Every week, I review blogs that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about the future of talent acquisition, analysis of the top companies for leaders, building successful internal talent communities, and re-recruiting and re-engaging. There are also pointers to the Leadership Development Carnival and the Carnival of HR.
“As advances in social media and emerging technologies like cloud computing, mobile media and online recruiting reshape the fundamentals of human capital management, organizations whose own headcount was negatively impacted by the recession have to start thinking more nimbly.”
Wally’s Comment: Scott Santoro is the Senior Director of Talent Acquisition for Monster.com. He offers insights on the current state of recruiting and his ideas on how and why thinking “partnerships” just might improve your recruiting.
“So what makes these companies (by the way, six of them are Bersin members –GE, McDonald’s, General Mills, McKinsey, Intel, and Wipro) so unlike than the rest? One simple differentiator: their single highest-priority talent process is leadership development. These twenty-five develop leaders from within and promote them when critical next-level leader roles open. “
Wally’s Comment: You’ve probably already seen the list that this post is based on so you can scroll right past it to the good stuff. Supplement this post with the Fortune article on the study and some analysis from Chief Learning Officer.
“If you’re paying attention to the social recruiting conversation, you’re probably already familiar with the concept of talent communities, which have emerged as one of the industry’s hottest topics in 2011.”
Wally’s Comment: You may have heard of internal talent communities, but wondered how they might connect with your recruiting and retention efforts. In this post, Maren Hogan gives you information that will bring you up to speed.
“Every new employee, whether a front-line worker or top level executive, comes to the job with a high level of excitement and a strong desire to do well. Then, sometime during their tenure in their companies, most cease being engaged and many start to look elsewhere for new opportunities. Companies cannot afford to have a disengaged workforce and lose their talent to competitors. This is true now more than ever.”
Wally’s Comment: Here are a couple of other terms that I seem to be hearing a lot lately. Let Stephen J. Gill introduce you to “re-recruitment” and “re-engagement.”
Carnivals, Lists, and Such
December 4th Leadership Development Carnival at Leadership and Learning
The 11/7 Carnival of HR (with musical accompaniment) is at The Employer Handbook