Nontraditional candidates—those from functions, industries, educational backgrounds, etc., that differ from those typically sought after in a given role—are an untapped talent source. These candidates often have the skills and desire to take on a new role (or other types of work opportunity—such as projects, short-term assignments, etc.), but a segment of managers resist hiring …
Organizations continue to find ways to tap various sources of talent to supply their talent pipeline. And according to i4CP’s Talent Ecosystem Integrated Model, high-performance organizations consistently leverage talent from 11 alternative sources—from gig workers to colleges and universities. This BCG article provides ideas on how employers can partially meet their talent needs by enabling better partnerships with …
Talent acquisition (TA) professionals continue to source talent from untapped talent pools to uncover “hidden” top talent. One overlooked talent pool is former employees—often called boomerang employees—who have the skills their former organization values, and a desire to return to their previous employer. And with many TA practitioners relying increasingly on data to inform their …
Organizations continue to express concern about talent shortages. Yet it is likely that they are overlooking untapped talent pools that can help meet their talent needs. I have made several posts over the last few years on how organizations often overlook non-obvious or “hidden” sources of talent. These posts included commentary on various reports, such …
Diversity, equity, and inclusion (DEI) initiatives are often presented as part of a business case for why organizations should make DEI a priority. As referenced in this article, 404 of the Fortune 500 companies included the business case for diversity on their corporate website by suggesting that diversity was important because it would contribute to …
According to a new McKinsey paper, “Americans Are Embracing Flexible Work—and They Want More of It,” 35 percent of sampled job holders report they can work from home full-time, and 23 percent can do so part-time. Job seekers also report that “autonomy over where and when they work” is among the top three reasons they are looking …
Many leaders continue to express concern about the impact of “talent shortages” on their ability to execute business strategies and priorities. But as I mentioned in previous posts, organizations often overlook “hidden talent” — internal and external talent that have a desire to take on new opportunities and the skills to perform successfully, but don’t …
In this hypercompetitive talent market, HR leaders and their teams must rethink their strategies for sourcing, recruiting, and retaining talent. As HR teams reimagine these areas, this 50-page June 2022 Gartner’s HR Leaders Monthly Magazine issue provides several ideas. It includes six articles on a range of topics: 1) How Recruiting Partnerships Create Competitive Advantage in a Challenging …
In September 2021, I shared a post about a 74-page report by Harvard Business School and Accenture that outlines several barriers that keep companies from considering ‘hidden workers’ as job candidates. Hidden workers “have a desire to work and are actively seeking work, but their regular efforts to seek employment consistently fail because of hiring processes that focus on what …
As organizations continue to report challenges in attracting and hiring top talent, one potential untapped talent acquisition strategy is recruiting back former employees. According to a UKG survey across six countries comparing responses of 1,950 employees who quit their jobs since March 2020, nearly half of people (43 percent) who quit their jobs during the pandemic now think they …
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