Talent Pooling
Contributors:
Bob Walsh
Stephen Voorhees
Indran Purushothaman
Sandy Nash
The skills and talents we are looking for in managers have not really changed. However, how we search for, recruit, hire or promote has changed, possibly in significant ways. Many of our daily interactions, internally and externally, have moved to a virtual environment. In addition, traditional business travel, meals, trade shows and similar events have been drastically curtailed. How do these shifts in business behaviors alter the ways we identify and hire qualified candidates to fill the managerial roles? As a result of the pandemic, companies have adopted a broad range of work environments for their people. Some have gone to full remote/virtual, while others have remained full office/onsite...and many combinations of these. This reflects the uniqueness of each individual organization’s circumstances. For example, many essential businesses have continued through the pandemic with a business-as-usual approach where little has changed. On the other hand, for those organizations that have gone fully virtual, a lot has changed. The day- to-day, interpersonal interactions that contribute to our identification and development of potential managers will most likely be very limited, and it remains to be seen if a virtual environment can replace these interactions to any meaningful degree. Companies will need to be keenly aware, and possibly creative to replace methods and techniques that may have been lost as they find their new normal. However, a strong argument can be made that the essence of what makes managers successful remains intact.
17
Made with FlippingBook Learn more on our blog