In Three To See this week: Demographic change, improving quality of hire and a handy Talent Management schematic.
Hans Rosling's talk for TED on Global Population Growth is my first pick this week because of the way he artfully illustrates the shift in demographics - those in "the West" should watch the blue box.
How might Rosling's modelling affect your organisation's talent agenda?
"The quality of those not hired is the most valuable recruiting metric that you have never heard of! It informs you how often your organizations is failing to hire the highest quality applicants."
Sullivan goes on to describe the implementation of this metric, which compares selection decisions to the initial rankings of applications, to provide an indication of the frequency (in percent) with with those that were initially top-ranked are actually hired. Armed with this information recruiters should then review the candidate experience with a view to identifying the parts of the recruitment process that need to be enhanced in order to improve the probability of hiring top-rankers.
The practice of reviewing the volume or rate of "drop out" at defined stages in the recruitment process will not be new to many practitioners but the added dimension of "quality" is what makes this interesting to me.
My final pick is the New High-Impact Talent Management Framework below, posted by Josh Bersin (Bersin & Associates) to his blog. I think it is a useful at-a-glance view of the key components of Talent Management (Ctrl+ to zoom in).
Social and economic data, next-generation strategic factors and social media policy in this week's Three To Read.
My first pick comes is Hans Rosling's recent talk for TED entitled Let My Dataset Change Your Mindset. Rosling is currently with the US State Department and has shared his fascinating work on socio-economic modelling in several TED talks - great material for anyone involved in strategic workforce planning.
Staying with strategic concerns, on Harvard Business Publishing, Umair Haque posted Apple's Next Revolution - And What You Can Learn From It. I think Haque offers some interesting thoughts on next-generation strategic factors:
Markets, networks and communities as engines of disruption
Context is king
21st century economics = acceleration
My final pick comes from Jennifer Van Grove who posted 3 Great Social Media Policies to Steal From on Mashable. This is a very useful post with links to actual policies from real organisations:
Over the past few months I’ve been reading books like ‘The Long Emergency’ by James Howard Kunstler that delve into the impacts on modern society of diminishing fossil fuel stocks.
At the core of 'The Long Emergency' is the concept of ‘peak oil’ – the point at which oil reserves and oil production reach their zenith whilst demand for oil continues to grow. Reaching and surpassing ‘peak’ mean that diminishing reserves get used-up faster and the ‘run away consumption train’ leads to lower supplies at higher prices.
Peak oil is a Malthusian concept, and not without controversy – there are many opponents of this view of diminishing oil stocks. Likewise there are some that believe the ‘War for Talent’ is over and there are others that argue that it continues in a different form.
Borrowing the concept of peak oil and applying it to the ‘War for Talent’ debate draws out some interesting parallels.
Despite the current economic conditions, demand for talent continues to increase and is likely to continue to grow in order to service the markets that will supply the expanding global population as it goes from 6 billion today to an estimated 9 billion in 40 years.
