Tag Archive for: Talent Management

Nervous about Filling Your Talent Pipeline?

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Are you getting nervous about how to fill your talent pipeline during the next few years? If you said no, you may want to consider the cold hard facts of what we are facing. According to the Pew Research Center, 10,000 baby boomers will reach retirement age every day from now through 2030. In addition, staggering statistics abound; 50% of U.S. government workers are eligible to retire and 55% of registered nurses can be expected to retire between now and 2020.

While unemployment remains high, finding skilled workers to fill open positions is among the top challenges in virtually every organization. As the economy improves, top talent will have more choices and attrition will accelerate. In addition, “X” and “Y” generation leaders will require us to evaluate our approach to career progression/options, work-life balance and global factors. This, along with strategic uncertainty, the impact of social media and data overload, and the increasing velocity of business, indicates mounting people challenges ahead for businesses large and small.

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Succession Planning- Hire Leaders from Within

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Succession Planning Hire Leaders from Within

To Hire Leaders from Within, or to bring in Outside Leaders? That is the Question

During these times of high structural unemployment, finding skilled workers to fill open skilled positions is among the top challenges in virtually every organization. As the economy improves, top talent will have more choices and attrition will accelerate. In addition, “X” and “Y” generation leaders will require us to evaluate our approach to career progression/options, work-life balance and global factors. This, along with strategic uncertainty, the impact of social media and data overload, and the increasing velocity of business, indicates mounting people challenges ahead for businesses large and small.

Sometimes hiring external candidates to meet these needs is a sound strategy. However, according to research by the Center for Creative Leadership, an astonishing 66% of senior managers hired from the outside fail within 18 months. Clearly, our historic view of leadership and talent pipeline readiness will have to be redefined.

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Robo Advising HR

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Robo Advising HRCylon Centurion
Robo Advising HR

Algorithms seem to be the hot topic and “Robo Advising” is one of the newest fads. Algorithms are used for predicting everything from the weather, sports, economic indicators, and financial data to who is the best person to date? Trying to predict behavior is nothing new, people in ancient times used oracles, fortune tellers and crystal balls. Today’s technology uses algorithms and the new age of “robo advising” has begun.

According to dictionary.com an Algorithm is: a set of rules for solving a problem in a finite number of steps, as for finding the greatest common divisor.

Even though Algorithm’s are sometimes used in place of a human being, hence the term “robo advisor”, they are ultimately just a very powerful tool that needs to be used with care by human beings in order to accurately predict successful outcomes.

So is there a Robo Advising HR that can choose the right person to hire?

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Missing a Step in the Hiring Process

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missing a step in hiring process

Missing a Step in the Hiring Process

You place an opening on a job board to find the professional employee. This is considered time and money well spent since the position you are filling takes skill and requires a substantial amount of training and investment.

But what do you do with the applicants? How do you know from the resume and their references that they are the right fit for your job? Many past employers are afraid of the legal ramifications of indicating that a person did not work out in the job. Or, they may have an incentive to have you take this bad hire off their hands so they may stretch the truth in order to push the exit.

One of the next steps is typically to choose the top 5-10 and then interview. However, you are “missing a step” in the process.
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