Written by: Tim Saumier, CEO TYGES International
Almost fourteen years ago, I made the decision to leave the “fast track” at John Deere at the age of 34 and ventured out to start out my career as an entrepreneur. As I began my due diligence, the last thing I ever thought I would become is a recruiter but low and behold, I made the jump and started TYGES International in July 2002.
Needless to say I was terrified as I had never been in HR and nor had I been in Sales which ended up being an advantage in the long run. To help me deal with the emotions of walking away from the perceived security of corporate America, I prayed a lot but I also read every article I could find with a variety of topics including recruiting, sales, etc. One article stuck out to me and still stands out today. I don’t remember who wrote it but the basic premise was that companies with great products, services, solutions, and with solid profit margins would go out of business at some point in the future.
Fourteen years later, I can see this becoming more and more of a reality.
Why did he say this?
The author of the article stated that companies would struggle to recruit and retain talent that they ultimately need to manage/grow the business. Companies over the last decade have truly lost sight of their greatest asset – “people” all to focus on short-term results. This has and will continue to come back and hurt companies. We’ve lost our way as company leaders.
You may argue this point but if you do believe this is a possibility within your company here’s my question for you: Do you have an Integrated Talent Chain?
Most people are scratching their heads right now and wondering what is an…
…Integrated Talent Chain.
With my roots being in Operations & Supply Chain, I’ve been fortunate enough to bring a different perspective to recruiting. I look at recruiting as a value stream where we bring in solid people and wrap them around solid processes. This is not a one-time thing but one where we are always trying to improve. Looking at it as a value stream, we cross over typical functional silo’s and focus on serving our customers (people & companies).
So back to my question – Do you have an Integrated Talent Chain?
Let’s start with some questions first.
1. Do you know your current inventory of Talent in your organization?
2. Do you have a forecast of your needs in the next few years?
3. Do you have an idea of your turnover (voluntary / involuntary)?
4. Do you understand your capacity to recruit and develop talent?
5. Do you measure/rank your talent?
6. Do you have an Employment Brand (Not a product or company brand)?
7. Do you have a clear Talent Acquisition Process?
8. Do you have a clear Talent Development Process?
9. Do you have a Chief Talent Officer (CTO)..typically not an HR person but rather your best company person?
10. Does your CTO own the entire ITC and drive the Value Stream?
Most companies have fragments of the items above but very few if any have the entire ITC. The reason this is a “hot” topic right now is we are meeting with clients who clearly do not have their arms around this and are seeking our assistance to not only recruit for them but also to develop their ITC. I would appreciate your feedback and any insight you may want to add. My plan is to talk about each of these specific items over the next few months.
Our mission is simple:
We’re here to make good things happen to other people.