Download: Roses in the Thornbush: How Marketing Can Leverage the Value of Recruiting
and How Recruiting Can Leverage the Value of Marketing
(September 20, 2001) All of a sudden, the question of an enduring labor shortage has some additional components. While employment growth statistics (the dynamic that makes the labor shortage worse) will be up in the air for years to come, the prospect of supporting a long term war ensures that demands on the labor force will remain high. Combined with pronounced skills shortages in IT and other electronics related disciplines, management of the labor shortage should begin taking center stage.
There are a variety of untried and untested options that can and should be moved into development and serious consideration.
It is a widely accepted fact that Human Capital is seriously underutilized. Placement float times between projects within a company, horrible delays in placement processes, dreadfully inexact measures of capabilities, skills and aptitudes, and other people and time wasters characterize the standard fitting of people task and company. It's a level of waste and inefficiency that we will be unable to sustain, given the new demands on the economy.
As we've been saying, it's time to move things to the next level. While the Electronic Recruiting Industry has evolved around the movement of job postings on the internet, that is only a primitive start towards our ultimate end: a set of tools that manage labor supply in a just-in-time fashion while ensuring that existing assets are utilized in the most effective ways possible.
We are missing some serious tools, however. In relative order of importance, here are the items yet to be developed:
An organization simulator that looks at work requirements and tests the performance of various combinations of teams.
A dynamic job describer (that accounts for the difference between the job that you sign up for and the job you get)
A real fit tool that couples personality assessment, team interaction dynamics and skill levels
A model of corporate culture that defines the relative importance of hiring variables and makes apples to apples comparisons of performance possible
Team assessment tools that demonstrate relative contributions by individuals and overall team performance
Decision support for hiring managers as they encounter reassignment possibilities
Knowledge management systems that reframe hiring requirements before they turn into capital acquisition decisions
Conflict management support systems that allow first level supervisors to transform interpersonal struggles into creative solutions
Career management tools that engage the whole person, from credit history and financial circumstances to intellectual and artisan skill development
Surge capacity analysis tools that enable a manager to understand just how far to push a team.