{"id":24756,"date":"2020-05-14T19:21:00","date_gmt":"2020-05-14T22:21:00","guid":{"rendered":"http:\/\/blog.pdainternational.net\/?p=24756"},"modified":"2022-05-16T19:24:10","modified_gmt":"2022-05-16T22:24:10","slug":"war-for-talent-after-covid-19","status":"publish","type":"post","link":"https:\/\/blog.pdainternational.net\/en\/war-for-talent-after-covid-19\/","title":{"rendered":"War for talent after COVID-19"},"content":{"rendered":"\n<p>Politicians often use\u202f\u201cbig words\u201d\u202fin their speeches. Whenever a change in society requires a bit more efforts, they call it a battle, and in times of emergency, they are immediately at war with something or someone.\u202fWell, this\u202fvery\u202fpolitical rhetoric has moved into the business world, so we in HR ended up with\u202fthe\u202f<strong>WAR FOR TALENTS!<\/strong>\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>Wars always have unforeseen consequences, however, this \u201cwar for\u202ftalent\u201d has given birth to a variety of management models and has\u202fgiven them fancy names such as\u202fcorporate culture, employer branding, people analytics, candidate experience \u2026. All\u202fwith the aim\u202fto attract and retain the best talents.\u202f&nbsp;<\/p>\n\n\n\n<p>One would say that the\u202fbattles\u202fin this war\u202fhappen\u202fbetween companies, either the big ones where \u201ceveryone wants to work\u201d, or the small and medium ones with fantastic ideas and products,\u202fwhich,\u202f\u202fwith&nbsp;the help of the best talents,\u202fcould make\u202feven a global\u202fbreakthrough.\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>Still, I get the impression that the \u201cwar for talent\u201d is\u202fgoing\u202fon between employers and candidates.\u202f&nbsp;<\/p>\n\n\n\n<p>Here are a few\u202fthoughts on\u202fwhy I think so\u2026\u202f&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Corporate culture<\/strong>\u202f- corporate culture is something that should be consistent\u202fwithout compromise. Even in organizations that are\u202fknown for\u202f\u201cstrong corporate culture\u201d, they tend to compromise on corporate culture\u202fbreaches\u202fby justifying it with sentences like \u201cwe know he\u2019s a jerk to people, but he\u2019s great for business.\u201d\u202f&nbsp;<\/li><li><strong>Employer branding<\/strong>\u202f- An excellent concept that combines marketing, human\u202fresources,\u202fand internal communications. Despite the fantastic examples, most of these strategies are, in my opinion, inward-looking and companies talk exclusively about themselves, without\u202flinking\u202fthe messages to the talents they desire. There are too many \u201cstick and carrot\u201d approaches, for my taste.\u202f&nbsp;<\/li><li><strong>Candidates\u202fexperience<\/strong>\u202f- with all the technology at\u202fhand, we still have\u202fan extremely high\u202fpercentage of candidates who do not receive any feedback on the outcome of the recruitment\u202fprocess. This may seem like a detail, but it indicates\u202fa short-term\u202fapproach to\u202ftalent. Some profiles may not suit us this time, but we may need them in the future. It will be much harder to involve a candidate in the new selection process if you\u202fhaven\u2019t\u202fprovided feedback to\u202fhim\/her earlier.\u202f&nbsp;<\/li><\/ul>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>What will be the impact of the COVID-19 crisis?\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>We can hear\u202feverywhere that after this crisis, nothing will be the same\u202fas before. Is it really a turning point that will change the world from the root and for the better?\u202fI honestly DON\u2019T KNOW. My heart tells me to hope, and my\u202fbrain\u202ftells me to doubt.\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Business<\/strong>\u202f- the damage is already huge!\u202fOr\u202fis it? The world economy has been surviving on virtual money for decades, so if you look at it from that angle, this may be just a reset, but not\u202fdamage. I DO NOT KNOW.\u202fAnyway, companies will reorganize, optimize, digitize, transform \u2026 whatever it takes to\u202fsave the\u202fcapital. Some will cease to exist for one reason or another.\u202f&nbsp;<\/li><li><strong>Individual<\/strong>\u202f- it is expected that an individual will come out of this crisis with more empathy, more humane, oriented not only to himself but also to the well-being of the community. Will it be so?\u202fI DON\u2019T KNOW.\u202f&nbsp;<\/li><\/ul>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>One day, when the end of the \u201cwar with the virus\u201d\u202fis declared on a global level, an individual will have only one guaranteed resource at his disposal \u2013 SELF.\u202fHe\/she\u202fwill need to\u202fanalyze\u202fthat new world and the environment\u202fhe\/she is in. Like companies that are about to transform, the individuals\u202fwill have to rediscover their purpose in this new world, (re)define goals and priorities, and\u202fallocate\u202fresources. In other words,\u202fwe will either redesign the existing one, or create our\u202f<strong>LIFE PROJECT<\/strong>\u202ffrom the ground up.\u202fWork\u202fis just one segment of that project.\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p><em>Although I have been talking about\u202flife project\u202ffor several years in my\u202fcourses\u202ffor recruiters in a slightly different way, I\u202fmust\u202fthank Faber Zapata\u202f<\/em><em>Agudelo<\/em><em>.\u202ffor this great\u202fphrase\u202fI recently came across translating a\u202f<\/em><a href=\"https:\/\/blog.pdainternational.net\/en-UK\/blog\/2020\/04\/30\/stop-selecting-talent-and-start-attracting-it\/\"><em>text<\/em><\/a><em>\u202ffor the PDA Blog.<\/em>\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>An individual\u2019s LIFE PROJECT becomes the\u202fkey\u202ffor the future of talent recruitment. Why?\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>We can do\u202fanything with our employer branding campaigns to attract the best talents, we can have a fantastic corporate culture and\u202fworking\u202fenvironment, we can\u202fprovide\u202fa fantastic experience for candidates\u2026\u202fYES,\u202fWE CAN! We can identify all the competencies we need, all the behavioral characteristics, all the potentials of the candidates.\u202fYES,\u202fWE\u202fCAN,\u202fand we have the tools to do that.\u202f&nbsp;<\/p>\n\n\n\n<p>However, if we fail to prove and\u202fassure\u202fcandidates that all we have to offer is helping them\u202fachieve his\/her life project, and not just our business goals, that talent will most likely not be part of our organization.\u202f&nbsp;<\/p>\n\n\n\n<p>Look for\u202fopportunities to\u202ffind a\u202fplace\u202ffor\u202fyour corporate culture and your brand in the life projects of your candidates. Look for the similarities between your \u201ccorporate project\u201d and the candidate\u2019s life projects, as this will allow both projects to be successful, in parallel.\u202f\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<p>If you keep looking for\u202f\u201cbest fit\u201d\u202fcandidates, your corporate project\u202fis perceived as\u202fmore important, and\u202fone\u202fwill\u202fnever\u202fallow\u202fanything\u202fto push\u202fhis\/her\u202fown life\u202fto\u202fthe back.\u202f\u202f&nbsp;<\/p>\n\n\n\n<p>\u202f&nbsp;<\/p>\n\n\n\n<h4 class=\"has-text-align-right wp-block-heading\">Life projects existed before the COVID crisis. Now they\u202fjust became\u202fmore important.<\/h4>\n","protected":false},"excerpt":{"rendered":"<p>Politicians often use\u202f\u201cbig words\u201d\u202fin their speeches. Whenever a change in society requires a bit more efforts, they call it a battle, and in times of emergency, they are immediately at war with something or someone.\u202fWell, this\u202fvery\u202fpolitical rhetoric has moved into the business world, so we in HR ended up with\u202fthe\u202fWAR FOR TALENTS!\u202f&nbsp; \u202f&nbsp; Wars always have unforeseen consequences, however, this \u201cwar for\u202ftalent\u201d has given birth to a variety of management models and has\u202fgiven them fancy names such as\u202fcorporate culture, employer branding, people analytics, candidate experience \u2026. All\u202fwith the aim\u202fto attract and retain the best talents.\u202f&nbsp; One would say that the\u202fbattles\u202fin this war\u202fhappen\u202fbetween companies, either the big ones where \u201ceveryone wants to work\u201d, or the small and medium ones with fantastic ideas and products,\u202fwhich,\u202f\u202fwith&nbsp;the help of the best talents,\u202fcould make\u202feven a global\u202fbreakthrough.\u202f&nbsp; \u202f&nbsp; Still, I get the impression that the \u201cwar for talent\u201d is\u202fgoing\u202fon between employers and candidates.\u202f&nbsp; Here are a few\u202fthoughts on\u202fwhy I think so\u2026\u202f&nbsp; Corporate culture\u202f- corporate culture is something that should be consistent\u202fwithout compromise. Even in organizations that are\u202fknown for\u202f\u201cstrong corporate culture\u201d, they tend to compromise on corporate culture\u202fbreaches\u202fby justifying it with sentences like \u201cwe know he\u2019s a jerk to people, but he\u2019s great for business.\u201d\u202f&nbsp; Employer branding\u202f-&#8230;<\/p>\n","protected":false},"author":2,"featured_media":24161,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[257],"tags":[],"class_list":["post-24756","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24756","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/comments?post=24756"}],"version-history":[{"count":1,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24756\/revisions"}],"predecessor-version":[{"id":24757,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/posts\/24756\/revisions\/24757"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media\/24161"}],"wp:attachment":[{"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/media?parent=24756"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/categories?post=24756"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.pdainternational.net\/en\/wp-json\/wp\/v2\/tags?post=24756"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}