080922 Daily Links for Recruiters (Sep 22, 2008)

Home

080922 Daily Links (Sep 22, 2008)

Topics: All, Daily Links, John Sumser, JohnSumser.com, by John Sumser

Thought For The Day: People will The Global Talent Crisis
"Corporations are experiencing seismic shifts in demographics, resulting in aging workforces but fewer, younger workers in some parts of the world and burgeoning sources of young talent in other parts; a rising demand for new skills paired with growing deficits in basic skills; more diverse, distributed, and mobile workforces; and, despite a global abundance of people, local scarcities of talent. The shortages are particularly acute for knowledge workers and managers. "
Technology Doesn’t Dumb Us Down. It Frees Our Minds.
“People have to discover value for themselves. There’s still hope to become a financial analyst at Crisil
“The motivation to start a programme like this came when we saw that there was a virtual war in the market for talent,” says B. Ganesh, senior manager (corporate human resources) at Crisil. “Premier B-schools cannot meet the rising demand for industry-ready professionals. Our initiative was launched to augment our own talent pipeline and, in the process, contribute to building the country’s talent pool.”
Building for the future
Winner in the talent management category and overall winner of this year’s People Management Award was Kier Building Maintenance (KBM). It was highly commended by the judges for its City Stewardship programme, which is transforming the lives of disaffected young people, creating a talent pipeline for the next generation of company employees, and developing the supervisory skills of staff."
The Issue: A Clog in the Talent Pipeline
"In 2006, Lockheed Martin , one of the largest recruiters of new engineering graduates in the U.S., was looking at a talent pool that was dangerously shallow. A 2005 report published by The National Academies indicated that while the percentage of students entering college who plan to major in science or engineering remained stable (at about 30%), undergraduate programs in those disciplines were reporting their lowest levels of retention. Projecting four years out and later, the Bethesda (Md.) aeronautics giant feared this problem would be exacerbated by the retirement of scores of aging baby boomers."

About the author

John Sumser

John Sumser is a principal analyst for HRExaminer, an independent analyst firm covering HR Technology and the intersection of people, tech, and work. John’s mix of experience over the course of his career gives him a broad and unique perspective on the industry. Like anyone trying to process a lot of information, he is two or three steps ahead in some areas and still learning about others. Sumser’s work includes deep research into the nooks and crannies of HR Technology to identify and explain rapidly evolving trends. Built on a foundation of engineering, design, and philosophy, John’s seeks to understand and advise clients on where their technology works best, for whom, and in what context. Each year, John examines the insides of hundreds of companies, their products, and ecosystems. He delivers vendor analysis by building the framework from which to deliver the critique. He is constantly connecting and making visible the front end of change. He can help you see the path of evolution and the risks on the journey. The HRExaminer is Sumser’s vehicle for understanding and explaining the inner workings of the industry. With three weekly podcasts, and written commentary, he covers emerging ideas, the state of the industry, and the executives who operate it.

Visit Authors Website