"The future is already here. It's just applied unevenly"
Want a competitive advantage in HR? Categorize your current recruiting efforts into one of these three groups to see your strategic progress versus your competition:
1. Doing what everyone else is doing. Safe, incremental changes. These types of changes are not significant enough to allow an organization to keep up with the rapid changes taking place in the global employment marketplace. If you’re doing what everyone else is doing, you’re falling behind.
2. Big steps. Significant changes that take months to implement, such as a major ATS upgrade, rebuilding your career website, adding assessments or systemic training for managers. These are essential if you want to maintain your current position in the marketplace.
3. Bigger steps. These are changes and opportunities designed to increase an organization’s market share of top talent. This requires a rethinking of everything currently being done, including an employer re-branding effort and a reorganization of recruiting.
My advice? While you need to be implementing lots of level 1 changes, you’re not going to see significant improvements unless you move to level 2 and 3, the major steps. This is where you get real traction. Staying busy in level 1 might seem satisfying, but it won’t get you the competitive edge needed for 2010 and beyond.
Kick it up a notch and get ready for the future. What are you doing to get ready?
Want a competitive advantage in HR? Categorize your current recruiting efforts into one of these three groups to see your strategic progress versus your competition:
1. Doing what everyone else is doing. Safe, incremental changes. These types of changes are not significant enough to allow an organization to keep up with the rapid changes taking place in the global employment marketplace. If you’re doing what everyone else is doing, you’re falling behind.
2. Big steps. Significant changes that take months to implement, such as a major ATS upgrade, rebuilding your career website, adding assessments or systemic training for managers. These are essential if you want to maintain your current position in the marketplace.
3. Bigger steps. These are changes and opportunities designed to increase an organization’s market share of top talent. This requires a rethinking of everything currently being done, including an employer re-branding effort and a reorganization of recruiting.
My advice? While you need to be implementing lots of level 1 changes, you’re not going to see significant improvements unless you move to level 2 and 3, the major steps. This is where you get real traction. Staying busy in level 1 might seem satisfying, but it won’t get you the competitive edge needed for 2010 and beyond.
Kick it up a notch and get ready for the future. What are you doing to get ready?
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