What advice would you give IT leaders struggling to recruit talent?
Because skills and needs change as time progresses. Technology really has the shelf life of a banana. If you have a full-time hire sitting here now, what do you do with them if there's a new tool exploding in the marketplace? That's why I started thinking differently about staffing: Do I need full-time resources, or do I need the right resources on a continuing basis for the foreseeable future, and then the next set of talent? Trying to create a talent bench has become more of a focus for me.
When you're talking about talent changes, it seems to me we're talking about a difference between tasks and talents. If you have a task that needs a particular skill set for a finite amount of time, that strikes me as an instance where you don't need the person, you just need the job done. Talent is getting somebody who can adapt to the jobs as they change, and I wonder if that's not an interesting dichotomy there—task versus talent.
Great point. Getting a job done and looking at the long-term picture are two very different skill sets. But that's why I say that sometimes, you want to have a talent bench rather than creating deep pockets of skill sets within the team itself. If you create those skill sets in deep pockets, where you're able to motivate them and get them out of that cog in the machine type of role, that's when you’ll see the differences.
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Autocratic6%
Transformational43%
Servant11%
Laissez-faire7%
Democratic9%
Coaching22%
Others3%
Always12%
Often56%
Sometimes23%
Rarely5%
Never4%
organized a virtual escape room via https://www.puzzlebreak.us/ - even though his team lost it was a fun subtitue for just a "virtual happy hour"
I've been in organizations where the recruiting was an absolute joke. And I've been in other organizations where it's been incredibly impressive and I've learned a lot from their recruiting process. And when you contrast those two organizations, the outcomes that they enjoy from the way they approach the recruiting process are dramatically different.
There are ways to improve the process. When you have a candidate coming in, there's not enough thought put into getting the recruiting team organized ahead of time, and making sure everybody is aware of how they'll approach the recruiting process, and then afterwards, doing the debrief in a timely fashion. In some organizations, the candidate says, "I was supposed to meet with this person. They never showed up." No one even bothered to tell that candidate that the interview wasn't going to be there. So it's a multi-layered issue and we have a responsibility to take the process seriously.
Recruitment should be like an event planning exercise.