You must DO different, to BE different.
Take a look a advertising for business services and tools. Regardless of what they are selling ( long distance services to enterprise software) how much of what they say revolves around:
Saving you money.
Saving you time.
Are of high quality from an industry leader
Are easy to use.
We hear theses things so often they are not fading in to the back ground of the Blah, Blah, Blah.
Maybe they are all just trying to solve the same problem. Not the time/ money/ efficiency problem, but their problem of why they should matter to you.
In the post dot com world we find ourselves in the most friction-less, efficient business environment in history. There is increasingly less and less to be gained through savings and conservation.
As businesses continue to evolve into knowledge centric, hyper connected collections decision makers, and the pace of business change continue to increase; the importance and effects of a single individual actions is growing exponentially. 15 years ago is was hard if not impossible for a single person to quickly affect a company’s performance. Today we live in a different world. A single employee not only is connected directly with the market more than ever; they are connected with and endless supply of information (both accurate and false), peers, tools , applications, perceptions, rumors, predictions, critiques, and suggestions. All of these things have an influence on the belief, behavior, motives and actions of the individual employee. Information flows from one, on to hundreds, or thousands or more in minutes as a result of a few key people hitting the forward button in their email. In this brave new connected world the effects of a hire (good or bad) is magnified. Given the financial consideration of the ramp up time for them to become productive, the time required for the bad ones to be removed and replaced; the line between staffing and corporate success have never been more clearly drawn.
The value of getting the right person in your organization dwarfs any incremental savings in time to hire that you can effectively track. Like wise the exponential impact of great hires create an ROI that extends far beyond the cost of the whole of HR system investments.
So how do you insure the highest quality of hire? Easy, you let profession people focus on deciding who the best fit is. It sounds simple but must company have these people professionals spending the bulk of their time as internet researchers, administrative clerks, investigators, and a host of things Other than interviewing and communicating with people.
That is were we come in. We use the best technology in the world, and world class experience, to provide a services that does every thing accept the Magical human to human interaction. We empower your staffers to use their unique people skills on people not a low value task of the process. If there is a task that does not require the human touch of spontaneous insight and intelligence; we surface that function as a part of our application. We let you staffers staff.
If our focus to save your staffers time? Actually no, it is not. Our focus is to change the value of what is created with their time. Will we save you money? Sure, as we squeeze out the inefficiencies of your process and automate low value task; but money saved is just a small metric as compared to money made by great staffing. Our intent to help you create results not conserve effort.
Creation of a world class talent pool:
You are familiar with the saying “birds of a feather flock together” We learn as young children that people of similar interest aggregate to similar things and to each other. And in these associations of interest there is a unique context from which the communication occurs. There are group defined points of accomplishment and respect, and even the creation of group celebrities for those that have found a way to distinguish them self among their peers.
This natural social dynamic is at the center of intelligent sourcing.
What if you could offer a place for these associations of specific talent to naturally aggregate? And what id you could offer these talent pools high value, contextually relevant content of interest. Not to buy their attendance but to demonstrate your understanding and appreciation of their profession culture.
What if you could instantly find and invite thousands of potential talent; based on some of the most advance data and skills analysis tools available, with the click of a single button.
What if your meeting place allowed for participants themselves to continue to build its content and membership?
What if you had a window into these pools? Not just a list of the members, but a list of who the members are, and an analysis of how they are connected; more importantly how they interact and influence each other. In other worlds, not only can you sponsor a community for the best widget makers in the world, you have insight in to who the influencers in that community are. What would building a positive one on one relationship with the influencers of a critical talent pool be worth to you? Better yet, what could your staffers do to help better equip your company with constant access to these talent pools and influencers?
Take that same technical function and apply it internally, and now you have naturally forming talent pools based on interest, not title or position. How valuable would internal talent pools be when tying to assemble project teams, discover experts, during accession planning, or when trying to maximize and recognizing talent due to M&A activity?
You need a Skilled Pilot to fly the wide open skies of human potential and possibility. And the last thing you want that pilot saying is blah, blah blah.
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