When I go surfing the Internet, I see sites, especially Management sites, lament the dearth of talent for the positions they have open in the company. On Human Resource sites, I continually see attempts to tie processes, systems and technology to gather the “inventory” of talent working in the company.
Typical is this statement about talent and career management:
As we all know, no organization today is immune from talent challenges such as a shortage of critical skills, gaps in the leadership pipeline, and/or retention of top performers. These challenges threaten an organization’s ability to execute on their current and future business plans. Organizations must be strategic in how they protect their greatest investment – their talent.
Yet, when we get to reality, matching internal jobs to the existing job skills of employees working for the company typically do one thing: fail.
In my career, I have filled in countless talent inventories, internal resumes, skills profiles, and succession planning. Never once did I ever get a response out of all of that work, save the check mark on my status report that the deliverable was completed.
If we have to do the work, why do companies not utilize the tools to search for candidates within the company to do the work? If putting in all of our skills and resumes doesn’t lead to a company matching talent to work, then why should we do the work?
Is the problem the tools? The process? Or the determination of management to focus on developing the talent sitting in the cubes right outside their door?
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