Offering regional and national programs, CIO (and CSO) events bring together some of the most respected names and thought leaders in information technology and security. Presented by CIOs and other senior level executives, these invitation-only programs offer timely topics and strong networking. Learn More »
Public Council Teleconference: Application Rationalization — Hidden Costs and Smart Decisions
November 17 at 11:00 am US/Eastern (GMT-5)
Join Honorio Padrón, of The Hackett Group, who will share the drivers for companies to tackle application rationalization and the results of research that define the hidden cost of complexity. Additionally, we will discuss key decision milestones—to start or not, holding the course steady and fulfilling expectations.
Virtual Desktop Cost-Benefit Analysis — Michael Jacobs, Catlin Group
The analysis contained in this presentation measures the cost of everything from the machines and licenses to the infrastructure for virtual vs. traditional desktop environments.
Honor your best senior team members - Apply for the CIO Ones to Watch Award
Get well-earned public recognition for your top up-and-coming team members, your IT organization and your enterprise. Award winners will be announced, publicized and feted in May 2010, great timing to help attract new IT recruits to your company.
Learn more about the CIO Executive Council »July 13, 2007 — CIO —
The little-known truth in corporate America is that there is no talent shortage, just a severe shortage of people and systems that recognize, recruit and retain talent. Hiring managers have been told repeatedly that there is a talent shortage across all industries and that they should lower their expectations. Often, finding a qualified candidate turns out to be a long, drawn-out process at the end of which many hiring managers get less than what than deserve and pay more than what they would like. Sound familiar? If you are like most hiring managers, you have bought into the storyline of a severe talent shortage. It is time to challenge this widely accepted belief.
We live in times of sweeping and rapid global change. We work in a global marketplace that is driven by innovation; corporate wealth and growth is no longer driven by mega size, assets or past laurels. Instead, it is driven by the ability to innovate, innovate and innovate. Innovation rapidly shifts resource expectations and needs, often in unanticipated and unplanned ways, impacting the talent requirements of organizations all over the world. In such a climate, yesterday's talent requirements and hiring practices cannot meet today's needs. The ability to recognize and respond to global shifts is the key to locating the talent your organization needs.
Corporate America is missing out on some of the most creative and experienced talent because its hiring practices, policies, organizational thinking and, yes, HR systems are slow, parochial, outdated, and frankly sometimes obstacles to talent acquisition. Ask the innovative, dynamic and agile companies that easily attract the most creative talent about the secrets of their success.
There are four guiding principles to ensure that your organization has the ability to recognize talent when it sees it.
1. Talent is your most valuable asset? Prove it. While almost every company claims that human talent is its greatest asset, its actions don't always reflect this priority. Periodically it is important to reflect on what your company does to recognize talent. Companies must pay attention to the following four P's when it comes to talent acquisition:
Companies must frequently review their hiring policies, procedures and practices to ensure they are not bureaucratic or detrimental to recruiting talent, particularly unconventional talent. Many hiring policies and procedures are archaic and limit hiring managers from being resourceful and agile. We have all come across policies and procedures that are devoid of any common sense, prompting the question, "Who wrote these policies?" Your hiring practices should be flexible and nimble. Setting and reviewing hiring policies, procedures and practices should not be just the prerogative of the HR department but must include organization-wide input and participation of all hiring managers. Finally, there must be an energetic reward system in place for talent acquisition. The talent recruitment incentives of the late 1990s need a boost if companies are to stay at the forefront of talent acquisition.