use analytics, technology and
quantitative data to the
extreme
Hi-Po Identification
Internal Referral
Programs
Re-Recruiting
Analytics

17.
What else should companies
think about?
•
New workforce structure - Contingent, Part Time,
Flexible, Retained Experts, Consultants and On-Call
workers
•
Phased Retirement Programs - Valuable for both Gen Y
and Boomers. Most ROI for businesses.
•
Loss of the “pink-collar” workforce - No longer will
female dominated roles exist

18.
Business Impact of NEXT
Generation Business Strategies

19.
Results-Only Work Environment (ROWE) program allows certain corporate employees in to
work virtually anywhere, anytime, as long as they successfully complete their assignments on
time.
This shift increased productivity 41% at headquarters and had as much as 90% reduction in
turnover.
Companies like 3M, HP & Google have set aside time for groups of their
employees to focus on pet projects and innovations outside of their normal day to
day role.
And for much success dating back to mid century - products like Post-it notes,
GMail, HTML and AdSense have all come out of this innovation time.

20.
It All Has to Work
Recruiting
Managing
Together
Sourcing
Recruiting
Employment Branding
Candidate Experience
Onboarding
Succession Planning
Employee Engagement
New types of
“Employee”
New Workday Structures
Social Collaboration
Mentorship
Developing
Learning
Team Building
Personal Development
Hi-Po Identification
Re-Recruiting
Retaining
Internal Referral Programs
Analytics

21.
The Future Workforce: Prepare
for Managing Talent in 2020 &
Beyond
Sarah White
Founder, Accelir
Sarah@Accelir.com