Andy Dolby, Head of RPO, Capita Resourcing We examine the significant social shifts that are influencing the future of work. We look at how businesses need to alter the way they remain relevant in the talent market place. We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.

1. THE FUTURE
OF WORK
WE ARE YOUR PEOPLE.

3. WELCOME TO
2025

4. OFFICES ALL
OVER THE WORLD
NOW LIE EMPTY

5. THIS IS MY
TEAM
I’VE
NEVER MET
THEM

6. MACHINES RUN
BACK
OFFICE
OPERATIONS

7. RECRUITERS
ARE NOW PART OF
THE GIG ECONOMY

8. LET ME TAKE YOU
BACK TO 2016 …

10. Today Tomorrow 2025
Already aware of certain
trends and challenges that
we know will be important
into the future:
• Ageing workforce
• Skills shortages
• Changing working
patterns
How will these things
change the way we need to
engage, attract, develop
and deploy our staff?
And what about the things
that we can’t plan for?
Are we spending enough time today planning
for the outcomes we do know about…. And
thinking about how to prepare for those we
don’t?

19. • Being clear about what the company stands for and
positioning against peers
• What does good look like – matching people to the
brand (skills and values)
• Tailoring the EVP to the target audience – and tailoring
rewards (particularly for millennials)
• Influencing perceptions at a young age
• Questions over the locus of responsibility for employer
branding

20. • Only 8% offer a flexible working contract today
• Getting the balance right between meeting employee
needs and expectations and customer needs and
expectations
• Not just about logistics… about culture
• Focus on outputs not inputs
• Agile working – employer led
• Contract workers seen as necessary and not a solution to
flexible working

21. • 73% HR decision-makers believe that as
employees are growing increasingly aware of
their value, they’re becoming more
demanding
• Proactive pre-engagement to develop
intelligent pipelines seen as the primary
solution
• Utterly dependent upon the ability to
undertake accurate workforce planning.
• High on the agenda and critical to successful
talent management….but hampered by a
lack of joined up thinking between corporate
teams and strategic units….and a lack of
skills/capacity for data analytics

22. • 49% see closer alignment of HR planning with
business strategy as major challenge
• 36% see lack of analytical skills in HR as a barrier to
achieving this objective
• Need to understand whether Is HR about
protecting the interests of staff in the workplace or
about aligning people to the needs of the
business?
• HR professionals need to be more business savvy
before they have a place at the top table

23. • Just 12% of HR and resourcing professionals are
extremely confident they have sufficiently
highly skilled employees available to meet their
future business needs
• Main areas facing talent shortages over the
next ten years:
IT and technical (50%)
Leadership and management (33%)
Project management (31%)
• Engaging with higher education institutions no
longer enough:
Traineeships, apprenticeships and longer
term arrangements with primary or
secondary schools.
• Organisations now looking to ‘tender’ their
projects internally and externally
• THE BOTS ARE COMING

24. WORKFORCE
AUTOMATION

25. 2025 IS
COMING.
ARE YOU READY?