In Talent Magnetism, author Roberta Chinsky Matuson shows you how to transform your workplace into an environment that draws top talent like a magnet. The book offers practical advice on how to develop a strategy to stay ahead of the competition by identifying how evolving technology and a new generation of workers have changed business in the twenty-first century.
Why is it so hard for CEOs and senior executives to find good talent today?
Since there are so many people looking for work, you’d think that this would signal an abundance of great talent. But this isn’t the case.
Many positions remain vacant due to an underlap between the skills people possess and the skills for which most companies are looking.
In sum: there aren’t enough people with the right kind of skills to fill open positions. Why is that?
For one, it’s extremely challenging for workers to keep their skills up to speed with changing technology, tech that today’s companies need to use.
So companies should invest in programs today that will attract tomorrow’s talent.
Statistics argue that by 2018, 1.4 million tech-related jobs will open up in the United States alone, yet only 400,000 college graduates will able to fill these positions.
To tackle this dilemma, savvy companies such as Neustar have already started to think ahead by sponsoring a technology, information and digital media center for young adults.
Another way to promote talent and make personal connections beneficial to your company’s future is to sponsor or get involved with a club or program at a local university.
Bear in mind it’s not just employees’ skills that are evolving, it’s also their needs and wants. Failing to take these issues into account may mean you are running your company on a myth that can hurt its prospects. We’ll explore these concerns in the following blinks.
With dynamic economies all over the world and countless possibilities to grab potential employees, you need to stop betting that people will stick around even if you don’t treat them well.
The days when you could smugly assume your employees were lucky to have any job are gone, so eliminating such assumptions is your first step toward drawing and retaining great talent.