I’m often amused when I read the phrase “Talent” and by extension the fact that there might be a “war” on talent.
I’m not amused by the reality of “Talent scarcity”, our recruitment model causes anxiety, heartache and financial loss to individual and employer alike. The amusement comes from the hypocrisy whereby people often quoted on this issue might stand to gain most from it enduring. Presumably, various HR and recruiter types achieve increased job security because of talent scarcity.
What does this notion of talent scarcity actually mean? Is it really true that there are only a very small number of people who can do most of the advertised jobs? Personally, I doubt it. I’m sure that the notion of “Talent scarcity” exists for some specialisms, but not for all the occasions it is quoted.
Therefore, I assume that “Talent scarcity” implies a lack of individuals to perform a role urgently.
If an organisation knows that urgent solutions are harder to solve, then surely they undertake some basic emergency planning. Can we assume that for each advertised job (especially the really critical ones) the hiring company have created a dossier on relevant replacement talent before an emergency arises? Can we assume that they have done everything to train rising stars within their own organisations to “step up” if required. Has every employer built knowledge transfer systems to prevent emergency situations becoming critical?
Well-managed companies will have done something similar to anticipate problems with other key assets.
Sadly these are awkward questions to ask and answer, so they rarely see the light of day.
Consider the message “scarcity” sends out to anyone who is excluded from the implication of talent. If you’re overlooked as “next in line” within an organisation, or if you are an unsuccessful external applicant, it simply isn’t a motivating message and reflects badly on the employer.
What is the implication of this for bizenko customers?
Despite the logical assumption that employers should invest in the solutions to talent scarcity, they don’t always have the time and money so to do. Therefore, as your career develops, make sure you invest in your own talents and that they are varied and constantly-evolving. You never know when narrow expertise might not perfectly match the requirements of an exciting new role.
Your ability to migrate into a new role and add value both to an employer and your career could be compromised by the fear surrounding an urgent situation! The implication is to look beyond the boundaries of your existing role to find the passport to your next.