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Talent Management - The New Business Imperative

Submitted by Administrator on Thu, 2007-12-13 11:59.

Breaking News,..."Labour Shortage is a reality!"

I get the feeling that most recruiters are sitting back and waiting to react, or have the answers to overcome this massive issue.  Please share your secrets. What are the rest of us missing?  Do you think that what is happening in the West is a fluke?

All eyes are on YOU, the Recruiting Function within an organization to produce, add value and be proactive, before it’s too late.

This week’s article,….

Hardly a week passes without a headline like this: "Baby-boomers' Farewell Likely to Slow Growth".

The article, in the Financial Times of May 30, 2007, cites a report by the Organization for Economic Cooperation and Development in Paris that predicts the rate of U.S. economic growth is at risk because baby boomers are about to retire in droves—and there is too little talent to replace them.

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And so the race is on........

Submitted by Amanda Egan on Wed, 2008-01-16 15:25. *

Now is the time when it becomes glaringly apparent if you are working for/with a proactive or reactive organization. For the latter it typically means you need to take some hard knocks before your message is heard and by then your solutions will likely need some time to work full swing and produce the desired results. Because of the dire straits that give the green light to launching/executing the new initiatives, as a leader, you are in a sink or swim scenario of making it work fast, effectively and measurable. Sharing ideas & getting the creative juices flowing is imperative for success. So buddy up with Recruiting folk at the progressive/proactive companies and see what's working for them. Corporate reputations and networking forums should guide you to who they are. You could probably take something from several of the presenters at this past year's conference and tailor their tips to a program that would work for your company. I recall hearing of a wholistic and indepth program, a big "brand & corporate culture" program and a highly sophisticated measurable, in every meaning of the term measurable, program. Put it all together, customize, and now your challenge is to get the buy in from your big people at the top. This important step is often a testament to your ability to sell to your audience.

Sorry no rescue remedy here, just emphasizing the need to share ideas and creating your own plan of action that suits your company and corporate objectives. We Recruiters have a big learning curve and journey ahead of us. The starting gun has gone off!

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Yeah, it's a fluke.

Submitted by gramey on Fri, 2007-12-14 12:11. *

Well, actually, I don't necessarily think it's a fluke, but I agree that not a lot of people are paying attention. Well, actually, they're paying attention, but I think the real issue is businesses falling short on execution. And, is that not often the issue? Business problems are discussed, solutions are spoken about and everything goes down the tubes when is comes to executing.

Richard has had two recent posts on the pending labout shortage - the most recent being his tongue-in-cheek "breaking news" story. Interestingly, people still often speak about it as the "war for talent". Is it really? In war, it's often about destroying your opponent to be able to win. Is that what we're really trying to do? Compete for and steal for talent from other Canadian business to put them out of business? Well, that's going to work out well for citizens and the overall economy in the long term.

Let's look beyond how to get that person to click through on our ad, or how to get that person away from our competitors. How many of us are looking internal to do what is takes to make sticking around look better than retirement? Rather than throwing ridiculous $$$ and perks at new hires - why not throw them at existing staff or potential retirees to stay?

What are you doing to attract talent from other countries. Yeah, sure, they are facing talent shortages too... But, when I can attract Brazilians in the middle of Canadian winter to move here into critical technology roles - this country must have something going for it that others don't!

However, have you recently waited through the work permit application process? Perhaps our concern as recruiters should not so much me anhilating our competition, but in creating strategic allies and partnering to lobby the government for more resources to speed up and streamline the immigration and work permit process for viable skilled workers to Canada.

How to attract from the existing marketplace is a band-aid solution. For every worker you steal from the competition, you're likely to lose one to someone else. Look on the periphery - find other solutions. Maybe partner and invest more with academic institutions that are natural feeders to your industry or your company. Think about ways to expedite talent/skill/knowledge development to bridge gaps that are to be left behind as Xers and Ys move to fill the boomer gaps. Perfect opportunity for mentorship programs - but, oh... We're way to busy for that. Of course, no time to execute on a mentorship program.

Let me know what YOU are doing. Or disagree with my on any of the above.

Geoff Ramey | HR & Talent Acquisition Consultant | Email : rng@iQd2.com| Yahoo! IM : geofframey

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