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 technology and recruiting, how to make your company a talent magnet, ways to engage top talent, how companies should develop talent, and the “middle” skills gap.
“The weird thing about most companies that sell new recruiting tools is that they don’t really understand the value they are delivering. If that sounds odd to you, try to remember having a discussion about having children with someone who didn’t have them. No matter what you say, it’s impossible to convey the realities that become obvious once you are a parent.”
Wally’s Comment: John Sumser gives you a short history of the last twenty years and how technology has led to the transformation of recruiting. He suggests how to get the most from evolving technology.
“It’s hard to imagine a talent shortage in this economy. However, for some in-demand skill sets, it’s tough to identify good candidates, let alone woo them away from their current employers. And if you’re thinking, “I don’t have that problem,” studies show you may soon.”
Wally’s Comment: Scott Fitzgerald said that “The rich are different from you and me.” Evidently those rich in talent are, too and J. T. O’Donnell suggests what to pay attention to if you want to recruit them.
“In today’s hypercompetitive economy, it’s perhaps more important than ever for businesses to keep their star performers.”
Wally’s Comment: Speaking of top talent, Linda Henman calls them “virtuosos” and tells you what to do once you have them on board so that they stay on board.
“Despite all the lip service paid to “talent development,” many companies struggle to meaningfully engage their employees in a way that will help them keep pace with the changing marketplace.”
Wally’s Comment: John Hagel and John Seely Brown share lessons from their book, The Power of Pull and the example of Team Wikispeed to make the point that high speed innovation and rapid talent development go hand-in-hand. Here’s a money quote: “To compete, firms will have to shift their focus from simply increasing in size to increasing employee knowledge.”
“It’s tempting to think that our inadequate supply of skilled labor is the result of producing too few engineer, scientists, programmers, project managers, and other college-trained individuals. That’s the case in some industries, but overall it’s only part of the problem. Most positions that need filling today and in the future do not require a college degree; they can be handled successfully by ‘middle-skilled’ individuals with high school diplomas plus an associate degree, a vocational apprenticeship, or on-the-job training.”
Wally’s Comment: While you’re thinking about all those hi-pos and high speed, take a moment to consider the middle. That’s where an awful lot of the world’s work gets done and it’s where there’s a different kind of talent development challenge. I blogged on this here earlier in the week with “Filling the Skills Gap in Blue Collar Talent.”