A lot is changing on the labor market front. We have been highlighting the changes that have been happening across the globe. Here are few examples:
- The continuous emergence of tech hubs in places like Guadalajara – Mexico (even last week, Mphasis, one of the IT firms, announced a center here)
- Apple’s partnership with targeted 10 HBCU triggered several companies relooking at HBCUs in the US. “In two years, I want all HBCUs to be coding and creating,” said Melton. “In two years, you’re going to see many more people of color entering the STEM workforce — and in two years we’re going to double the number of Black women in technology through this program.” – Dr. Robbie Melton, Tennessee State University President
- Redefinition of Dublin – Ireland into a cross-functional tech hub (not just a procurement office)
- The emergence of Bristol, Birmingham in the UK as crucial labor market hubs
- The small but steady growth of Colombo Cloud talent in Sri Lanka
- Munich – Germany transformation from core engineering to Digital Engineering hub
And many similar trends are emerging. I had a chance to interact with several HR leaders. One of the critical questions we debated included, what is the proper Talent Attraction Infrastructure that companies should build
Talent Attraction Infrastructure is a combination of Programs and Functions that Human Resources should create to identify, develop and create a proactive pipeline for talent acquisition and retention (Draup Definition)
It is important to measure not in terms of Job Roles and functions alone but what programs we are running through such functions. It is also essential to create the talent you need much ahead and not look at recruitment alone. It often surprises me that companies are willing to build significant buildings in places for years but not spend the same effort and time creating the talent.
Let us look at the programs run by Google and Cisco
Projects like Project Janus have substantial ROI when it comes to Recruitment efforts in the labor market. Companies like Cisco have done substantial experiments in creating the talent pool
Southwest Airlines launched an innovative career program called Destination 225° which provides pathways to becoming a competitively qualified candidate for future Southwest First Officer positions. On a compass, 225° is the Southwest directional heading, and Destination 225° was developed to lead aspiring Pilots to Southwest Airlines. The demand for professional Pilots is projected to increase in the coming years (even with the disruption due to Covid). Destination 225° seeks to meet future, high-potential aviators at their current experience level and provide pathways to assist them with becoming highly skilled for future opportunities.
Post analysis of all these companies We developed a taxonomy to support these programs and, in general, the Talent Attraction Infrastructure This may be a valuable reference for you.