careers 2009: context and trends
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Careers 2009:context and trends
Santiago Garcia
Founder, Jakobsland Partners
Barcelona, 05 November 2009
It’s very cold out there
36% of companies have experience
a slowing in employee turnover.
Source: TalentDrain, Employee Engagement & Retention Survey 2009
56% of companies are allocating
recruitment less priority.
Source: TalentDrain, Employee Engagement & Retention Survey 2009
The figure rises to 71% for those which
have experienced HR budget cuts.
Source: TalentDrain, Employee Engagement & Retention Survey 2009
The number of companies hiring MBA will
decline 15%, from 59% hiring in 2008 to
50% hiring in 2009.
Source: GMAC – Corporate Recruiters Survey 2009
The 2009 average starting salaries for
business school graduates were
expected to decline by 4% to 6%
compared with 2008 salaries.
Source: GMAC – Corporate Recruiters Survey 2009
However, demand for MBA graduates
remains strong in the sectors of
consulting, health care and pharma,
energy and utilities.
Source: GMAC – Corporate Recruiters Survey 2009
Technological evolution
What side are you on ?
Globalization of the employment market
… offers a world of opportunities
But also …
Employment-for-life is over
How long will you stay in your job ?
6
2
6
52
51
33
38
35
35
42
61
50
43
6
4
6
3
12
2
9
4
0% 20% 40% 60% 80% 100%
Spain
Czech R
Norway
Germany
Russia
< 1 1 to 3 3 to 5 5 to 10 > 10
Source: KPMG – International Case Competition – Report on Preferred Employers 2009
Today my security is my employability
I must take
responsibility
for my own
career
WHAT should I do ?
# 1:
Know yourself
What can I offer ?
THINK:
• What am I good at ?
• What does give me joy ?
# 2:
Know your ‘clients’
What can I offer ?
What can I offer
that meets my
clients’ needs ?
Who and where are my potential clients ?
What do they need ?
When employers hire MBA graduates,
they primarily seek candidates that
a) demonstrate initiative, professionalism,
and integrity (81%–82%),
b) have good oral and written communic-
ation skills (89%), and
c) have a proven ability to perform,
strategic skills, and core business
knowledge (67%–73%).
Source: GMAC – Corporate Recruiters Survey 2009
What can I get ?
2,2
2,9
3
3
3
3,1
3,1
3,3
3,5
4,1
Blogs
Social Networks
Career Services
General Press
University press
Job Fairs
Employment Committees
Job Sites
Corporate Web Sites
Not useful Very useful
Source: KPMG – International Case Competition – Report on Preferred Employers 2009
Where can I find reliable information ?
# 3:
Know the
competition
What can I offer ?
What can I offer
that makes me
unique ?
Who am I competing with ?
What is the value
proposition of
‘Me Ltd.’ ?
# 4:
Set goals
REMEMBER:
• What am I good at ?
• What does give me joy ?
• What does the world need ?
but also …
• What should I improve ?
• Am I subject to constraints ?
• Can I act upon some of them ?
Look for advice
# 5:
Sell your product
In search of new candidates, the vast
majority of employers use employee
referrals (80%) or their own companies’
websites for job postings and resume
submissions (77%). Six in 10 companies
recruited graduate business school
students on campus (61%). Of those,
nearly half (47%) expect to cut back on
their on-campus recruitment efforts
in 2009.Source: GMAC – Corporate Recruiters Survey 2009
Did you know that the hidden
market represents up to 80%
of the available jobs ?
Nurture your social capital
The strength of weak ties
80% of companies use or
are planning to use social
networking to find candidates.
# 6:
Persevere
This is a long distance run.
But don’t make the same mistake...
… more than once.
# 7:
Work your
adaptability
You will be aiming at a moving target …
… in a changing,
small world.
# 8:
Invest in your
development
Longer careers
Lifelong learning
Getting out of your comfort zone
Intellectual development
Physical development
Emotional development
Spiritual development
Social development
In summary:
# 1: Know yourself
# 2: Know your client
# 3: Know your competition
# 4: Set goals
# 5: Sell the product
# 6: Persevere
# 7: Work your adaptability
# 8: Invest in your development
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