Millions of young Americans are experiencing a “quarter-life crisis.” They understand that the economy and the nature of work have changed forever. Talent today want more bang for their buck. They want to leave a mark, make a contribution, have a purpose. In short, they’re seeking a calling more than a career. They crave meaning, autonomy, and exploration. Managing one’s vocation successfully is no different than managing a business. And that’s why the contingent workforce has the power to[...]
As Staffing Industry Analysts reported last year, “companies processed between $47 billion and $51 billion U.S. dollars (USD) in spend associated with the human cloud on a global basis.” We’ve entered a new era of work where our tools, processes, and people function in “the cloud.” This is, like it or not, business as usual these days. Traditional structures are crumbling under the weight of the Amazon effect and giving way to elastic operations that allow business leaders to make real-time adjustments in the workforce. With innovation as a priority for every company, this dynamic is essential to maintaining a competitive edge. It’s unlikely that this protracted war for talent will eventually be won by the old “boots on the ground” mentality. Tomorrow’s victors will be employers with their heads in the clouds -- in this case, the human cloud.
Let’s face it, there’s no industry immune to buzzwords. They’re the shiny objects that capture our imaginations -- and then linger as familiar comforts even after their luster has tarnished. “Design thinking” comes to mind. “Side-hustle” had a good run. We’re enchanted by the notion of “ecosystems.” Today, more people talk about the “digital world” than the “technological world.” The brilliant minds behind our evolving computer science want to push us toward “machine learning” rather than “AI.” But for all that, some iteration of “network” enjoys a perennial renaissance: networking, social networks, networked teams, the network effect, and so forth. But what about the physical networks that power the “ecosystems” of this “digital world?” They’ve become more important than ever before. And their talent acquisition challenges have, too.
I’m a huge fan of Oregon Ducks football. I’ll just put that out there for anyone who doesn’t know me yet. So I was doubly interested to hear Hall of Fame safety Chad Cota join the “Recruiting with Andrew Nemec” radio show to discuss, well, recruiting. As Cota described, coach Willie Taggart faces hiring challenges that aren’t much different than those we confront every day. “There are two generations that any coaching staff really has to ingratiate themselves to when they get started,” Nemec explained. Naturally, members of the millennial generation occupy a big amount of that focus. However, by engaging alumni, every aspect of the talent acquisition, onboarding, and acculturation process becomes more optimized. Cota said the way in which Taggart maintains and utilizes his network of former players has made all the difference. Let’s see how we can capitalize on that same approach.