Wednesday, May 16, 2007

Talent Sourcing & Development Strategies

am tot petrecut de curand timp pe net cautand ce se mai vorbeste in orasul global despre strategii de sourcing pentru top talent (incep sa cred ca chiar am o problema cu termenul acesta ..., ma preocupa mult prea mult !) si am descoperit evident multa valva pe acest subiect si multe articole scrise cu pasiune si logica, dar cel mai mult mi-a atras atentia urmatorul text de pe ERE ce rezuma foarte bine starea lucrurilor la nivel global (in curand tot mai acut si pe la noi):

The business of recruiting is constantly fluid. As your organization's human capital requirements expand and contract with the business cycle, so too does the labor market as recruiting, compensation, and retention variables shift to balance talent supply with talent demand.

Articolul de pe ERE se leaga logic de un altul al lui Lou Adler (Adler Concepts - http://www.adlerconcepts.com/resources/column/sourcing/do_you_have_a_winning_sourcing.php )) in care se vorbeste despre un survey facut de el pe top managerii americani din mai multe industrii si unde s-au decoperit urmatoarele:

- Eighty percent said they were not seeing enough top people.
- Eighty percent were seeing a significant decline in the quality of the candidates coming from the major job boards.
- Ninety percent said their primary online advertising piece was a posted copy of the traditional skills-based job description (this is sure to excite a top person with multiple opportunities).
- Only 10% indicated they had a comprehensive sourcing strategy in place designed to find and recruit top performers.


Destul de sumbru ... concluzia este ca fenomenul se raspandeste repede si pe la noi si vreau sa lansez in curand un market research / survey ca sa aflam cum stau lucrurile aici si daca putem face ceva ca sa prevenim efectele negative pe termen lung ... probabil ca este greu de evitat fenomenul ca atare, dar exista unele solutii pentru a atenua macar efectele, cum ziceam ...

Multumesc si o saptamana minunata !

Razvan

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