Expanding the Idea of Recruitment and Workforce Planning as a Logistics Machine

We received positive feedback on our concept of Recruitment and Workforce Planning as Logistics Machine that we introduce.  When you take a logistics approach and look at the talent and hiring optimality as the primary objective function, many components get easier.

Consider the possibility of the World where age is less of a factor in hiring – where a seventy-year-old is a new hire?  This practice may not be unusual in a few years as we decompose the jobs into skills, and the ability to learn such skills becomes more manageable.  History has repeatedly shown that our collective biased views never materialize how we think about talent or locations.  The German Sociologist Karl Mannheim provided a different definition for a generation.  He defined generations as groups of people united by time and space who behave in unique ways with the collective meaning of certain experiences.  If one notices, there is no mention of age in this definition.   

Let us look at Europe as an example.  From 2015 to 2017, the World started subscribing to the theory that Europe is a continent of yesterday.  Several theories were speculated how innovation has slowed down in Europe.  But Matt Miller, a Silicon Valley Venture Capitalist, brought a different view.  Matt asked a simple question applying the Logistic principle.  “The continent is home for three of the World’s top five computer science programs – Oxford, Cambridge, and ETH in Zurich” How can such a continent slow down in innovation?.  What Matt concluded was there was no one to underwrite the vision of European Entrepreneurs.  Just five years ago, Europe had fewer than ten unicorns.  Today Europe has close to 55 plus unicorns and growing fast.  This impact is the power of logistical thinking.