Talent Forces of Tomorrow


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The backdrop to Hank Stringer of itzbig's presentation at John Sumser's Dallas Recruiting Roadshow, December 2007

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Talent Forces of Tomorrow

  1. 1. [email_address] Recruiting – Greatest Job on the Planet…Period!
  2. 2. Recruitment Networking Success How <ul><li>Passion for Our Recruitment Industry </li></ul><ul><li>Personal Goal(s) </li></ul><ul><li>Embrace Innovation – No Fear of Technology </li></ul><ul><li>Hard Work – The common foundation of all successful recruiters </li></ul>
  3. 3. Truth <ul><li>Force in Play </li></ul><ul><li>“ Changes in behavior, technology, demographics, natural resources and other areas force businesses to continually look ahead and adapt. Wherever talent scarcity takes hold, recruiting innovation responds. The most competitive organizations recruiters will be leaders in this space.” </li></ul><ul><li>Talent Force: A New Manifesto for the Human Side of Business </li></ul><ul><li> Rueff / Stringer </li></ul>
  4. 4. Why Network… Changes in behavior, technology, demographics, natural resources and other areas <ul><li>Lockheed needs 167k engineers with security clearance over the next 10 years – WSJ US graduates 62k/year </li></ul><ul><li>Sylvia Hewlett – 20m will return to India and Asia from US and UK over the next 10 years “Off-Ramps and On–Ramps” </li></ul><ul><li>Asia sourcing and recruiting immigrants today – Austin Agency </li></ul><ul><li>China has no mid management…in any industry– Microsoft </li></ul><ul><li>Costa Rica, Peru, Argentina, Brazil, Mexico – Outsource Destinations </li></ul><ul><li>Boomers will retire – go back to work – retire – Go to China and SA </li></ul><ul><li>Virtual work anywhere – Cisco Telepresense </li></ul><ul><li>More competitors for Technically Minded Talent </li></ul><ul><ul><li>Alt energy – growth industry </li></ul></ul><ul><ul><li>Healthcare – need to grow </li></ul></ul><ul><ul><li>Bio Life Sciences - $6b investment in CA and TX – others? </li></ul></ul><ul><ul><li>Homeland Security – what will it be? </li></ul></ul><ul><li>Young People – what, how, how many and when?...Moving Targets </li></ul>
  5. 5. More Change? <ul><li>Arrogance of Supply – Recruiting processes, methodology and thought based on 4 decades of available talent… No Longer True </li></ul><ul><li>Unnecessary monetized Friction Points – Advertising and Recruiting Spam… Talent Revolts </li></ul><ul><li>Talent requires privacy, control and transparency… Some Things Never Change </li></ul><ul><li>Brand Matters- companies have to become who and what they say they are… Consistent Truth </li></ul>
  6. 6. Source / Assess / Deliver <ul><li>As Recruiters we Source, Assess and Deliver Talent </li></ul><ul><li>Majority of our Money and Time Spent on Sourcing and initial assessment of Qualification, Interest and Availability </li></ul><ul><li>Not enough time available for Deeper Talent Assessment and Delivery </li></ul>
  7. 7. Source / Assess / Deliver <ul><li>Future: </li></ul><ul><li>Sourcing and Delivery of Interested, Qualified and Available Talent Automated </li></ul><ul><li>Enabling Recruiters to become skilled Talent Delivery Agents </li></ul><ul><li>Scale Workload, Results and Value </li></ul>
  8. 8. W R A P <ul><li>Recruiting is a Bi-Directional Consultative Selling Process </li></ul><ul><li>The most complex and comprehensive in business </li></ul><ul><li>Also most misunderstood in today’s changing competitive Talent Market </li></ul><ul><li>Requires deeper understanding at all levels </li></ul><ul><li>And the right efficiency through technology </li></ul><ul><li>Less inefficiency via advertising and names aggregation business models </li></ul><ul><li>Understanding and acceptance that the Talent is in charge </li></ul><ul><li>Base change on proven recruitment and networking methodologies </li></ul><ul><li>The One to One Sourcing Network replaces One to Many Social Network for Talent Discovery of personal meaning and value. </li></ul><ul><li>Recruiting – Greatest Job on the Planet…Period! </li></ul>
  9. 9. [email_address] 512.413.5688