For business leaders: How to get the best talent?
It ought to go without saying that people are the most valuable assets to any company or organization. Develop a great workforce, and a great business will follow suit. It has always been a challenge, though, for most human resource executives and business leaders to find the most effective way of finding the right people to work for their company. How exactly do you find the best talent and hire the best workers for your business?
Bring it out of yourself, and you will bring it out of those around you as well... Help those in your organizational culture find themselves in the expression of your group mission, and those with even greater gifts will find YOU!
Depending on the position, look for the skills and not the credentials. If you receive superior service and need a service person, invite them to apply. Rely on trusted referrals, and persons who know how your services work to see if they can suggest someone. Testing and screening might be good for skills afterwards, but finding candidates is more challenging.
If you do post positions, give enough data so they know what you want and if it fits their needs.
Step 1. Decide who your core players are. Look at the San Antonio Spurs. Their core has been Tim Duncan, Tony Parker and Manu Ginobilli for years. Every year, they look at those three and decide what talents and skills they need around their core. Then they go find players with those complimentary skills.
Step 2 Decide what you budget is. It doesn't need to be big, just big enough. The Yankees have a HUGE budget but no recent championships -- ditto the Lakers.
Step 3 prioritize the skills you need.
Step 4 Match steps two and 3 and go after the right people.
Repeat again next year.
I can speak to the hiring disconnect between HR and technical hiring managers. Part of the problem is most HR organizations are using an ATS that is often seen as a black hole of stale data.
Without making this answer a shameless plug for the company I'm with, I will say that there are technologies available that are looking beyond job boards, resumes, and other self reported data.
Progressive companies are using predictive analytics to help filter the signal from the noise and narrow their search to the candidates that have shown the skills needed to get the job done. At this point, the value is primarily found in IT roles, where there is often open source code that can be evaluated, but in the very near future, companies will be able to use this functionality across their entire workforce.
I believe that we are in a talent war and it's currently a fight for the best talent. We use Linked-In recruiter to search for passive candidates. We have also started to build an employer brand by getting out on all social media avenues. We post videos on our Youtube channel that talk about our workplace and our culture. We also have videos that talk about the jobs and add a human touch to job descriptions. I also believe that we will need to pull talent from outside of the US, so being willing to support individuals in visa applications is a huge plus.
It is mainly becoz there is lack of co-ordination between human skill development and economy policy planning.
Generally, human resources are seen as labours than skilled professional. Further under the era of globalization there is absolutely collapse of Skill development programme since most of the business is following the dependency theory.