Here's how asking the right questions can help you close big deals while leaving your clients confident they made the right decision. It's a win-win.A good place to start with any potential sales prospect is to assume that he or she is a smart person. If they have the right information in the right context, you should assume that they will make a good decision. Unfortunately, getting them the right information in the right context is where most sales efforts fall apart.Think about it from the potential sales prospect's point of view. Throughout their day, they are overwhelmed with so much information to sort through and so many conflicting opinions to consider
Did you know that less than 40,000 computer science graduates were available to fill the demand of 500,000 computing jobs in 2015? The talent mismatch left hundreds of thousands of jobs unfilled, according to joint research study with Accenture and Girls Who Code. And that’s only in one industry.
Jennifer Carpenter is the Global Head of Talent Acquisition at Accenture. Her love of testing new ideas and expertise in strategic talent management led to the strategy that enables Accenture to discover and attract tens of thousands of new employees across 55 countries to Accenture each year.
Jennifer will present the breakout session “Harnessing Human Potential to Create the Future Workforce” during Indeed Interactive in May 2017. The session will impart to talent leaders how they can leverage technology to elevate, rather than eliminate, an existing workforce.
A skillset mismatch can mean more than a lack of knowledge about how to perform specific job tasks. Other traits including creativity, critical thinking, empathy, leadership, flexibility and adaptability are equally important when it comes to success: both for employees and the organizations they work for.
The stakes are high, not only for businesses, but also for workers and society as a whole. People with the ability to adapt, learn and grow are those who will drive the workforce ahead. These workers will flourish in the future workplace, one that’s augmented by new technologies that promote labor productivity, talent acquisition and retention, along with innovation and creativity.
The good news? Leaders can start today, building on a workforce that’s already highly engaged with digital, to shape tomorrow’s definitions of employment. Here’s how it can be done.
Accelerate reskilling people
Businesses of all sizes, in all industries, should prioritize investment in their most valuable resource: employees. With technology evolving rapidly, skills in high demand only a decade or two ago may be less relevant or even obsolete today. To stay ahead of the curve, employers need to look forward, considering which of today’s skills may sunset over the next several years while reskilling workers to transition into emerging positions.
Employers can reskill at scale with digital technology, and personalize training to suit different learning styles by using intelligent software. Everyone—from CEO to intern—can benefit from knowledge that will elevate them professionally.
Redesign work to unlock human potential
Just like anything else you can think of, talent pools are evolving. Increasingly, workers are less interested in being employed in permanent, full-time positions. Instead, workers are looking at the possibility of self-employment or freelance work. According to the research study, experts see this shift happening already, estimating that 44% of the workforce will comprise independent contractors or temporary workers by 2018.
Business leaders must ensure that their people are relevant and adaptable. Buyers and workers alike are increasingly savvy when it…