“Don’t ask what the world needs. Ask what makes you come alive, and go do it. Because what the world needs is people who have come alive.” ― Howard Thurman Watch this video from this week’s America’s Got Talent to see this quote in action. It will inspire you, I promise.
In our last post, we discussed strategies for retaining talent in a difficult labor market. Hopefully, you’ve focused efforts there, but most likely, you also need to figure out the best ways to recruit talent. Here are some ideas for doing so: 1. Expose Yourself! Exposure is a key problem in attracting talent, especially for B2B companies. Developing programs that expose people in the community to your company and jobs are important. We aren’t all Apple and Google. You can do this through partnership with schools in your area, marketing campaigns, involvement in community and charitable endeavors and by giving your
In a difficult hiring market, it is hard to think about adding another layer to your hiring practices that potentially screens people out instead of in. As one hiring manager said to me last week, “I just need people with a pulse.” But one reason why you may be hunting for people that are alive and not much more is because you aren’t hiring the right people to begin with, so turnover is a challenge and a cost to you in more ways than one. If done correctly, assessments can be a valuable part of your hiring strategy. To maximize
Most HR professionals and business leaders today are concerned about finding and keeping talent. If you are going to focus on one, I’d suggest you start first by focusing on retaining talent. Broadly, the best way to retain talent is to create an environment where people have key needs met. These needs are described in Daniel Pink’s book Drive. They are 1) The need to direct their own lives 2) The desire to do better for ourselves and our world 3) To learn and create new things. But given these three things, what are some practices that can actually be
Have you ever been around someone that waffled on everything? Whether big or small, with each decision they go back and forth and back and forth until the decision, oftentimes, becomes null and void. Also, oftentimes, they only worry about what others are thinking in making a decision instead of moving forward based on what is right and best for them personally. By and large, leaders are decision makers. Establishing personal leadership requires sound personal decision making and being confident in those decisions. This is necessary before you can make decisions that impact others and/or an organization. It is difficult to