Well for those unfamiliar with the ‘War for Talent’ – start with this wiki – http://en.wikipedia.org/wiki/The_war_for_talent.
Next – how and why I disagree with the overall idea that ‘Talent’ is really limited to so few people.
I’m not going to say that everyone is competent at their jobs, willing to always give 100%, go beyond what is asked of them, and lead others well – but I also don’t believe that everyone with this potential has been discovered already and only those at the management level of top of companies have it.
Lots of smart talented people are always looking for work. The issue seems to be that companies feel there are only ‘so many’ talented people, and they are the coveted platinum of hires that everyone wants.
But that’s known talent. Those are the stars with perfect resumes who have already been discovered. It’s easier to poach another company’s rising star than it is to find someone with executive potential that hasn’t had senior level roles yet, one who went to an average college or who took time off of work for a few years to raise her children. If someone has a lackluster resume when applying to a position, they get deleted. Hiring managers and recruiters aren’t losing sleep at night thinking, “Did I delete potential talent from the candidate pool today?”
If talent is defined by brains, flexibility, dedication to company mission, and willingness & ability to exceed expectations – who says that you don’t have it, just because you haven’t used it for a company yet?
No one, I suppose. Do you think you have that undiscovered talent the business world is looking for? I think I do, for one. And those that I meet networking often feel the same way when they ask me to consider working for their company. But as soon as they ask me to send over a resume, I know I’m pretty much finished if they’re not desperate to hire.
So how does one become recognizable talent from their resume? Stay tuned for a later post, I’ll try to chart out office superstar resumes as a whole – what they have that you (and I) are lacking.
Comparisons can be made to the dating world. Many times it is the desirability factor. Company A wants what Company B has. A similarly qualified candidate who doesn’t have the job with Company B is easier to secure and thus less desirable.
Corporations are missing out on great talent by having a very narrow viewpoint of who is a superstar.
Looking forward to the followup…