The document provides an overview of Experis' permanent placement capabilities. It discusses megatrends in the global workforce like a declining working population and skills mismatch. Experis has a global footprint with over 3,000 search consultants worldwide specializing in fields like IT, engineering, and finance. The presentation covers Experis' vertical expertise, recruiting solutions, pricing strategies, national account representation, and delivery model. It aims to demonstrate how Experis can help clients address their permanent hiring needs.
2. Experis Permanent Placement Capabilities
Our Time Today
• The Human Age
• Global footprint
• Portfolio of Permanent Placement Services
– Capabilities overview
– Vertical expertise
– Recruiting solutions
– Pricing strategies
• National account representation
• Recap of delivery model
• Questions and discussion
Experis | Thursday, May 17, 2012 2
5. Experis Permanent Placement Capabilities
The Talent Mismatch
is deepening as
the working age
population declines
and the nature of
work changes
Experis | Thursday, May 17, 2012 5
6. Experis Permanent Placement Capabilities
Demographics/Talent Mismatch
Lack of resources
creates tension
Demand for skill on the high demand
skills market
Oversupply of low or
wrongly skilled
Supply of skill
resources generates
under- employment
and unemployment
Source: Confronting the Talent Crunch: A Manpower White Paper
Experis | Thursday, May 17, 2012 6
7. Experis Permanent Placement Capabilities
The working age population is shrinking
Source: Deloitte Research/UN Population Division, It’s 2008: Do You Know Where Your Talent Is? Why Acquisition and Retention Strategies Don’t Work, p.6
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8. Experis Permanent Placement Capabilities
Rising Customer
Sophistication requires
businesses to deliver
greater value
and efficiency
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9. Experis Permanent Placement Capabilities
In a globally connected world…
• Customers know and expect
more:
– Product problems become global
issues overnight.
– We exhaustively research
all purchasing decisions.
– Transparent information means
we all have
access to everything.
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10. Experis Permanent Placement Capabilities
Individual Choice will
be exercised by those
with the skills that are
most in demand
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11. Experis Permanent Placement Capabilities
One size fits One
Traditionalist Boomer Generation X Generation Y
Born 1928 - 1945 Born 1946 - 1960 Born 1961 - 1979 Born 1980 - 1995
Hierarchical Idealistic Pragmatic Immediate
Each generation approaches work differently and is shaped
by the economic, social and political forces of their time –
ultimately forming their individual preferences.
Source: Tammy Erickson
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12. Experis Permanent Placement Capabilities
Technological
Revolutions have the
power to change where,
when and how we work
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13. Experis Permanent Placement Capabilities
Technology has long changed the way we work
• It matters less what we know and more what we can find
• It matters less what we do ourselves and more how we
collaborate with others
• It matters less how we look when we work and more
how much work we get done
• It matters less what skills we have mastered in the past,
and more how well we learn new skills in the future
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14. Experis Permanent Placement Capabilities
ManpowerGroup’s Talent Shortage Survey
• 52 percent of U.S. employers are experiencing
difficulty filling mission-critical positions within
their organizations
– Up from 14 percent in 2010
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15. Experis Permanent Placement Capabilities
ManpowerGroup’s Talent Shortage Survey
• 89 percent of the nearly 40,000 employers surveyed cited the
following as bars to employability:
– Lack of experience
– Lack of technical skills
– Lack of soft skills
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16. Experis Permanent Placement Capabilities
U.S. Hardest Jobs to Fill
1.Skilled Trades 1. IT Staff
2.Sales Representatives 2. Management/Executives
3.Engineers 3. Teachers
4.Drivers 4. Administrative Staff
5.Accounting and Finance Staff 5. Machinists
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18. Experis Permanent Placement Capabilities
Permanent Placement Global Capabilities
Europe/Middle
East/Africa
U.S. & Canada 2,500+ Offices
800+ Offices 44 Countries/Territories
Mexico, Central Asia Pacific
America & Caribbean 250+ Offices
90+ Offices 15 Countries/Territories
11 Countries/Territories
South America
150+ Offices
10 Countries
Global Local
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19. Experis Permanent Placement Capabilities
Dedicated U.S. Permanent Structure
Casey Richie,
North America Perm
Practice Director
Southern
Austin New York Minneapolis Dallas
California
Houston Chicago Milwaukee Louisville
GLOBAL PERM FOOTPRINT
• Over 100 U.S. Executive Search Consultants
specializing in IT, Finance and Accounting, and Engineering
• Outside of the U.S., we have a total of over 3,000 Search Consultants
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21. Experis Permanent Placement Capabilities
Did you know?
In 2011, we placed over
27,000 professional
permanent placement
candidates globally.
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22. Experis Permanent Placement Capabilities
Permanent Placement Pricing Solutions
Fully Customizable Pricing Options
Pricing strategies tailored to clients’ business needs:
• Contingent - fee based on percentage of candidate’s annual salary,
includes competitive guarantee
• Retained - executive placement with partial retainer fee paid up and
remainder paid upon successful completion of search
• Management fee - multiple hires of 10+ includes reduced fee with
a minimum of a 3-month management fee
• Volume discount - tiered fee structure based on volume hiring
and/or client loyalty program
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23. Experis Permanent Placement Capabilities
Occupational Vertical Strength
IT Expertise
Top IT positions include:
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25. Experis Permanent Placement Capabilities
Occupational Vertical Strength
Finance and Accounting Expertise
op Finance and Accounting positions
include:
ccountant
uditor
FO
ontroller
inancial Analyst
ax Accountant
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26. Experis Permanent Placement Capabilities
Permanent Placement Recruiting Solutions
Flexibility in Our Delivery Options
Recruiting resources generate ROI
• Permanent placement recruiting team Our streamlined delivery
with average 12 years of industry reduces costs associated
experience with recruiting,
• National desk focus interviewing, onboarding
and training.
• Pipeline resources across all
skill sets (passive recruiting)
Gain productivity which
• Proven multi-tiered recruiting methods may equal as much a
and social media best practices 100% of the individual’s
• Client-specific recruiting and annual salary.
go-to-market strategies
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27. Experis Permanent Placement Capabilities
Permanent Placement Pricing Solutions
Fully Customizable Pricing Options
Pricing strategies tailored to clients’ business needs:
• Contingent - fee based on percentage of candidate’s annual salary,
includes competitive guarantee
• Retained - executive placement with partial retainer fee paid up and
remainder paid upon successful completion of search
• Management fee - multiple hires of 10+ includes reduced fee with
a minimum of a 3-month management fee
• Volume discount - tiered fee structure based on volume hiring
and/or client loyalty program
Experis | Thursday, May 17, 2012 27
28. Experis Permanent Placement Capabilities
Candidate Network
Comprehensive and strong candidate network
•Comprehensive, multi-level, pro-active
recruitment program
•Deep, wide-ranging pool of candidates
•Extensive geographic footprint
•40 million candidates in database worldwide
•Nearly 1 million registered candidates on
manpowerjobs.com
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29. Experis Permanent Placement Capabilities
76
The average
number of days
required to fill an
exempt position
Source: U.S. Chamber of Commerce
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30. Experis Permanent Placement Capabilities
Permanent Placement Client Representation
Industry Leaders on a local, national and global scale
Experis | Thursday, May 17, 2012 Proprietary | Confidential 30
31. Experis Permanent Placement Capabilities
Meeting the Needs of our Diverse Client Base
• Provide Professional resourcing
– We can align talent resources in a more economic way
– Improve talent management processes
– Reduce hiring costs and cycle time
– Provide quality talent to improve your time to market
• Generate cost savings
– Generate talent cost savings
– Ensure productivity cost savings
– Produce technological recruiting efficiencies
• Scalability delivered
– Our permanent placement solutions are customizable and scalable to your specific
business needs.
– Expansive geographic reach supports global expansion
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32. Experis Permanent Placement Capabilities
We Deliver Results Guaranteed
• Financially stable organization built on proven industry expertise
• Geographic footprint is not limited by area or region
• Full spectrum permanent placement recruiting solutions
• Excellent track record and reputation
• Consultative, high-touch quality approach to recruitment process
– Offers clients and candidates the ultimate in
one-to-one service
– Proven dedicated support throughout the entire
placement process
We deliver
professionals
– Client-centric recruiting experience and focus
with in-demand
• World class recruiting model and hard-to-find
– Flexible to client needs and ability to scale
expertise.
– Standardized recruiting methodology
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33. Experis Permanent Placement Capabilities
Permanent Placement Experts
Why Partner With Experis?
• Credibility and Expertise • Scope & Scale
– Over forty years of full service – Nearly 800 offices in the U.S.
professional employment expertise, and 4,000 globally with a
established in 1968 presence in 62 countries
– Over 27,000 annual placements – Globally, a $3 billion
globally, delivered within engineering, organization
IT, and finance and accounting – Access to an expansive
sectors pool of talent, includes over
– Network of vertical-specific recruiting 2 million professionals
experts proactively recruit in a
multitude of industries and
environments
We recruit top talent for permanent placement
positions across all industry sectors
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34. Experis Permanent Placement Capabilities
Enterprise Resource Planning
• Capitalize on business opportunities with greater efficiency
and effectiveness, resulting in streamlined business processes, optimized
cost structures and better market penetration and growth
• Strategically tie local and regional operating models in to a
standardized, global approach
– Program and project management
– Solution development, delivery and support
– Business intelligence/analytics
– Technical infrastructure and architecture
– Quality assessment and audit
– Resource Management
– Microsoft dynamics
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35. Experis Permanent Placement Capabilities
Social Media Networks and Channels
• Candidates have a variety of resources at their disposal to help them make
their next career move, including social media networks
– Powerful marketing, recruiting/sourcing and community building tools
– Engage with individuals and companies
– Educate about products, services, issues and special interests
– Accelerant for change and engagement
• Key business and social networking
– Jigsaw
– Ryze
– Facebook
– LinkedIn
– Twitter
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36. Experis Permanent Placement Capabilities
Diversity
• Target diverse associations, networking groups, universities, web
sites
• Forge partnerships with community leaders, organizations and
diverse minded businesses
Clients Culture Community
Partner with the nation’s High-performance culture of Workforce development
largest companies to change inclusion and diversity initiatives
the face of the workforce
Training, recruitment, Volunteerism programs
National, regional and local retention, mentoring and
diversity-focused organization career and management
partnerships to draw on a development
diverse workforce
Diversity awareness-building
and education to employees,
employee-led diversity
council, diversity integration
for recruitment and leadership
Experis | Thursday, May 17, 2012 36
Let’s discuss a few trends that impact your business and change how you approach your talent strategies. And then, with these forces and trends as the backdrop, we’ll talk about the talent shortage. [just provide an overview here – we get into more detail on the following slides]
The Talent Mismatch is deepening as the working age population declines and the nature of work changes. Organizations will need agile attraction and retention strategies. Critical skills shortages will accelerate the mobility of workers and work. There will be increased pressure to keep older workers engaged longer. Continuous training and development will be required to maintain a job-ready workforce.
Don’t be fooled by unemployment rates as it relates to available talent – already there is an oversupply of labor and an undersupply of talent. Across the globe, a variety of demographic developments have led to too few people in the right age or skill groups, or the right locations. Moreover, in many parts of the world, fewer people will be entering the workforce in the next 20 years. Italy will lose 28% of its population by 2050. In order to maintain its working age population, Italy would need to start importing more than 350,000 immigrants per year or, alternatively, keep citizens working until they are age 75. OECD, “Trends in Worker Requirements and the Need for Better Information to Make More Informed Decisions in a Global Economy,” June 2007 From 2011, 10,000 baby boomers will turn 65 every day for the next 19 years. (source: Pew Research Center) Young people are twice or three times as probable to be unemployed as adults. (source: International Labor Organization) With 45 million new entrants in the global job market annually – most of them young – 300 million new jobs will be needed between now and 2015 to keep pace with the growth in the labor force. (source: Recovering from the crisis: A Global Jobs Pact, adopted by the International Labour Conference at its Ninety-eighth Session, Geneva, 19 June 2009) In North and West Africa, more than one-quarter of the population is under age 15 and unemployment rates for young people exceed 30%. (source: International Institute for Labour Studies. “Making Migration a Development Factor: The Case of North and West Africa”, 2010) To ease the shortage, developed countries will continue to offer incentives to older workers to postpone retirement and remain in the workforce longer in order to maintain adequate levels of skilled talent. Retirees may even be offered attractive incentives to re-enter the workforce. And in some emerging countries, skilled expatriates may be lured back home by opportunities resulting from economic growth fueled by foreign direct investment. Employers will also continue to look toward new talent markets that can satisfy their needs. This may provide an opportunity for some emerging markets with growing populations, such as some countries in Africa.
Rising Customer Sophistication requires businesses to deliver greater value and efficiency. Responses and solutions will need to be faster, more agile, differentiated and global. Intensified price / value compression puts increased pressure on productivity. Talent will become a key competitive differentiator. A company’s practices are under increased scrutiny – they must stand up to total transparency.
Individual Choice will be exercised by those with the skills that are most in demand. Companies need to better understand individuals’ motivations and work preferences. Strategies will be needed to attract, engage and manage the multi-generational workforce. Segmented candidate attraction models will be required. Employer brand and reputation will become increasingly important. Individuals will “own” their careers and development.
Technological Revolutions have the power to change where, when and how we work. Increased transparency has changed the definition of valuable data. Unsubstantiated information increases the importance of verification. Technology and global arbitrage increase individuals’ and organizations’ choice of where, when and how work is performed.
According to ManpowerGroup’s 2011 Talent Shortage Survey, 52% of the nearly 40,000 employers questioned stated that they were experiencing difficulty filling mission-critical positions within their organizations. That’s up from 14% in 2010. Introduce polling question and compare results
According to ManpowerGroup’s 2011 Talent Shortage Survey, 89% of the nearly 40,000 employers questioned cited candidates’ lack of experience, technical skills and soft skills as bars to employability. That’s why, despite the highest unemployment levels we’ve seen in recent history, employers are unable to find qualified people to fill open positions. Introduce polling question and compare results
Despite the slow and uneven recovery from the economic downturn and lingering high unemployment, organizations still report that they cannot find the talent they need when they need it. As we enter the Human Age, when human potential is becoming the driving force behind business growth, having the right people in the right place at the right time becomes more critical than ever. The ManpowerGroup Talent Shortage Survey we’ve been referencing – which surveyed nearly 40,000 employers across 39 countries and territories during to gauge the impact of talent shortages - here’s what U.S. employers say are the most difficult positions to fill.
12 million interviews annually 4 million placements 400,000 clients 4,000 offices worldwide 82 countries 30,000+ employees globally $19B annual revenue in 2010
Summary of differentiators.
Benefits associated with social networking: brand building fostering collaboration and communication new talent recruitment candidate assessment professional development of employees ManpowerGroup Research: Employer Perspectives on Social Networking: Global Key Findings
Inclusive Values Engaging Practices Embracing Diversity Clients We know our clients are the lifeblood of our business. We also recognize that as a major provider of talent, we have the opportunity to partner with most of the nation’s largest companies to change the face of the workforce today. Our clients expect best practices from Manpower to support their cultures of diversity and inclusion. To ensure this, we have created key strategies to assist our clients in achieving their diversity vision. Most significantly, Manpower partners with national, regional and local diversity-focused organizations to enhance our ability to draw on a diverse workforce. Culture How do we ensure our company is a great place for people to work and create a high-performance culture of inclusion and diversity? To accomplish this, Manpower has developed specific programs and resources in the areas of training, recruitment, retention, mentoring, and career and management development. Key initiatives include providing diversity awareness-building and education to employees; leveraging an employee-led Diversity Council; and integrating diversity into recruitment and leadership development practices. Community What makes a thriving, diverse community? It starts with people who are gainfully employed and, with employers, actively engaged in making a difference in their local communities. Manpower knows the pride a paycheck can bring, and continues to invest in the communities through our workforce development initiatives and volunteerism programs. We connect to our communities to understand what holds their members back from employment, and then we work to develop programs that can bridge that gap.
