You’ll see me posting daily this month; I joined NaBloPoMo – ‘National Blog Posting Month’ organized by BlogHer. The goal of NaBloPoMo is for participants to write a post a day for an entire month.
Day 3 prompt: write about an amazing imaginary brand or organization you’d love to work with. What would their pitch to you look like? What would your post say? Here is my take.
There are companies who say there is a war for talent – be aware of those and I will tell you why in a while. Conversely, talented people say there are not many dream companies to work for. Where do these two diverging ideas meet?
Steven Hankin of McKinsey & company coined this terminology – The war for talent – based on a research back in 1997. This war deals with a dearth of talent in a competitive job market, and the need for recruiting and retaining the best for companies to succeed.
Historically, the job market has grown and shrunk, wave after wave of global economic and financial crisis, and always restored itself again. If after almost two decades those companies still use the same jargon, there might be something wrong you should know.
If you knew there would be a war, you would search for soldiers, right? However, like in any other profession, being a soldier requires specific talent and interest as well. Simple as that, don’t hire a lawyer to go to the battle front and vice versa. When a company does that, we call it wrong recruitment.
Companies still lure talents to jobs and company cultures that are beautiful only on paper. It is the same as inviting someone to have dinner at a 3*** Michelin restaurant but serve them instead a plate of cheap fast food, underestimating your intelligence to notice that. We call this cheating.
But let’s give the benefit of the doubt. Assume that a company says that they hired the right people, and put them in the right place – another jargon – but still have not enough talent. There is a possibility that either the best ones left – and companies should ask themselves why – or they may have not hired the best.
Have they also done the right things to keep them? It looks like the right things very often are not done. And that is the best explanation. We call this no-retention policy.
What would those talented people who left have said? Most often they say that companies don’t do what they preach. They are not satisfied with their responsibilities or the lack thereof, and think that companies kill their creativity and innovation with bureaucracy and bad management – a.k.a. no leadership.
Here is what we offer you:
“Choose a job you love, and you will never have to work a day in your life — Confucius”
Take your passion with you, and join the team and activities that you feel fit the best with your bag of goodies; other companies call that skills and knowledge, but we don’t name them, as they are unique to you. What are the rules here? We follow Oscar Wilde’s thinking: ‘Be yourself, everybody else is already taken’. Ah, here you can think too; we would love to hear your opinions.
Our passion is for your ideas and creativity to flourish, disrupt and transform the world, and if you want, your life too.
Make no mistake with your choice. We fight no wars here.
Ready to jump at this offer?