Today's Business Lessons
Attracting the young and talented
I remember I met a young executive once while I was out on a dinner with friends some long time ago.
One of our conversations led to his past employers, and my, I was so
astonished to hear that many of his past employers –including the latest
one- all happened to be my friends.
That night, when I went home, my mind was racing. Why? This young
executive was already well connected and worked with so many of my
friends already.
Isn’t that amazing?
Now, fast forward to present day, what if the reason why he worked
with so many of my friends already is because there is an acute shortage
of valuable workers like him for the office place?
I don’t think that there aren’t enough jobs; there aren’t enough good, talented and qualified people for companies to hire.
People often ask me for referrals, they want someone whom I have
known to be a great employee. Let’s ask ourselves? Why? They could
simply ask their personnel managers to hire someone competent for them,
why do they have to ask me for a referral? Couldn’t they find someone?
In a world in which labor markets are fluid, there is a need for
leaders who can inspire and impart purpose and through this,
productivity increases. We need to attract and shape young professionals
to be leaders.
The number one challenge of every business organization is
‘ENGAGEMENT’. Simply put, employees are not fully engaged and this leads
to invisible expenses. When productivity is not there, you incur
expenses.
The young high-potential leaders grew up in a high-speed, broadband
computer environment. They have easy access to information. They know
what is happening beyond our shores. These are the young leaders who are
activists. They understand global warming, they grew up with 9-11; they
see the horrors of global terrorism and they want life and work to make
sense.
To attract and shape young professionals, business organizations
should show a higher cause than just “shareholder’s interest” and
profitability. Young professionals want to be part of an organization
that can gives them an opportunity to impact the world and to be
challenged intellectually.
Another consideration for attracting young professionals is that they
want to join organizations that are nimble, fluid to change and offer a
platform for them to air views and experiment with new ideas.
The prospects want modern organizations that respond in real time to
unpredictable market demands, consumer preferences and adaptive
competitors. Business companies should be able to express the reason why
they exist.
An organization consisting of senior bosses who frown on “the new
kids on the block” turn these young professionals away to look for a
younger enterprise that would welcome their ideas and ideals. Those
organizations that are so dead set on their old ways do not attract
young and talented leaders.
Young professionals all want to be trained and developed while
tenured senior people do not. They need a place to grow, and if they
sense that their employer does not put the best into their training,
they know they will atrophy and their market value will deteriorate even
before it could bloom.
One more thing, young and talented people all want to work for
inspiring leaders; leaders who can engage them and leaders who exhibit
authenticity. They want to work for leaders who can be trusted. They
want competent leaders who value integrity. A boss that comes in
conflict with his words and values makes the young professional turn
away.
Are you the leader who could offer:
1. An enterprise they could join and be proud of, and allow them an opportunity to make a difference?
2. Innovation as part of your company’s DNA or is your company still under the control of senior staff that refuses to change?
3. Trustworthiness? Is integrity high on your corporate culture?
These qualities are high in the priority list of potential young
professionals you would want to become future leaders in your
organization. So go on and attract them.
Prepare your next generation leaders for after all, success without succession is failure.
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