In our last “Reimagine HR” post we discussed ways to reimagine your talent sourcing effort so that recruiters not only understand your organization’s current talent supply and future demand, but are also actively using cloud, mobile and social technologies in ways to uncover hidden sources of top talent and/or networks of job candidate referrers.
I talk to job seekers every day, and they have strikingly similar attitudes. They feel frustrated that the market remains so poor. Whether they are at junior, mid-, or senior levels, they find that the jobs just aren’t out there. And, as a career adviser, I’m in the unenviable position of telling them that they’re wrong.
Why would any organization set up a system that discourages experts from sharing their business-critical knowledge?
Obviously, no leader deliberately set out to do such a thing. Yet it happens all the time when companies make a practice of hiring back retirees as consultants to perform the same functions they did before, at higher pay.
One of the topics that sometimes keeps me awake at night is knowledge. The sheer amount of knowledge in the minds of our staff members is staggering. In the past few years we’ve had a few highly competent people attempt to retire, and we’ve had a great strategy in place to reduce the impact.