War for Talent

2018: It’s not over and neither is the WAR FOR TALENT!

The War for Talent 2018 is heading into new smaller battles and it’s getting harder and harder every day to identify the right talent for those difficult to fill opportunities. Whether the battle is over geography, industry expertise, salary levels, upward mobility, or attempting to fill a hybrid internally developed skill set, it’s going to be more difficult to come out a victor, quickly.

This Forbes article is interesting and yet still does not cover all aspects of what this means when hiring.

https://www.forbes.com/sites/forbescoachescouncil/2018/07/17/in-the-war-for-talent-your-best-weapon-is-your-current-workforce/#5fd63a54360e

The “loyalty” factor from large corporations is not what it used to be, yet that same “loyalty” is 100% expected from the individual professionals. Many employers are looking internally to get increased productivity but that can be extremely dangerous due to potential burnout. Employers forget that they not only already cut to the bone with RIFs but they are down into the marrow and that is why 85% of current employees are disengaged with one foot out the door. Looking at an internal communications plan to retain employees now may be a day late and a dollar short! These programs are living breathing initiatives and employees can see through desperate last-minute attempts to cheer lead over the challenges which are very real and visible to all.

HR departments are leaner than ever and many departments that used to carry 40 to 60 recruiters are now attempting to manage with six to eight recruiters and out of country candidate sourcers. Bear in mind that now that they have sourcers, the recruiters must wait for the sourcers to actually hand them the candidate pools they’ve cobbled together for a country or a region of a country they know nothing about as they sit on a small remote island with no real training other than words on a computer screen. It’s setting the recruiting team up for failure and that will bleed to the hiring manager’s ability to interview real qualified candidates that possess the skills, knowledge, talent, and experience as well as the personality fit with the current team to be productive.

Additionally, those that need a contract professional are suffering even tougher timeframes in getting truly professional talent. Why would a talented professional leave a position as an employee of a global corporation for a three or six month contract when they are also looking at direct hire opportunity and are currently gainfully employed?

The next 12 months will continue to be challenging, but partnering with firms like Brookwoods Group, that have a finger on the pulse of specific passive candidate markets, can add value and remove some of the barriers to identifying the proper talent for success in your most challenging roles. Use the tools at your fingertips and let your partners help you make the case for the spend it will take to engage us. We’re ready to move the needle!