Poaching talent
Many companies today are recruting and attempting to retain staff in an environment where their ‘bright young things’ are being snatched with the lure of bigger salaries and more responsibility. Here’s a short article that caught my eye about SalesForce.com staff being rewarded for successfully introducing Seibel staff to SalesForce.com
It’s only getting hotter out there.
(Editor’s note – if this image is a bit esoteric for you, or you want to read its story, its about Odyseuss being enticed (poached?) by the Sirens, and tying himself to his mast with wax in his ears, so as not to hear their enticing entreaties – click here for the full story).
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“editor’s note” – huh on th editor, but nice pic
Thanks
I could have said “God of the Blog”, but that would have been too much, I thought. But, then, if you don’t like editor, maybe BOG will have to do…
It doesn’t look as if I’m being pursued at the moment. Could it be that’s because I’m currently a ‘little’ guy in the company? Because the assumption is, I must not be a so hot due to my position/work history? Hmmm.
I don’t think I’ve ever been pursuied, but I always put it down to a lack of ability in others to see genius, even when it’s bouncing about in front of them, shouting ‘pick me, pick me’. Here’s an interesting question to you Dragon, thrown about at a meeting I was at today…. “how do you know/spot talent?” Would be interested to hear your thoughts. Let me know yours and I’ll add what was said at the meeting today.
Very good question! I believe something like that was lurking in the back of my mind when I wrote that note.
The first question I’d ask myself is, “What kind of talent?” and “In what capacity (as in what level) in the company would they be working?”
I think the traditional thinking, as it may have been mentioned in other articles here, is to go after the high achiever, preferably straight out if college. In the parent article above, people who have proven themselves in a business are being snatched from other companies.
I saw a quote in another blog attributed to Jerry Wald: “There’s no shortage of talent. There’s only a shortage of talent that can recognize talent.” Hmmm… Could be something to that.
But getting back to my earlier question, “What kind of talent?” maybe that is something overlooked by companies. Do they differentiate between the various types? There could be a hotshot engineer, vice president, or other management ‘material’ who are considered hot commodities.
Personally, I wonder about the little guy at the lower echelons of the company who, if given a chance, could make a difference. Maybe he has already been noticed by his hard work ethic and ideas presented. There may be no way up for him, mostly because there is no higher level job (not to mention better a paying one) that fits him — it would have to be created from scratch. That’s surely something, seldom done, especially if the person in question is not interested in management, engineering, sales, and etc.
I’m afraid I’ve barely scratched the surface. I’d have to put more thought into that, maybe a bit of reading in order to get an idea about how to answer your question. But, I’d be willing to bet I wouldn’t guess what might’ve been said at that meeting.I think sometimes you have to walk in another pair of shoes before you can getmore insight into the question, “How do you know/spot talent?”
Nuf Sed, I was doing my usual quota of reading (idea mining) when I came across someones thoughts about what “genius” is, by Michael Michalko. Though I seriously doubt I fall into the genius category, I do believe I could get a few tips from the examples he gives.
[Hopefully my XTML worked!]