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 making sure that applicants get a response, online university training and talent development, hiring the right person for the job, and a leadership development glossary.
From John Zappe: Survey: Half of All Job Applicants Say They Never Got a Response Back
“You’ve written a compelling job ad that hits all the hot points. You’ve distributed it widely. You’ve even managed to get it high up on search results pages. Despite all that, the number of applications is disappointing. What went wrong?”
Wally’s Comment: It’s kind of hard to build a great employment brand when you’re rude to people. Not responding at all is rude. Now that we’ve established that, read John Zappe’s post about how it looks from the employer’s side when there’s a problem, why it happens, and more reasons why you should make sure you’re not one of the rude ones.
From Bersin: Will Low-Cost, Online Universities Transform Corporate Learning?
“In the mainstream and business press, there has been a lot of recent buzz about low-cost, online universities. But I’ve seen surprisingly little buzz coming from the corporate learning community, aside from one good report from the European Learning Industry Group (ELIG).”
Wally’s Comment: In this post. David Mallon and Janet Clarey do a superb job of laying out who’s doing what and how companies, individuals, and universities may interact in the future. I posted on a related topic here earlier in the week with “Horses, water, and learning.”
From the Washington Post: How to hire (or pitch yourself as) the right person for the job
“George Anders is a bestselling author and journalist with three decades of experience writing for national publications. He is the author of “The Rare Find: Spotting Exceptional Talent Before Anyone Else,” as well as three other nonfiction books. Anders spoke with Tom Fox, who writes the Washington Post’s Federal Coach blog and is the director of the Partnership for Public Service’s Center for Government Leadership.”
Wally’s Comment: There are important ideas here about what to look for and when. The article is aimed at people who hire for government jobs, but the advice will work anywhere.
“All occupations will develop their own special jargon. It’s one of the ways we “professionalize†the unique work that we do in order to sound and feel important. That’s all well and good, except when:”
Wally’s Comment: Dan McCarthy, my go-to expert on leadership development, shares a leadership development glossary.
