The ManpowerGroup study in Russia is based on data regarding employees involved in the outsourcing projects and temporary labor provision projects in the years 2015-2019.The work reflects the work specifics of the outsourcing company: optimization of processes for clients and the available pool of vacancies.
As part of ManpowerGroup’s Global Candidate Preferences Research, How We Want to Work: What Employers Need to Know About Candidate Work Model Preferences, provides insights into these very questions, helping employers more effectively attract and retain the best candidates.
According to our latest research, more employers than ever (87%) plan to increase or maintain their headcount as a result of automation. Rather than reducing employment opportunities, organizations are investing in digital, shifting tasks to robots and creating new jobs. At the same time, companies are scaling their upskilling so their human workforce can perform new and complementary roles to those done by machines.
Employer brand and consumer brand are inextricably linked. A positive candidate experience makes individuals more likely to purchase an organization’s products or services and satisfied customers are more likely to work for companies whose products and services they use. The candidate experience, therefore, has an impact well beyond Human Resources, directly influencing company brand and profitability.
Discover a new approach to the talent problem: build, buy, borrow or bridge to ensure your workforce has the in-demand skills for the digital age.
Are you aware of the global technological preferences of candidates? ManpowerGroup Solutions surveyed 14,000 employees between the ages of 18 and 65 in 19 influential countries around the world. Can companies use modern technologies to find employees as a competitive advantage in today's war for talent? Learn in the global study of ManpowerGroup Solutions "Candidate preferences during job search."
#Skills Revolution 2.0: Robots Need Not Apply provides a real-time view of the impact of automation on the workforce in the digital age – not five or ten years out, but now and in the near-term. Most employers say digitization will be a net gain for employment in the near-term. Only 10% expect to reduce their workforce as a result of automation. As companies go digital, most will need more people, not fewer. Robots need not apply!
87% of workers would do NextGen Work in the future The ‘Monday-Friday 9-5 job for life’ has moved on and much of the jobs growthover the last 10-15 years has occurred in non-traditional, alternative ways of working.
Business models are being disrupted. From the rise of robots, globalisation and mass migration, to the shock Brexit vote and wider geopolitical uncertainty – the Human Age has arrived. The four Human Age forces we identified a decade ago – shifting demographics, greater individual choice, client sophistication and technological revolution – are transforming business models, and will continue to do so.
A global study of nearly 14,000 job seekers shows a shift in the balance of power from employer to candidate – today’s job seekers have more information than ever about a company and a position at early stages of the job search process.