If you are in the industry you know why; generational shift, changing work patterns, the speed of change, globalisation and HR being stretched by competing demands. If you are in business you know that the game is now “talent management and “talent acquisition”
Talent is a nebulous term, essentially meaning doing what you do and doing it well. Talent can hit the ground running, fully conversant with the tools of the trade and exhibit an ability to make the company better than it was before. As in sports, talent is something which is seen as innate, developed before you come to the current stage. Talent is more often bought, than made.
We know that this generation moves jobs far more rapidly and that job roles are in flux, based on market demand for new skill-sets. We know that globalisation and multilingualism has made much of the traditional HR workload more complex. This is the dynamic storm that is playing out across jobs boards and websites as “recruiters wanted” posters go up around the world like kite-surfers heading out into heavy swell.
The second aspect of his “happening” is that it is in real-time, powered by data and networks based on social media and connectivity. Social media is the driver, delivering the network, research and communication tools with a speed unmatched in human history.
The hunt follows the school season, when universities and colleges reconvene, showing that the pattern shift is dynamic, focused and infused with realpolitik. It is lead, out of necessity by IT and high-tech companies, whose constant search for talent, powers the engine room of technological progression.
The contract offer often specifies a six month term. This shows that the hunting season for recruiters is now open and that companies have left it to the usual moment to begin the search. It also shows a pragmatic approach to hiring, with resource managers looking to bridge a gap between seasonal patterns and yearly budgets.
What we can say is that in a world of increasing complexity, companies are doubling down on talent search. Retaining outside agencies, while hunting the best that there is in the recruiting sector for the short term. Three conclusions could be drawn. Technology, network and mobility are the key drivers of this change. Business is adapting to changing needs and big companies are leading the charge. Building a personal brand and developing an online identity are prerequisites for the new era.
Written by Don Philpott.