Business Brieefing 1.18.17 | Seeking to Qualify

Seeking to Qualify: Human Capital, The Gig Economy & Your Talent Brand #TalentBrand BritishAmerican Business @BABNewYork @bab_newyork

1. Defining The Gig Economy Business isn’t slowing down. The gig economy refers to the agility demanded by an ever-evolving business landscape. In turn, human capital needs to be flexible, and people are now endorsing short-term employment opportunities.

Patsy Doerr Global Head, Corporate Responsibility & Inclusion, Thomson Reuters @thomsonreuters

2. It’s All About Benjamin... and Brenda Though we are currently in the midst of a multigenerational workforce, the individual candidate is the focus in recruitment. The hiring process is just as important as the on-boarding process. Treating each individual candidate as their own professional informs us why he/ she is seeking temporary employment.

The exit should be treated as a priority just the same. How employees leave a company is key especially if a hiring manager is interested in working with that individual in the future.

Diversity of skill set transcends age, gender and ethnicity.

With a shift to more temporary positions, the diversity of available skill sets expands.

Nic Pearce CEO, Engagement Practice, Instinctif Partners @InstinctifPtnrs

3. The Role of Data Business is a human endeavor entirely. Emotion drives employees and/or candidates to work. Therefore, the attitude of the individual is paramount to the success of the team he/she joins, and of the company at large. What are the motivational factors that fuel an individual’s work?

Data is a tool that aids in predicting why people succeed.

4. Key Touchpoints Whitney Cacase Global Director of Human Resources, General Atlantic @generalatlantic

· The brand of a company is built by its people interacting with its product(s), service(s) and clients, and cannot be manufactured in a marketing department · Hiring Managers need to adjust their attitudes to candidates with more temporary experience · The cost associated with turnover for full-time opportunities is expensive, with a $125,000 cost for every $100,000 salary · The dynamic between full-time employees and temporary employees can impact organizational culture and sometimes, the dynamic of the entire company

Joe Ghory Data & Analytics, Digital Transformation, Technology Officer, Russell Reynolds @RRAonLeadership

“Brands are built in meetings with clients, not by marketing departments.”

- Nic Pearce

Left to right: Alexander Jillions, Senior Director, BritishAmerican Business; Patsy Doerr, Global Head of Corporate Responsibility & Inclusion, Thomson Reuters; Nic Pearce, CEO, Engagement Practice, Instinctif Partners; Joe Ghory, Data Officer, Russell Reynolds; Whitney Cacase, Global Director of Human Resources, General Atlantic; Wendy Mendenhall, Managing Director, BritishAmerican Business