The War For Talent
post # 363 — April 27, 2007 — a Managing post
(Actually, he co-hosts other blogs as well, but letâ€™s not go there because Iâ€™m intimidated enough already!)
On the HBS site, he announces that â€œThe War For Talent Is Backâ€ (did it go away?) and offers five lessons for discussion:
- Superstars are overrated.
- Great systems are more important than great people.
- Create smaller rather than larger pay differences between â€œstarâ€ employees and everyone else.
- The law of crappy people (great people will hire other great people, but mediocre people will hire even worse people because they are threatened by competent people) is probably a myth.
- The no asshole rule helps.
Here are some of my lessons / propositions for winning the war for talent:
- In hiring, never let the pursuit of volume get in the way of maintaining the highest possible standards.
- People want the opportunity to learn and grow: you must actively work to provide a variety of stretching, challenging experiences.
- Standards of people supervision and management are as important as standards of product or service quality: they should be monitored and enforced in the same way.
- Firms that try to win by hiring pre-existing, already-formed talent will never do as well as firms that are skilled in building talented people.
- Talent is over-rated: character and energy count for more.
What are some of your lessons for winning the war for talent?