What does the future of work looks like? Who is the ideal employer candidate of the future? Will companies become more democratic through developments in technology and participation? How can companies make use of Big Data to enhance the recruiting processes and employer branding available for usage? How will technology continue affect our behavior? Rahaf Harfoush will lead a corresponding discussion about how the future of talent recruiting looks like and how talents can be found. The decoded company - Know your talents better than you know your customer!
Times has change. Every company worldwide has to deal with difficulties about finding the right person for the jobs. And it's getting worse. The whole market is changing through digitalization and changing expectations of the working society. Is big data a technology issue or is it becoming a people issue? Society is changing a lot and technology as well. We are able to get personalized netflix profiles, but as employees we can't? We are treated equal but everyone is different. What's best for the individual should be the focus, but every company has to find its own way. 3 examples where presented on stage: Evernote, ProSiebenSat.1, and Siemens.
At Evernote internally people should have the best tool for their work. They don't believe in Bring Your Own Device (BYOD). BYOD, it doesn't mean people wanted to pay their devices. They didn't like the ones companies gave them. Well, why not providing a range of devices, providing the best technology the employees want to work with for more productive work. With using the own business version of the software, Evernote is offering a huge business and knowledge management tool. The employees can see changes and notes of their colleagues. Full transparency. In every single way. They all have the same desk size, sitting at the same area, can see each other, and talk to each other. There's no special office for the CEO. Evernote build a software to make your life better, and not to monetize your data. "We're an anti big data company, kind of", Linda said. You pay to get the best app to use to manage your data. That's the business. There's a different mind-set, and they are searching for same-DNA people working for them.
Heidi Stopper of ProSiebenSat.1 has a "normal" CV for today, she joked. But she jumped and changed her job in a time, no big data, internet or even mobiles had impact to lifes. She figured out that talent management is concerning all of us and the usage of data is important, but don't forget about the human factor, not all is data. Rosa Riera of Siemens agreed. She explained how Siemens is dealing with the situation: Today it's easier to find talents, to attract them, and to talk to them, because talents are on Linkedin. And there's a lot of other data available online. "Data can help us to develop and grow talent within the organization".
What does it mean to the labor market? Evernote recognized a shift to a knowledge worker society, a rise of knowledge worker. And a change from employer market to employee, this is not easy to shift for companies. Outside, there's a huge group of people, freelancers. Many want to be freelancers, because the market is theirs, Heidi Stopper explained. Now is the best time to demand what you need and employers need to move. Recruiting is changing rapidly from fishing to hunting, because of lack of talents. The old way of recruiting is condemned to die out. Other things are changing too, e.g. salary is not any more the only sexy thing for employees. A balance between career, family, and personal interests is becoming more and more interesting for employees. That's why every employee should be treated individually - the 65-year-old who want to keep on working fulltime or the twenty-something who only want to work 20 hours a week. Wide range to manage.
Finally, 3 advices of 3 powerful women:
Check every morning, if you like what you do. Life is short. Stay or quit. (Heidi Stopper)
Never be the smartest person in the room. (Rosa Riera)
I like being uncomfortable. It means I'm developing and learning. (Linda Kozlowski)