This year, EY (Ernst & Young) partnered with LinkedIn for a major study of prospective employment market changes. Learn how traditional jobs are evolving, what type of new jobs are emerging, what new competencies are expected by companies, and how people will work in the near future. See more global recruiting trends on SlideShare: http://slidesha.re/15uNlsD Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj

1. A Talent Revolution
Didier Desert
Lindsay Ahearne
Partner at EY
Senior Insights Analyst at LinkedIn

2. Key success factors for companies have changed, what about people?
Smart
Social
Flexible
Ethical
New jobs?
Changing jobs?
New skills?
New types of management?
CSA
LinkedIn network
7.000 Job offers
500 executives

3. Do we expect a real shift in jobs
and skills?

4. Managers expect massive changes in their staff’s job
descriptions
> 75%
50% to 75%
25% to 50%
40%
3%
7%
29%
of managers believe that +25% of their staff will see a change in their
job description within the next 5 years

5. Technology and globalisation impact jobs, functions
and skills heavily
New
technologies, digital, demater
ialisation
15%
15%
Finance, accounting
16%
Logistic
18%
IT, digital
Globalisation
13%
Marketing
Economical
pressure, rentability
19%
Customers management
Commercial
Competitive pressure
50%
22%
31%
41%
Technology has a particularly strong impact on
emerging countries
IT and digital jobs are logically most
impacted

6. Within 5 years IT - Digital skills and Team Work will be the
most important
Soft Skills
Hard Skills
Technical,
IT, Digital
35%
Customer
Relationship
33%
Team
Work
33%
Innovation
32%
IT – Technology – Digital
Are everywhere
Stress
Management
30%
Changeability
28%
Team work can break silos
change is continuous

7. What does the new employee look like ?

8. A chameleon worker serving a
chameleon consumer

9. Good team player
Consumer oriented
Innovative
Geek
Hard working
Analytical
Zen

10. Good team player
Consumer oriented
Innovative
Geek
Hard working
This is the employee
companies dream of…
Analytical
Zen

11. What kind of skills are Talent Acquisition Leaders looking for?
Sector
Behavior
Management
Interpersonal
Sector
Communication
Behavior
Analytical
Sector
Behavior
Language
Sotware / IT
Sector
Behavior
Language
Interpersonal
Sector
Behavior
Language
Software/IT
Software/IT
Language
Sector
Interpersonal
Sector
Communication
Software/IT
Behavior

12. What kind of skills are Talent Acquisition Leaders looking for?
Expectations are high
Sector
Behavior
Management
Interpersonal
Sector
Communication
Behavior
Analytical
Sector
Behavior
Language
Software/IT
Sectorial knowledge is key
Sector
Behavior
Language
Interpersonal
Sector
Communication
Software/IT
Behavior
Software/IT
Language
Sector
Interpersonal
Soft skills are expected everywhere in the world
Sector
Behavior
Language
Sotware / IT

13. Do they find adapted skills in their country?
Account Mgt
Coaching
Teamwork
Account Mgt
Leadership
Team building
Biz Dev
Management
Consulting
Change Mgt
Digital Marketing
PR
Strategic Soft Skills

14. Do they find adapted skills in their country?
Business planning
ERP
Engineering
Software/Manufacturing Hybrid

15. Do they find adapted skills in their country?
Business Analysis
Engineering
Requirement analysis
Software/Coding-related Hard Skills

16. Do they find adapted skills in their country?
Engineering
Manufacturing
Supply chain Mgt
Manufacturing-related Hard Skills

17. Do they find adapted skills in their country?
The skillset is spread all over the world
Account Mgt
Coaching
Teamwork
Biz Dev
Management
Consulting
Soft Skills can mainly be found in the west
Engineering
Account Mgt
Leadership
Team building
Manufacturing
Supply chain Mgt
Hard skills are now located in emerging countries
Change Mgt
Digital Marketing
PR
Business Analysis
Engineering
Requirement analysis
Isn’t the solution a team ?
Business planning
ERP
Engineering

18. Emerging jobs: Branding & Sales, Community & Care
Business
Development
+11%
Media &
Comm
+10%
Community
services
+11%
Marketing
+9%
Program
Management
-10%
Healthcare
+10%
IT
-10%
Job dilution happens when a job title turns into a common competency

19. Where are the emerging jobs growing?
Community & social services +28%
Media & com + 21%
Art & design +15%
Community & social services +15%
Biz Dev +12%
Media & com +12%
Real estate +16%
Media & com +15%
Entrepreneurship +14%
Real estate +60%
Consulting +13%
Biz Dev +16%
Research +12%
HR +11%
Sales +26%
Consulting +18%
Research + 13%
Biz Dev +18%
Marketing +16%
HR +13%

20. Where are the emerging jobs growing?
Community & social services +28%
Media & com + 21%
Art & design +15%
Western: grow brands and take care of people
Community & social services +15%
Biz Dev +12%
Media & com +12%
Real estate +16%
Media & com +15%
Entrepreneurship +14%
Biz Dev +16%
Research +12%
HR +11%
Sales +26%
Consulting +18%
Research + 13%
Biz Dev +18%
Marketing +16%
HR +13%
Eastern: grow the local market
Real estate +60%
Consulting +13%

21. Does the chameleon work in a company?
The rise of entrepreneurship

22. How are companies preparing?

23. Which solutions do you see the most efficient to get the skills
you need?
Internal mobility programs
 54% see training as a
Career management
key solution
Talent management and high potential
identification
 48% see retention
Sponsorship within the organisations
programs and internal
mobility as key solutions
Hiring new employees
Training
0%
10%
20%
30%
40%
50%
60%

24. Emerging Countries are pessimistic:
they lack skills and find it harder to recruit
73%
66%
61%
47%
35%
30%
25%

25. Emerging Countries are pessimistic:
they lack skills and find it harder to recruit
64% of Managers from Emerging countries
don’t find the skills they need in the market.
73%
66%
61%
60% of them do not have the skills
47%
they need within the company.
35%
30%
25%

26. Chameleons: How to find them, keep them,
and develop them?

27. Coming soon…
Towards a Talent Revolution?
 An in-depth journey into the world of changing jobs
and competencies
 To be released in November
 Supervised by Didier Desert, EY Partner, in charge
of HR
 didier.desert@fr.ey.com