In 2013, it seems everyone is talking about talent communities. Some people call their job alert system a talent community; some people refer to their CRM as a talent community; some people call their LinkedIn company group a talent community; and some job boards refer to their resume database as a talent community. And, it seems, there is a vendor solution for each flavor of talent community. These diverse opinions create interesting discussions and debate until it is time to seriously consider whether to invest in a community of talent; then the confusion sets in and creates the question — what is a talent community?
For me, defining a talent community is easy.
Every month, SAP's HR department emails its company's estimated 13,000 U.S. employees a listing of at least 20 "hot (or open) jobs" with online links to each position. All are revenue-generating positions or key roles -- such as sales or technology manager -- that are in high demand, says Susanne Labonde, global head of employer branding at SAP, a worldwide provider of enterprise software and software-related services in Walldorf, Germany.
With 65,000 employees in more than 130 countries, many HR functions in different regions observe the same practice, emailing regional hot jobs to local employees. But in other countries, such as India, the list is emailed biweekly, mainly due to the differences in email behavior.
The blended workforce is a popular topic gaining momentum this year. Organizations looking to gain competitive advantage are taking a holistic approach to recruiting both full-time employees and contingent labor. Chris Dwyer, Senior Research Analyst for Aberdeen’s Global Supply Management research practice, and I recently launched a survey on this topic of Total Talent Acquisition. Below are a series of reports that we plan to publish this year:
How are you getting you work done today? How about tomorrow? If contractors are playing an increasing part of that equation, you are not alone. Research tells us that between 25 to 30% of today's workforce are workers under contract--hired for the short-term to augment an existing team or to supply specials skills necessary for a particular project. Some contractors serve as independent contributors, working side by side with a team or independently; some serve as interim executives, filling key leadership roles for a defined but not permanent period of time. And experts are predicting that this contingent workforce will grow to 40 to 45 percent within the next ten years, according to CNN Money.
Of all the developments and trends in human resources, what would be at the top of your list?
Would strategic HR be there? How about outsourcing; or, should that be in-sourcing? Does employer branding and the “war for talent” belong there? And where would technology fit in, especially the trend away from so-called best-in-class components and toward integrated systems?
"It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change” — Charles Darwin
There is a great article by Adrian Kinnersley on Why Recruiters Will Be at the Heart of Our Corporate Future. I agree with some of the points. The rumors of our professional death have been always greatly exaggerated since our early ancestor recruiters found the first stone-age axe makers. Our profession, however, will change due to disruptive trends (Doesn’t it always?). These trends and their impact apply to in-house, outsourced (RPO), and third-party recruiters alike.
What We Know about Applicant Reactions on Attitudes and Behavior: Research Summary and Best Practices (SIOP Whitepaper Series)White Paper:
Why do candidate reactions matter? This whitepaper outlines the key research findings, reports on international similarities as well as differences, and shares a list of best practices.
Click the link below to learn more from the Society of Industrial/Organizational Psychology's (SIOP) White Paper.
For as long as I’ve been in HR, hiring and retaining talent has been the number one concern of business pros. This tells me that having a “near flawless” recruiting process is essential.
Today’s infographic from HireRight shows us the do’s and don’ts when it comes to creating a recruiting process. I really liked the imagery and wanted to share it with you. Take a moment and compare your process to the information here. And if you’re looking for additional info – you can download their whitepaper on the applicant experience here.
One really great thing about the traditional resume is that you can be a Troll and no one will know until you actually show up for the interview! Hey, getting to that point is half the battle. Once you get into the interview room and you’re super uggs – you’ll get a courtesy 20 to 30 minutes at least. This gives you some time to actually break down those initial rejections to your looks and prove yourself worthy of working with these beautiful people! It’s really win-win. Long live traditional resumes.
Bill Boorman writes about the death of sourcing after a recent SourceCon event in Atlanta.
And here is the thing, sourcing is just starting. There are plenty of tools for dissecting and finding data that gives you the answers you want. The tools may no longer mean that you no longer need to know Boolean or other internet searching tips,but understanding what data means is a real art. It is not about finding people, it’s about understanding people. Things like who might be most ready to move. who has accumulated experience since they last updated a profile. Finding people might be easy. People are represented by data, and anyone with the right tool can find data, but interpreting data is a real skill.