graphic for The 2018 Index of Predictive Tools in HRTech: The Emergence of Intelligent Software


A War for Talent in THIS economy?

You might laugh at the notion of a talent shortage or 'war for talent' in our current economy. But the joke would be on you. Learn more in this week's HRExaminer and be sure to catch Editorial Advisory Board contributors Hank Stringer and Marc Effron and John's guide to Talent Communities.

A War for Talent in THIS economy?  ~ HR Examiner Weekly Edition v 3.19 May 11, 2012


HRExaminer v3.19 May 11, 2012


Table of Contents

War for Talent


The Value of Hiring to Deficiency


Competency Model: Good Luck In Your Future Endeavors


Talent Communities

graphic for The 2018 Index of Predictive Tools in HRTech: The Emergence of Intelligent Software

  • Steve Levy

    John, the competition for scarce workers never left; those who believe that the availability for the top 1% ebbs and flows with the gravitational pull of the economy are either delusion or crappy recruiters. Or both. Here in NYC I’ll ballpark it and say that the average time to pull someone great away from a company is in the 3-6 month time frame. And that’s if you can engage them because “they” are building their own talent communities that circumvent the recruiters.

    They’re getting off LinkedIn because they’re tiring of banal recruiter calls selling mundane opportunities that have the words rockstar, nija, or guru somewhere in the add copy.

    The power has shifted for good…

  • STOP THE BS………..talent is there but we have to deal with so many stupid ignorant HR people we get sick of the mass stupidity of the ATS systems  and move on to the next company hoping it will be nicer.

    God I wish for the days when professionals were in HR.

    This is why talk of a “War For Talent” has begun again.

  • Steve Levy

    No, you have to deal with hiring managers wanting people who have solve specific problems. And then there are the jobseekers who no matter what you tell them simply aren’t good enough to solve these problems. Most of the recruiters John and I know give candidates the benefit of the doubt; we look at all the folks in the ATS and look for matches who are close enough to investigate further.

    Sure…there are crappy recruiters and the economy isn’t helping the attitude of job seekers towards companies. And for certain the changing business landscape that is littered with new and often restrictive workplace and benefit requirements isn’t helping.

    But hiding behind a fake posting name instead of using your real name and showing that – if you are a job seeker – you are a great potential employee isn’t the way to go…

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