Every year at this time-as the Holiday season settles in and the end of the year approaches-we at WEDDLE’s pause for a moment to reflect on our blessings.
Yes, the world is a troubled place and yes, it has certainly been a challenging twelve months for those of us in the recruiting and HR professions. Despite all of that, however, there is much for which we can be grateful. Our families and friends, our freedom to live life as we choose, and our opportunity to pursue dreams that reward and fulfill us.
Each of those blessings is a special gift-something to be cherished, enjoyed and appreciated. For me, however, there’s one more reason to be thankful: It is the simple, wonderful fact that you are reading these words. I know that you have many other demands on your time, so I and my colleagues here at WEDDLE’s are especially grateful for your interest in our research, our thoughts and ideas, and our publications.
We thank you for taking a little time out from a busy day to read my newsletter, for purchasing our books, for the friendship you’ve shown me whenever I speak in your local area, and for your generosity in telling others about WEDDLE’s. These are special gifts, as well, and we greatly appreciate them. So, all of us at WEDDLE’s send all of you and yours our best wishes for a wonderful conclusion to 2006 and a healthy and fulfilling 2007.
Warm Regards,
Peter Weddle
This Issue’s Sponsor: Arbita
This issue of WEDDLE’s newsletter is brought to you through the generous support of Arbita.com.
Arbita is the leading provider of global jobs cross posting solutions.
Our flexible integration solutions allow you to combine job-posting capabilities with other applications easily. Our platform independent technologies empower you to deploy our systems in concert with leading ERP, HRIS, and ATS platforms. Our streamlined posting, robust reporting, knowledgeable media consulting and experienced vendor management improve recruiting workflow and results.
For more information please contact sales1@arbita.net or call us today at (612) 278-0000.
Section Two: Insights on the Web
Peter Weddle has been writing columns for his own newsletter and for the Interactive Edition of The Wall Street Journal since 1999. The following column has been drawn from that work and updated for 2006. For a complete collection of Peter’s writing, please see our book Postcards From Space.
Be One of the “Best Recruiters”
Perhaps you’ve heard of them. They’re called “retronyms.” They are words that have been redefined by the advent of new technology. You’ve seen them in the transformation of “mail” into the pejorative “snail mail” and the revision of “television” into the quaint “black and white television.” Once familiar and adequate, the root terms from the past have now been given new meanings by the advance of technology and the addition of a descriptive label.
We in recruiting have seen this phenomenon occur in our own profession. We use a retronym to describe what we are about in the labor market these days. It’s a war, right, a War for Talent? But not just any war for talent; it’s a War for the “Best Talent.” Thanks to the Internet, it’s now necessary to add an adjective to a word that should be sufficient in and of itself.
Talent is defined by Webster’s Dictionary as “a special often creative or artistic aptitude.” The acquisition of people with talent, therefore, is the goal of every organization. Some may do it better than others, but every employer sets out, at least, to attract and hire those who have that special aptitude in the skill areas it needs to accomplish its business operations. They know they need the competitive advantage that talent provides. And, they recognize that their probability of success declines dramatically when they employ people without it.
Why, then, do recruiters now believe that they have to recruit something better than garden variety talent? Why do they now focus on sourcing and selling the “best talent?” I think there are at least three reasons:
The first two of these reasons make sense to me, but third … well, the third is just way off the mark. The best talent may be a retronym, but recruiting it with the Internet is not like using other technology. Take the television, for example. The viewer’s experience is enhanced by simply flipping a switch on their color, flat screen, high definition, surround sound set. As long as they can find the on-off button, they’re good to go. Online recruiting, on the other hand, requires considerable knowledge and skill, at least if you want it to help you with your work. The Internet, alone, does not enable us to recruit the best talent; that outcome can only be achieved if we fundamentally change in the way we recruit, as well. In other words, we must redesign our recruiting to capture the full potential of the technology.
What should this redesign involve? As a minimum, it should encompass the following:
The “best talent” may be a retronym-a cohort of the workforce that can now be effectively recruited, thanks to technology-but it cannot be sourced and sold by technology alone. Indeed, the War for the Best Talent will only be won by the “best recruiters”-those who most effectively adapt their organizations and operations to capture the full potential of advanced technology.
Thanks for reading,
Peter
P.S. Remember what you learned in kindergarten: It’s nice to share. Don’t keep WEDDLE’s to yourself. If you like our newsletter, please tell your friends and colleagues about it. They’ll appreciate your thinking of them. And, we will too!
Section Three: Site News You Can Use
Business and Legal Reports, Inc. published its list of the nine personal traits that make HR managers successful. If you’re thinking about your New Year’s resolutions, working on these attributes might be a good place to start. They are:
While I wouldn’t quarrel with any of the selections, I think BLR missed the most important: Competent. We can demonstrate all of the other attributes on the list and we will still not be successful in our field, IF we have let our skill set grow obsolete. Professional competency is the foundation for every other way characteristic that enables us to add value to our employers.
CareerJournal.com and the Society for Human Resource Management released the results of their 2006 U.S. Job Retention Poll. As with previous surveys on this topic, the news is not good for employers. According to respondents, voluntary resignations are on the rise among both management and non-management employees. On average, employers lost 12% of their workers this year. Why did they leave? The poll found that almost as many employees left to find greater career opportunity (27%) as those who left for an increase in salary (30%). In fact, over half of the employees in the poll (56%) cited career angst-the desire for better career opportunity and dissatisfaction with the potential for career development-as the cause of their departure. While annual pay increases have clearly lagged over the past five years, employees seem to be telling us that they are looking to improve their compensation not with guaranteed raises, but with better performance … as long as that upgrade is made possible through opportunities for learning and development on-the-job.
Netcraft announced that there are now more than 100 million sites on the World Wide Web. Why do we care? I think there are at least two reasons why such a finding is important to us:
In essence, the increasingly crowded nature of the Web changes both what we must know and what we must do in order to be successful in our work.
Please Support Our Sponsor: Arbita
This issue of WEDDLE’s newsletter is brought to you through the generous support of Arbita.com.
Arbita is the leading provider of global jobs cross posting solutions.
Our flexible integration solutions allow you to combine job-posting capabilities with other applications easily. Our platform independent technologies empower you to deploy our systems in concert with leading ERP, HRIS, and ATS platforms. Our streamlined posting, robust reporting, knowledgeable media consulting and experienced vendor management improve recruiting workflow and results.
For more information please contact sales1@arbita.net or call us today at (612) 278-0000.