SPEAKER JOE SHAHEEN SPHRGPHR ECRE HCS MANAGING DIRECTOR

SPEAKER JOE SHAHEEN, SPHR/GPHR, ECRE HCS MANAGING DIRECTOR OF THE HUMAN ALLIANCE LTD. DEVELOPING A GLOBAL TALENT ACQUISITION MINDSET TO ATTRACT THE CONTINGENT WORKFORCE THE HUMAN ALLIANCE LTD. IS A WORLDCLASS TALENT MANAGEMENT AND TALENT ACQUISITION CONSULTING AND ADVISORY COMPANY © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776

2 SYNOPSIS It’s a Global economy, which means that it’s a global talent pool—an ocean of talent filled with distinct possibilities for competitive advantages. A World where every company can leverage top talent wherever top talent may exist. Organizations can no longer rely on local talent, because sometimes the war for talent becomes an open battle. Top firms must now seek and attract talent wherever that talent may exist. But not just any talent—the most talented of talent! © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776

GLOBAL TALENT ACQUISITION @ © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 3

WHY GLOBAL? The Answer: Talent Shortages and Competitive Talent Markets • Example: BRICS Countries (Brazil, Russia, India, China and Singapore. ) • Considerable Investments in education especially in science and technology. • Many countries are making the training and education of their citizens national priorities. (SUNY) • Diversity causes a higher likelihood of innovation. • Cost-Sensitivity. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 4

ANALYSIS: CONTRACT WORKFORCE 5 The Contract Workforce is Growing… Miscellaneous Underemployed and miscellaneous workers. Contract Workforce Contract and freelance workers. These include independent contractors and temporary workers. 9, 0% 30, 0% Regular Workforce Full time regular employees. This type of worker usually works a specific number of hours every week (40 for example), receives fringe benefits and in can be an at will employee. 61, 0% Employee Margin of error in the projection is + or – 3. 5% © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 Contractor Misc

PROJECTION: CONTRACT WORKFORCE GROWTH 6 45% Within a decade… 40% The contract workforce could make up as much as 40% of the regular workforce in the U. S. This trend is similar to many other developed nations and is starting to be followed by some developing countries. 35% 30% This estimate includes independent contractors, consultant, project workers, freelance seasonal workers, outsourced positions and temporary workers. 25% In some circles it is believed that this rate will be sustainable and reasonably permanent. 15% 20% 10% 5% 0% 2011 © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 2012 2013 2020

CONTRACT WORKERS 7 Typical Models Melissa Robinson Erik Banks Umit Gupta IT Consultant Contract Recruiter Subject Matter Expert Melissa is an independent IT consultant with big 4 experience. She became independent after she had her first child and found that the typical workweek is not aligned with raising a family. She takes on short term consulting opportunities where she is able to deliver quick results, manage her own time, while maintaining a quality family life. Erik is a super recruiter who can deliver top results. He’s always looking at new interesting and exciting opportunities and he has the skills and knowledge to deliver results. He mainly finds short to mid-term contracts where he can assist organization with high volume or unexpected recruiting needs. He re-invests in his skill training and development regularly in order to maintain his edge. Umit spent 25 years in the design of railway tracks, a highly specialized skill requiring years of experience to achieve. Since there is a clear shortage globally for engineers of his caliber he began working as an independent designer and advisor in his industry. Since there is a clear shortage of his type of knowledge, he has been able to find very favorable conditions for his new business and engages in long term contracts at twice his previous compensation. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776

CONTRACT WORKERS 8 Typical Traits 1. Highly skilled Because of their diverse experience contract workers tend to be highly skilled in their areas and professions. 2. Self Motivated Freelancers tend to be self motivated to take action and initiative, as well as driven to “get it done”. 3. Possess Strong Networks Because of their mobility and the availability of time between contracts, freelancers have more opportunities to network. 4. Enjoy Learning & Development As anyone does, contractors enjoy leaning and development and enjoy opportunities where they learn about new technologies, process or other items. 5. Believe in Choice, Choice and time management is a lifestyle choice of being a freelancer. This independent mind-set makes them great candidates to lead projects. 6. Highly Engaged, Most tend to be highly engaged in their profession and careers, which brings an added productivity value to potential clients. 7. Not Necessarily Interested in a “Job”. Many employers fail by making the assumption that freelance talent is interested in a job, but simply “cant get one”. As far as the contract workforce is concerned, this idea is equivalent to thinking of labor as a commodity. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776

UNDERSTANDING IS KEY You must understand Global Trends and Local Talent… • Don’t make assumptions about candidate needs, wants. • Prepare to make the case. • Seek to hire or partner with local recruiting talent to understand how things work. • Understand your own needs and wants. • Understand your strength and weaknesses in attracting talent © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 9

UNDERSTANDING IS KEY… 10 Employee Value Proposition: You can be an employee or else… Stability & Longevity Compensation & Salary Retirements & Savings Fringe Benefits Promotion Opportunities/ Upward Mobility Prestige or Brand Career Development & Training © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776

CHALLENGES…. 11 What it offers. . isn’t enough… Compensation: Typically freelancers are not necessarily interested in the typical compensation packages that are offered to employees. Retirement & Savings: The most seasoned freelancers will have personal retirement plans (in countries where they can) and would likely not invest in short term plans that do not vest within their tie of service. Prestige or Brand: Contractors find the brand of a company that they engage on projects appealing. After all, past experience is one of the main pillars of future experience. Career Development & Training: Most contractors will consider that this is not an end to itself. There is always learning and development, simply by the nature of work in practice. However, long term development opportunities is not necessarily attractive because of their short tenure. Promotion Opportunities & Upward Mobility: Tried and true contractors are expecting a short term tenure without promotion opportunities. For many, becoming an employee is not even a consideration. Longevity and Stability: Although many contractors strive o build client relationships so that they can receive repeat “business”. If a contractor seeks longevity and stability they will likely seek a permanent position. The longevity and stability sought by freelancers is built on the precept that they maintain their status as a freelancer. Fringe Benefits: This is an area of mixed response and is highly depended on the type of work, country in which work will be performed, and type of benefits. For example telecommuting benefits would likely be welcome over other benefits which may already be part of a contractor’s personal portfolio. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776

THE NEW RECRUITING PRACTICES n io t i s Value Proposition o p o Manage the FVP ue ye r You must ensure that you are delivering the correct marketing messages to potential contract workers. Br an din g od s To sustainably attract the highly talented freelance worker we must change our method of attracting her. So urc ing ding Manage the onboarding of hired contractors oar Onboarding Employer Branding Me th l a V Pr Em plo 12 Candidate Experience Manage the recruiting process to deliver maximum positive perception © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 Sourcing Methods We will change the way we source.

VALUE PROPOSITIONS 13 We want you. . even if you don’t hang out… In addition to Drafting an Employee Value Proposition, Organizations need to draft a Freelance Value Proposition 1. Targeted towards critical freelance talent 2. Communicates value that is aligned with freelancer needs 3. Paints an accurate picture of their experience to confirm the psychological contract Instead of… You can say… 1 9 0 8 7 6 5 4 3 2 1 We provide a stable and exciting work environment, where you will learn, develop and grow while working with a great team of people. You will be welcomed, treated as one of us, while you work on an exciting project, influence your industry, and build your brand. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776

EMPLOYER BRANDING 14 Don’t just aim to become an “Employer of Choice” Become the “Client of Choice” Understand the Need Become an expert on freelancers in your industry and gain an understanding of what they value. 1 Align Internal Process Once you understand thir needs and wants, and before your brand yourself, ensure that internally you can support the hiring of top talent. 2 Communicate the Message Communicate a message based on freelancer needs and classic segmentation analysis. Deliver those messages to communities where they will be likely to see them. Tip: Build brand awareness in freelancer communities using social media © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 3

SOURCING CONTRACT WORKERS Go to where. . umm. . . Freelancers are… Freelancer Exchange • Go to sources where freelancers offer their services for reduced fees, Talent Agencies • Build relationships with talent agencies that spend their time recruiting contract talent. Online Sites & Forums • Advertise online and use social media to target freelancers Conferences & Expos • Market your needs at Industry expos where they gather and meet. 10 9 8 7 6 5 4 3 2 1 © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 15

CONTRACTOR’S EXPERIENCE The contractor’s experience through your hiring process is essential! Ensure that it is positive. Remember that contractor talent are usually in close contact with any industry associates and that they tend to be more influential than their full time peers. Ø Ø Be prepared for good questions provide additional information Be specific about project responsibilities and scope of work Clarify expectations and ask for feedback Ensure a positive experience as it affects your Employer Brand © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 16

ONBOARDING Design onboarding appropriately… 1. Beware of onboarding programs that give too much information about being an employee rather than being a freelancers 2. Use the onboarding phase to set expectations, and connect the incoming freelancers with important stakeholders. 3. Ensure they feel welcome and appreciated 4. Most Importantly: Use the onboarding phase to continue communicating your brand messages. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 17

COMPANY EXIT Ensure that expectations were met, and continue a positive relationship Ø Ø Exit “Meetings”, not Interviews Alumni Clubs Event and Meeting Invitation Top Performers: Invitation to Become Permanent Employees © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 18

THE KEY TO BEING GLOBAL Partnerships, Alliances, Relations & Internal Structure • Ensure that you build the right alliances with sources of talent that can produce them for you. • Build long term relations in talent pools (countries, regions etc. ) where you see a clear synergy with your talent needs. • Build the right internal corporate structure to ensure that you utilize this capability to it’s fullest extent. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 19

FINAL THOUGHTS ü The new contract workforce is a potent new factor in in the labor supply. ü Contract Labor are highly talented and will be a great resource for your organization. ü If you wish to increase your hiring of freelancers, you will need to change and gear your recruiting practices towards them. ü Build Global talent networks and utilize them effectively. © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 20

Joseph. Shaheen@humanalliance. com THANK YOU FOR ATTENDING Follow us on twitter: www. twitter. com/humanallianceco © Human Alliance Ltd. www. humanalliance. com @humanallianceco +1 202 -656 -9776 Q&A