The war for talent

The War For Talent

Why the war for talent?

• Globalisation

• The shift towards collaboration, humility and sharing rather than money

• Pay & benefits systems are outdated

• People are the competitive advantage not capital, strategy or R&D (McKinsey)

• New generation/culture of expectations

What the research says?

•65% of executives report they have a high or very high concern about retaining high-potential talent

• 25% turnover of ‘talent’ in organisations

• 52% senior business leaders predict an increase in voluntary turnover at their companies at the end of the current recession. (Deloitte)

The biggest driver of satisfaction providing

opportunities for people to what they do best!

How many of us are doing the stuff we were hired to do?

What does a talented person look like?

Actually few of us know……

People join companies but leave their managers

• I need to know what’s expected of me

• I need the right materials/equipment

• I need to do what I do best everyday

• I need to know my manager cares

• I need to feel my team members are committed to quality

• I need opportunities to learn & grow

Problems

• How do you define stardom?

• How do teams fit into talent?

• Pay seems to be the reward yet its more sophisticated than that

• Dealing with exceptional talent

• Technical talent versus leadership talent

• Technical versus the social shift

Dealing with exceptional talent?

The challenges

• Devise more imaginative hiring practices

• Work harder to keep their best people• Have exceptional leaders as well as

technically skilled people• More sophisticated techniques to

attract, engage and retain talented individuals.”

Some possible solutions

• Reshape jobs

• Help employees reshape life outside work

• The individual equal to the brand

• The balance of skills

Human capital to social capital

•Old reality we focus on the ‘individual,’ new reality we focus on the ‘network.’

• Individuals who achieve consistent professional growth are already talented

• Future; we need to evaluate talent from a network aware perspective

• Social capital is the ability to mobilise the collaborative efforts of the network

Why?

• Human to social to innovation• Social breeds trust, transparency and

credibility so missing in organisations• Relationships are the future, social

engagement is critical• In an increasingly networked society

that connects physically as well as virtually

The time has come to not just think, but see, beyond the individual

Questions…