Letters to the editor
on May 12, 2021

first_imgDo you have any comments or views on articles that have appeared in globalhror on the global HR profession in general? If so, write to the editor at:globalhr, 3rd Floor, RBI, Quadrant House, The Quadrant, Sutton, Surrey SM2 5AS,UK. E-mail: [email protected] new hot targets The article ‘The new hot targets’ in your February/March issue raised anumber of pertinent issues. I couldn’t agree more with the closing statement that employers who keep aneye on the market will be the ones with the fewest recruitment problems. As itmentions, there is a current skills shortage in the IT sector with a projectedfuture shortage. Now Microsoft has plans to acquire PWA – a Great PlainsCompany, this potential shortfall has never been more of a concern. In times ofchange, these passive seekers could become attractive targets for competitors.As a result, a primary acquisition objective is 100% retention of staff, which,in tune with the article, illustrates how important it is to retain valuedemployees. In an extreme way, the article highlights the importance of sourcing passivejob seekers internally too. Enormous talent can be discovered and redeployed byknowing your teams better and understanding what makes an individual tick. Thebenefits of internal headhunting are exponential. It creates a sense ofsatisfaction and respect from individuals who’ve been headhunted not byexternal agents, but from perhaps a more surprising internal source. People will be hired – and retained – for their ability to contribute to theorganisation, rather than to ‘do the job’. Job descriptions will graduallydisappear, to be replaced by aptitudes, abilities and cultural compatibilities.e-HR is currently a much-used phrase, but it’s important that HR people donot banish it as an IT project. e-HR should manifest itself throughout theorganisation, enabling it to rise above the competition. It’s something that,if done correctly and completely in tune with company strategy and culture, cantruly make a difference to results. Organisations must do their utmost to look after their own employees,develop their skills and empower them to empower the company. Adrian Hobbs Chief Operating Officer, PWA – A Great Plains Company Marlow, UK Diversity in europe? It is widely acknowledged that black graduates are under-represented in thegraduate recruitment programmes of global employers. To the extent thatdiversity means “thinking differently”, a company whose workforce isless diverse may find less creative solutions to problems. Perhaps morerelevantly, clients, the media and next year’s tranche of graduates arestarting to demand true diversity in the workforce – even in Europe. Recruiting teams understand that the problem is not caused by anydiscrimination by the managers who make the final hiring decisions. Rather, thereason I hear most often from employers in Europe is that few black candidatesapply for the jobs in the first place. Since the college presentations are opento all with the interest and the appropriate degree subject and year ofgraduation, there seems to be little that can be done to encourage more blackapplicants. In fact, there are lots of initiatives that partially succeed in targetingblack students, but none that seems to do anything more than identifycandidates who were going to apply anyway. In an ideal world, the resumés ofall black undergraduates would be available in one place for the employer toaccess. My company, DiversityNow, is co-ordinating the Alliance of British &European Afro-Caribbean Societies to provide a means for employers to reachthousands of black candidates before the campus presentations begin. The ideais for companies to target a group of people who are simply not applying in thefirst place and currently have no intention of attending the campuspresentation. Employers in consulting, banking and other industries are usingthe Alliance to target black students. But even with their efforts, it will takeyears rather than months to correct the perception that employers in Europe donot care that much about diversity. Peter Harrison Chief Executive Officer, DiversityNow London, UK Letters to the editorOn 1 May 2001 in Personnel Today Comments are closed. Previous Article Next Article Related posts:No related photos.last_img


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