A Lack of Talent … Recognition … Appreciation.

Why there is enough talent out there that companies can’t find.

While browsing social media over the last weeks, I regularly found claims by managers that they can’t find talent. But not just there: With regard to IT (often with an emphasis on AI), moans can be heard at various conferences and can also be read in newspapers. But is there really a lack of talented candidates? I dare say … No.

What is Talent — in a World of Agile Organizations?

Talent usually means to be able to learn something new quite fast and/or to become very good at it. Think for instance of a talented tennis player, that after a short time already earns recognition at tournaments.

Getting into something new quite fast is a skill that faces a growing demand. Organizations aim to become agile, hence adopt quickly to new events in a complex world. Adopting quickly usually means that there is no time for excessive planning upfront, think for instance of setting-up online meetings during the SARS-COV-2 pandemic in 2020.

Informal Learning plays a huge role. Collaboration and networking -also online- plays a huge role, too, with experts being spread all over the world. Sure, there should be a solid ground (education, experience), but the devil is in the details.

Where does Talent hide? How can it be found?

Talented candidates do not actively hide, they are asked to hide — behind their obligatory machine-readable resumes. After being filed in the course of an online application, some kind of “AI” will scan the document for appropriate keywords. And if a fit is likely, the resume is forwarded to a so called recruitment consultant. All in all some kind of sophisticated match-making between demanded keywords and keywords offered. Far away from talent recognition.

Talented candidates might turn away from that and rely on personal contacts or even found their own companies.

…And once found, is Talent really appreciated?

And those that have the endurance and make it through sending many applications, chatting with “juniors” and get invited to the one or the other job interview are honored with a huge paycheck? Not necessarily. You might be surprised about how low well trained and experienced managers are paid (hence are not fairly compensated).

As stated above: Talented candidates might turn away from that and … even found their own companies.

But is there a better way?

Well, if things remain as they are, the future of work will be an algorithmic one: On the one hand, the junior recruiters that hide behind “AI”, on the other hand, the talent that writes code to automatically apply for as many open positions as possible.

That algorithmic mass processing is unlikely to find the talent out there, hence it is said to be scarce.

The better way would be to act professionally: Employers, possibly supported by skilled consultants, can analyse what skills and talents they seek for. In agile organizations that needs to take into account the ability to learn and adopt quickly. That has more to do with informal learning and experience based learning than with formal education and formal positions. Talent can shift career tracks easily and expects to be welcome to do so.

Once the demand is clear, also the offer can be analyzed in detail. It it not about formal positions and formal education and standardized tests. It is about accomplishments and the skills and talents that made that possible.

Based on that, talent can be carefully sought, recognized and appreciated. If that is done for a long time, AI eventually can ease those tasks — after being extensively trained. But we are not there yet, although many recruiters pretend to have already arrived. Leading to the perceived lack of talent.