• Millennialsrus

    This is right on point. I study and train Millennials and I can see this being a major issue very soon. 

    • http://twitter.com/amorrison03 Anthony Morrison

      Thank you!  Millennials are a goldmine for employers, but they need to learn how to engage them. Millennials love engagement making a solid mentor program the perfect way to onboard book-smart entry-level workers. Take advantage of their attitude and aptitude and invest in their successful induction into the company culture, technology and best practices.

  • http://blog.yoh.com Matt Rivera

    Tony – great observation and illustration of this growing problem. Unfortunately adding to this issue is the time and resources it will take to source and attract the different types of skills that will be required. Companies will need legacy skills as well as emerging skills. As you point out, this will be a make (train) or buy (increased wage costs) decision as the war goes on. Planning and having multiple internal and external resources will be critical to recruiting success in the future.

    • http://twitter.com/amorrison03 Anthony Morrison

      Thank you Matt. Since it is the playoffs, maybe this analogy is a good one. In the post season, you want to play your veterans and top performers. They put everything they have into winning every game. Sometimes there are injuries, or they have literally given everything they have to winning for their team. When that happens, you have to be able to go to your bench. If you have a strong bench, you will be victorious. If you do not have a strong bench, you will watch your championship dreams be dashed before your eyes. 

      Like a team, it takes more than a warm body to fill a position to make a company whole. It takes experience as well as a fresh perspective. It takes methodical planning and aggressive execution. You need those legacy skills and emerging skills, as you pointed out. 

      Recruiting has to be more than finding that warm body. It has to be an extension of  strategic human capital management. 

      Unfortunately, it seems to me that recruiting today is too often a reaction to a gap in talent, than it is developing a talent community for future talent needs. In the years to come, this is the increasingly difficult polarity that senior leadership will have to manage: balancing retention with recruiting new talent through effective engagement of  both internal and external resources.