When googeling "Race for Talent" you already have approximately 163,000,000 results. The thought of Race for Talent definitely is not that new. Nevertheless, I became concious of this thought once again just recently. It was when having an intense and interesting conversation with Klaus Mantel, COO of Experteer. We discussed different HR subject when Mantel mentioned, it isn't about "War for Talents" anymore, rather "Race for Talents". And he is right!
Race for Talent expresses exactly what it is about. Being fast in recruiting.
Race for Talent expresses exactly what it is about. Being fast in recruiting.
Not only in Ingeneering there are more open positions than there are applicants - but, essentially, who isn't the fittest, or the fastest in this case, looses the run for High-Potentials. Applicants who have the choice of employers will decide for the employer who does best caring bout him/her AND who is reacting rather quickly. Employers who send a note of reception after having waited for three weeks after application entrance are definitely M.I.A. in the hunt for good candidates.
On Social Media Networks you will find the so called "Active Sourcing". Many HR Manager, still, have not understood, the era of Instant / Real-Time Dialogues has started. This means Real-Time Recruitment action. Yet, there are still HR Manager moving in such networks not answering requests by applicants. That's kind of like not talking to each other in an interview. Absolutely ridiculous!
Who wants to win in Recruiting has to keep moving. Back off the comfort zone, get into the dialogues and contact to applicants. Hurry!
Who wants to win in Recruiting has to keep moving. Back off the comfort zone, get into the dialogues and contact to applicants. Hurry!
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