Managing Talent of Today

The 2017 Job Matching Challenge

The biggest challenge we are going to continue to see in our 2017 economy is labor. The talent to commerce ratio is off not due to lack of talent but lack of people in the country to support the workforce needed. Therefore, we need to look at the people we have, create a culture to attract and develop that talent, and take a scientific approach to human capital. Matching talent of new hire and current employees potential becomes even more imperative.

Our workforce is shrinking as the boomers retire, leadership, corporate and business intelligence is going to diminish. It will be imperative for employers to develop the people they have to the skills they need. Leadership and communication skills cannot be run by text, email and Artificial Intelligence (AI) that is not enough. We still need to develop peoples soft-skills.

With a shortage of employees, we are going to have to increase wages to keep what's valuable as it may be impossible to replace. The old adage of "Everyone is replaceable" is not necessarily the case for the next ten years. You may be able to replace a body to do some of the job but it won't be an even swap. This is where job matching becomes critical.

Matching candidates to the job, new hire or next-level promotion, will be imperative. Creating a definitive career path will define you as an employer of choice. While there are technical skills and specific knowledge needed at every level of the organization, so are specific soft-skills for each and every level of the organization.

What defines them in your company now? New opportunity due to growth? Sudden need, longevity? When performance reviews are done, what does the employees career path look like with you company? Goals for next year defines nothing in terms of next-level promotion and something to work for, and that is if the performance review is even done.

"Technical skills do not equal the ability to manage and supervise others"

I know a person who asked for a review for over five months then it took another four months to turn it in to HR telling the employee, "don't worry, it will be retro'd back to the original review date scheduled". That person while dedicated to doing the work was no longer engaged in the company and now works somewhere else.

Having scientifically defined behaviors, driving forces, acumen, soft skills and even emotional intelligence for each position at every level of the company allows you to select, develop, and retain top talent. If done correctly you will have a fully engaged workforce ready and scaling for growth.

Managers with proper soft-skills are the front line to success. Often overlooked, they just as much as top management need "the right stuff" in soft-skills to execute any strategic plan. Turnover costs you money, and a lot more than you think. (If you'd like a cost analysis worksheet please email me and I'll gladly send you one)

If you are being challenged with finding and developing the talent that you need, there is a process that may apply to you and your business. There can be a system for you, creating definitive career paths inside your company. It’s not that all that complicated or expensive.

For more information please contact [email protected].