BUILDING A TALENT MINDSET WINNING IN THE MARKETPLACE

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

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

BUILDING A TALENT MINDSET

Building and sustaining a talent mindset is a puzzle with an infinite number of pieces

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You know what the end should look like but there are always missing pieces