Scary - For Real!

One of those phrases we use as kids to describe and rationalize something or a situation we don't completely understand. When telling the story about how your friends pulled a prank on you the first time and you believed it - 'it was Scary - For Real!'. The description designed to give the experience depth, life and 'real' meaning.

Most kids had another phrase used to rationalize - 'Oops, I did it accidentally on purpose'. A feeble and sometimes cute attempt at placing the blame elsewhere when you and everyone involved knew it was you who accidentally lit the match in the field next to the house or decided mom's make-up was an experiment waiting to happen. More on this later. Right now it's scary out there - for real!

A few friends and I have been waiting, watching and asking one question of Talent specialists for the past couple of years. A simple question that got us for the most part puzzled looks. Why would anyone in the recent past worry about Offer Rejects? Companies were not hiring. People were not looking. Climate - job offered - job accepted. The question was asked last week again...this time the answer was proceeded with furrowed brows, a questioning look and some fear. Scary - For Real!

One company, a successful company...small, doubling in size - great technology - incredible market niche - nothing but growth...had 7 offer rejects in the past 3 months. A few of the rejections came after the offer was accepted only to be reversed the night before the start date because an offer 30% higher had come across the bow and wrecked the deal. Now, good recruiters read this and understandably exclaim, 'wouldn't have happened to me...I know how to bring the ship in'. I believe you. The point - the sea is churning....companies need talent and some are desperate. The companies who must have the talent and are willing to do what it takes are driving the cost and speed of the talent market. The rules are changing quickly - again...Scary - For Real!

Another company needs a Chief Architect and happily recruits only to learn three candidates and a month or two later their offer (right by local survey!) was off by 25 - 35%. They were low and lost time and productivity - the product schedule shift hurt - bad! Scary - For Real.

And now Google news as reported by By KEVIN J. DELANEY Staff Reporter of THE WALL STREET JOURNAL February 10, 2005; Page B5

"Google Expansion Is Being Held Back By Hiring Process"

"Google Inc. executives said they can't expand as rapidly as they would like because they can't find enough qualified employees or deploy new computers fast enough."

So, Google tells Wall Street - sorry we can't make the forecast...not enough of the right talent. OK, it's about talent availability and the process to source, qualify and deliver. But c'mon...this is most successful IPO in a long while. Google can't have problems sourcing and hiring - talent is waiting at the doorstep - right? Wrong...Scary - For Real!

Health care, Retail, Truck Drivers...are there enough people to do the jobs? Probably. Are there enough of the right people willing? Maybe not. Are companies doing all they must do to ensure they have the right talent in the right place at the right time to drive the business? Good question.

CEOs all over the world are looking to HR and Talent Execs and are asking the same question. Where's the Talent?

Some are digging deeper and wonder what have we been doing for the past three years? Why haven't we been preparing for this? Some have...other Talent Execs say they missed it...Accidentally On Purpose'

So what is the answer?

The talent market has scared us before. We can't find enough - we increase salary and hiring bonus. Still can't - we offer a Porsche to the employee who refers the most. New strategies and maybe new businesses will emerge. Once the initial fear is over - the opportunity rush begins and probably already has.

A few things companies can do immediately to ensure talent competitiveness.

• Put a proactive talent strategy in place. Which begs the first question - do I have anyone in place now I trust who can make this happen. Close your eyes - if you don't get one. If you're the talent leader and are not secure with your abilities or staff - get the right Talent Strategists on board now.
• Whoever - must have vision...talent attraction recruitment and delivery is not easy in a competitive market. And this time it's not who can get the most expensive Sunday ad, thanks to the Internet everyone plays - all the time. Companies require a Talenteer with vision who also has a history of making their visions a reality.
• Recruitment Skills: The company has to understand that recruitment is a complex bi-directional selling process. We're not selling pens - we're bringing people together. Not easy in a market full of competition. You are up against messages from everywhere. Success requires balls out successful recruiting...that means the leadership must have a background. It's not enough for a HR generalist manager to hire the recruitment talent...it has to be a part of the culture - top to bottom.
• Technology Rules. Efficiencies and productivity have been added to all parts of the enterprise. Look at what Dell and computer manufacturing or how Fed Ex has changed the world of postal delivery. We want - expect everything now. Talent is the same. It is a unique mix of technology and recruitment skills that lead to talent success. Again, we are dealing with people and that requires a person to person process. Use technology to automate the administrivia of recruitment. We at Hire understand this...our clients do as well.
• Hire Culture Make hiring great talent important throughout the organization. Everyone from the CEO down has a role to play. Define it. Make it happen. Talk about, heck preach about it - ALL THE TIME. No more Scary - For Real! No more ' Accidentally On Purpose Excuses...

This is One of Those Times...companies are looking for talent answers - results...time to step up.

Comments

[Alan Whitford]

Great synopsis Hank

Of course, I refer to the overall process as the Ostrich Head in the Sand approach. You know the one - it won't affect me, we always find the people WE need........

The demographic timebomb has already exploded 'over here'. The supposed flood of immigrant workers from the Ascension States into the UK just hasn't happened.

Recruitment companies are rubbing there hands in glee - as the next War for Talent is already under way.

And yet, the resistance to tools/technology and Culture Change is still massive. Lots for us to do:-)

Alan

[Jim Durbin]

I agree.

Far too many companies in St Louis are trying to wring the last few dollars out of their staffing companies with the VMS hook.

As smaller staffing firms and those not on preferred lists start to raid the companies, those clients who continue to treat their employees as commodities are losing large portions of their best teams.

[Alan Whitford]

AH, the old VMS ploy :-)

Over here (over 15.000 recruitment agencies in the UK), the VMS card was played when recruitment went down the pan a couple of years ago - companies claiming to now be 'service vendors'

Of course, VMS deals by the end clients were made by purchasing - lowest price of course. Most of the VMS deals are just not cost effective for the vendors - and certainly not skills effective for the customer!

alan