We Fight No Talent War Here

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.

Dear Talent,

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?

 

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Sharing sights & insights captured with diverse angles. Ex-corporate slave, now my own boss. Cycling, hiking, cooking, reading, yoga, writing and photography, are no longer only hobbies listed on my resume. It's what I do, when I want.

7 thoughts on “We Fight No Talent War Here

  1. It would be great if most companies operated this way and really worked at keeping their talent and encouraged the development of their employees. Have you worked for a company that did that? I agree that we should do what we love. I am on this NaBloPoMo writing challenge too. Still working out the kinks on getting my posts to appear correctly on BlogHer.

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    1. I’m afraid most don’t. That is why I wrote like that. The caveat is that sometimes a fantastic boss can make up for a not so great company culture; but then you’re living in insulation, and when the person leaves your life changes entirely. I’ve been there twice. Don’t recommend.
      Posting on BlogHer is not the most user friendly process I have experienced and trying it from an iPhone was a no-go. Did you manage to do it by now?

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      1. Yes. I know exactly what you mean about BlogHer. I ended up signing up with BlogHer using my google account. One thing I did not like is there was this long statement about rights of the website. But it is just for November I assume. She said if you sign up she might post our blog on her site. Then you have to sign up for the blog roll for NaBloPoMo. Each day you have to go back and use this wiki thing at the bottom to post your post. It has a field for your name and url. I realized I want to use Notes Tied on the Sagebrush for name because after you submit it it will pop up on the list. I have a couple under Deborah Drucker before I realized that. Hope this long answer makes sense.

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      2. This has happened to me most recently. I had a great boss, well admired by his staff who let us lead when we could, encouraged us to reach higher and provided the platform to do so. But then the re-org came. New management who cared not at all for staff. Every attempt to “manage” my career was blocked.

        I’ve also worked at a place where the work I enjoyed the work. I couldn’t wait to get in to the office and collaborate with my team mates and do incredible things. But the manager was a foul mouth ogre intent on berating his staff. I left after only 11 months. Six months later the rest of his team quit. We all lost.

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    2. Most large companies seem to want to “shop” for employees the same way they shop for a car. They create a long list of must have skills in an industry where there are few who have had the opportunity to learn or develop those skills. The possibility of hiring someone motivated to learn those skills seems to escape their thinking.

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      1. Yes the idea of the potential of a person. Who knows what else that person could bring to the business? What gifts? It is this thinking of quickly filling the slot. I would say try to sell yourself by saying how you have stepped up to the plate in the past. I used to emphasize how quickly I was able to learn something new in other jobs. It is so hard because these companies can have blinders on.

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