Those of you who are old enough to remember the TV Show from the
1960″s staring Peter Graves- Mission Impossible will remember that every
show began with the following phrase:
Good morning, Mr. Phelps….. Your mission, Jim, should you decide to accept
it, is to make XXXXXXXXXX. As always, should
you or any of your IM Force be caught or killed, the secretary will
disavow any knowledge of your actions. This tape will self-destruct in
five seconds. Good luck, Jim.
So here is my question to you this Monday, are you ready to take the assignment before you?
Are you ready to truly take responsibility for hiring the right person
for the right position at the right time and at the right location?
reading some of the magazines which come across my desk recently I
found two very interesting articles The first was in the January 2013
issue of Mobility Magazine which is the trade association journal for
the Corporate Mobility industry. The article reported the results of the
2012 Global Workforce Symposium’s Benchmarking Survey which indicated
that when asked if their organizations were facing shortages in
qualified talent for critical jobs or roles, the attendees responded
that 5% were to a very large extent, 24% responded to a large extent, and 49% were to some extent.
The second article appeared in the January issue of HR Magazine under the Executive Briefing
which reported on the results of research by California State
University San Marcos and Kenneshaw State University which found that
there was an imbedded bias against those with a long term (i.e.18 months or longer) unemployment on their resume. What was further strange was that the research showed that if the unemployed worked as a volunteer the bias was reduced.
We have an unemployment issue in this country, much of it not due to anything that the human capital asset
did or asked for. Part of that problem is a continuing belief that the
best way to locate the right person for the job is to poach someone from a competitor, the so called passive candidate.
So if you take this assignment as a HR business partner, are you ready to examine your attitudes toward the available talent?
we all remember going to friend’s birthday parties where our parents
modus operandi was to always include a game of musical chairs. As you
also remember the goal was to be the person in the last chair when the music stopped. Concentrating your search for passive talent is the equivalent of a grown up musical chairs.
If you are taking this assignment, consider these strategies on your next talent search:
- Concentrate on skill sets not work history
– Toyota learned early on when they opened their first plant in the
U.S. that some of their most successful managers were people who had
management skills, not necessarily those with previous auto industry
- Look for skills that are in alignment with the business objectives
– Talk to your customers both internal and external and find out what
traits they expect to find in your human capita assets and construct
your job requisitions around those traits.
- Be open to those who don’t think like you – Consider
those who respond to a different drummer, as they may be the light a
the end of that ark tunnel to renewed success in your organization. Take
vantage of others views of how the organization should operate. There
are wasteful activities in every organization and the fresh eyes might
just spot those activities that you can’t see for the forest.
- Change you perspective on human capital
– Instead of reviewing a resume for the purpose of elimination, look at
them as a way to include them in the mix. Your assignment is to find
the right person, for the right job at the right time in the right
location. The person you rule out today might just be the right person
for the next position that opens within your organization.
if you take this assignment, remember the goal of talent management is
to enhance the organization. Don’t rule out the very asset that will
allow you to reach the reason for your existence within the