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[...]
Do you remember getting assigned to group projects in high school? If you were lucky, you’d get to work with a few of your favorite classmates and everything would go smoothly. Once in a while, though, you’d end up getting stuck on a team where either one person didn’t pull their weight, or the group as a whole just didn’t seem to mesh. By the end of it, everyone would be so exasperated that nobody cared about turning in subpar work and barely scraping by with a C-. Unfortunately, this situation occurs in adult working life, too, and in the staffing industry, it happens all the time. So today, we’ll be doing everyone’s favorite team-building exercise. That’s right; it’s time for some virtual trust falls.
The exponential progress of the digital age has ushered in an era of incredible disruption. The status quo no longer ensures security or longevity. Obsolescence is a persistent threat to every business right now. The evidence is becoming apparent everywhere. Today’s corporate lexicon flows with words like innovation, speed, agility, expansion, reinvention and change. We even borrow acronyms from social media, like FOMO -- the fear of missing out. As our CEO Sunil Bagai wrote recently, advances are no longer marching ahead in gradual, linear patterns. Transformations are occurring exponentially. Singularity University summed up this shift poignantly: “We’re living in a world where the devices in our pockets have more information, power, and creative capacity than the supercomputers that put a man on the moon.” To ensure success, the choice seems to be progress or perish. Contingent workforce programs, despite their steady spread, aren’t immune. The good news is that those who adapt and shake up their operations can prevail -- and outpace their competitors.
A few days ago, I was invited to contribute my insights on the new frontier of talent acquisition to HRO Today’s Services and Technology Association. Participating in the webinar was an honor and an excellent opportunity to contribute to the discussion. Not only does HRO Today offer the deepest reach into the Human Resources space, its analysts and thought leaders share a similar perspective and understanding: the nature of hiring -- and of talent -- has changed dramatically. We need fresh strategies to attract, engage and retain amazing candidates. However, we also need to shift our focus from filling roles to achieving optimal outcomes. Future success requires a transition from merely hiring talent to hiring exceptional results.