Egosurfing, talent risks and management mistakes in your organisation in this week's Three To See.

My first pick this week is The Google Job Experiment which came to me via Frank Roche on the KnowHR blog.  You've probably heard the story in the news about the guy that used Google to reach out to his target employers by anticipating that they would self-Google.

So it got me thinking - if this guy bought the names of the people that he wanted to work for, what's to stop an employer buying the names of the people they want recruit or retain and using it to deliver a message to that individual?

The Drive To Normalcy by Ian Till appeared on DDI's Talent Management Intelligence blog.  In the post Till discusses "four talent risks and opportunities as we drive" to what McKinsey have labelled, The New Normal:

1. Flat Tires: Unengaged employees who feel their jobs are monotonous and flat
2. Road Rage: The recession may have brought about a ceasefire in the War for Talent, but the war is still raging
3. Speeding: As we prepare for better times, and move back into cyclical patterns of resignations, organizations must not fall back on making poor and hasty selection decisions simply to fill seats
4. Blind Spots: Leaders cannot solely rely on past skills and approaches to navigate the future.

I think there are some useful points in the post that blend nicely with my final pick; The Harvard Business Review Ideacast: Keep You Top Talent from Defecting.  This is an audio interview of Jean Martin and Conrad Schmidt of the Corporate Executive Board's Corporate Learning Council in which they share some of most common mistakes that managers make with their talent, including:

• Failing to properly identify top talent
• Assuming that top talent is highly engaged
• Expecting stars to share the pain that the organisation is going through
• Forgetting that talented people still care about getting paid

At 14 minutes, this podcast is well worth listening to.