Post on 21-Mar-2017
BUILDING A TALENT MINDSET
What keeps a CEO up at night?
TALENT MANAGEMENT
OPERATING IN A GLOBAL
MARKETPLACE
REGULATIONS AND LEGISLATION
BUILDING A TALENT MINDSET
What organizations strive to accomplish is a Sustainable Competitive Advantage
SCA is the aggregate of:
CAPITOL the cash or credit of an organization
TECHNOLOGY the organization’s ability to leverage technology to achieve a competitive advantage
PEOPLE the head, heart and hands to deliver goods and services
SCA = C+T+P
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BUILDING A TALENT MINDSET
The competition can match your ability to raise funds so your cash or credit can be replicated The competition can over time match your technology advantage What your competition cannot do is match the people you attract and retain in your organization
In the SCA formula only the P cannot be easily replicated
BUILDING A TALENT MINDSET
Traditional thinking has focused on skillset
– knowledge, skills and abilities to
perform a task and the training necessary to
close gaps
How we select schools
What experience we value
Which industries we value
Successes validate the behaviors and the
skillset becomes a self perpetuating model
Why Talent Mindset?
How we think about selection:
The behaviors and outcomes
results in:
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BUILDING A TALENT MINDSET
We have turned fitting a round peg into a round hole into a science
Talent Management: The art of how we attract, develop and retain talent has been under attack for the past decade
While the words have changed to protect the innocent How many organizations recruit – develop – and retain their talent has not been met with much in the way the way of transformative approaches
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BUILDING A TALENT MINDSET
STRATEGY
Internal External Talent
Talent Acquisition
Future Talent Requirements (Capability, Availability, Organization, Experience)
ORGANIZATION
IMPACT
Current (Capability, Availability, Organization, Experience)
WORKFORCE
Hiring Plan Development Succession Planning
Organizational Design
Environment
(Emerging Capabilities, Technology,
etc.)
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BUILDING A TALENT MINDSET
Lead with impact … over skills Assessing what a person brings to the role and the contribution he/she can make to the organization requires a paradigm shift in how we fundamentally think about talent, where it comes from and what it looks and sounds like
Transformative thinking
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BUILDING A TALENT MINDSET
Professional networks
Alumni
Personal relationships
RECRUITER BIAS LOOK FOR FIT
(not universally defined)
Want a seamless transition into the department from day one
Genuine, demonstrated interest in the company and product
Someone that I’ll want to go have a beer or glass of wine with outside the office (feeds unconscious bias)
Keep me interested
Finding qualified candidates recruiting is a team sport
Employee retention S TA R T S with the recruiting process A N D E N D S with the culture
Bridging the Divide
NAVIGATION AIDS
TALENT POOL Independent minded and confident
High expectations of their employers (ETHICALLY, SOCIALLY, ENVIRONMENTALLY)
Seek out new challenges
Not afraid to ask questions
Want meaningful challenges
Solid learning curve
Possess an entrepreneurial and teamwork spirit
Not afraid to push boundaries
Polished and confident pitches about themselves, but have little understanding of the company
Care about who they work for
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BUILDING A TALENT MINDSET
An organization is limited only by its ability to transform itself into a destination employer of choice for talent of all shapes from everywhere
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Ethnicity
Acc
ent He
igh
t
Wei
ght
Thought Process
Place Of Origin
Type of Degree Zip Codes
School Attended
Marital Status
Parental Status
Age
Prior Experience Prior Employer
Veteran Status Sexual Orientation
Religion Inco
me