I'm delighted to have been invited by Poola Stracey of the Workspend Institute to put together this White Paper on the top 5 trends for 2013 in the talent sourcing industry. It was a great opportunity to interview thought leaders in the industry and pick up some sign-posting of what's to follow.
I hope you find it insightful!
I.
White Paper 'Top Trends in Talent Sourcing for 2013
TalentAgility
Thursday 3 January 2013
Thursday 27 December 2012
If you think you're facing a skills shortage now...
If you think the recruitment industry is facing challenging times sourcing best-fit talent in in 2012, according to McKinsey the global skills shortage is about to take a turn for the worse.
New research from the McKinsey Global Institute (MGI) suggests that by 2020, the world could have 40 million too few college-educated workers and that developing economies may face a shortfall of 45 million workers with secondary-school educations and vocational training. In advanced economies, up to 95 million workers could lack the skills needed for employment.
Read the full report here:
http://www.mckinseyquarterly.com/Talent_tensions_ahead_A_CEO_briefing_3033
New research from the McKinsey Global Institute (MGI) suggests that by 2020, the world could have 40 million too few college-educated workers and that developing economies may face a shortfall of 45 million workers with secondary-school educations and vocational training. In advanced economies, up to 95 million workers could lack the skills needed for employment.
Read the full report here:
http://www.mckinseyquarterly.com/Talent_tensions_ahead_A_CEO_briefing_3033
Monday 24 December 2012
61% of U.S. companies plan to improve their ability to recruit, retain, train and/or develop staff in order to boost productivity
A recent survey sponsored by Paychex and conducted by the Research Services division of CFO Publishing reveals that the majority of mid-market U.S. companies plan to maximize workforce performance and productivity by improving their HR functions, making better use of technology, hiring highly-skilled workers, and improving their ability to recruit, train, and develop employees.
http://visual.ly/boosting-workforce-productivity
http://visual.ly/boosting-workforce-productivity
Wednesday 14 November 2012
Netflix makes building a talent culture look simple
On this page Netflix presents their workforce freedom and responsibility culture - and make it look easy!
If anyone is thinking about how to engender the right values and behaviours in their workforce, they need look no further for a good example of how to do articulate the right values.
In an era when talent retention has become a key issue, Netflix have managed to re-write the rule book here on how to get the best out of their workforce through their tough love approach. I have no doubt that their people love working in this empowering environment.
Well done to Tawni, Reed and the rest of the team at Netflix for showing how it's done!
I.
Netflix Freedom and Responsibility Culture
If anyone is thinking about how to engender the right values and behaviours in their workforce, they need look no further for a good example of how to do articulate the right values.
In an era when talent retention has become a key issue, Netflix have managed to re-write the rule book here on how to get the best out of their workforce through their tough love approach. I have no doubt that their people love working in this empowering environment.
Well done to Tawni, Reed and the rest of the team at Netflix for showing how it's done!
I.
Netflix Freedom and Responsibility Culture
Tuesday 13 November 2012
Deloitte | Talent 2020 | Surveying the talent paradox from an employee perspective
Deloitte | Talent 2020 | Surveying the talent paradox from an employee perspective:
Deloitte Consulting LLP has teamed with Forbes Insights to survey 560 employees across virtually every major industry and global region in order to help employers gain a better understanding of the latest employee attitudes and emerging talent trends. Based on the results and Deloitte’s analysis of the talent market, three emerging challenges rose to the top:
1. Engage employees with meaningful work or watch them walk out the door: Employees value meaningful work over other retention initiatives. 42% of surveyed respondents who have been seeking new employment believe their job does not make good use of their skills and abilities.
2. Focus on “turnover red zones”: Employee segments at high risk of departure, or “turnover red zones,” are employees with less than two years on the job and Millennial employees (those aged 31 and younger).
3. When it comes to retention, leadership matters: 62% of surveyed employees who plan to stay with their current organizations report high levels of trust in corporate leadership.
It's an essential read for any leader or manager that wants to understand what it takes to motivate and retain a rich talent pool.
I.
Deloitte Consulting LLP has teamed with Forbes Insights to survey 560 employees across virtually every major industry and global region in order to help employers gain a better understanding of the latest employee attitudes and emerging talent trends. Based on the results and Deloitte’s analysis of the talent market, three emerging challenges rose to the top:
1. Engage employees with meaningful work or watch them walk out the door: Employees value meaningful work over other retention initiatives. 42% of surveyed respondents who have been seeking new employment believe their job does not make good use of their skills and abilities.
2. Focus on “turnover red zones”: Employee segments at high risk of departure, or “turnover red zones,” are employees with less than two years on the job and Millennial employees (those aged 31 and younger).
3. When it comes to retention, leadership matters: 62% of surveyed employees who plan to stay with their current organizations report high levels of trust in corporate leadership.
It's an essential read for any leader or manager that wants to understand what it takes to motivate and retain a rich talent pool.
I.
What Australia Industry Group think about optimizing workforce performance
I came across this piece of work from Australia Industry Group.
Now, my mum has always said 'if you haven't got anything nice to say, don't say anything...'
Let me simply say therefore that this huge exercise on interpreting 'what works' to get a workforce performing I don't agree with because it looks at symptoms of problems and then recommends solutions from the kit bag of 'good practise' that I personally don't buy into. Perhaps you do ;-)
I.
Maximising workforce potential
Now, my mum has always said 'if you haven't got anything nice to say, don't say anything...'
Let me simply say therefore that this huge exercise on interpreting 'what works' to get a workforce performing I don't agree with because it looks at symptoms of problems and then recommends solutions from the kit bag of 'good practise' that I personally don't buy into. Perhaps you do ;-)
I.
Maximising workforce potential
Agile software skills demand rises
It's no surprise that companies and governments alike are looking for a workforce equipped with agile development skills. Unfortunately, the level of investment going into training of these skills is well below what it needs to be if we are going to overcome the skills gap. One of the big challenges is that there are so many different tool-kits for agile development so getting a precise fit for staff isn't easy.
I.
Agile software skills demand rises:
I.
Agile software skills demand rises:
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