I'm sure you've seen or heard statements like '61% of the jobs in the USA by 2017 don't even exist today' or 'Kids are learning things during freshman year in college that are already obsolete by the time when they graduate.' Ok, I made up the '61%' stat - but the gist of the assertion is probably accurate. No matter what you or most of the people in your organization are doing today, there is a pretty good chance you and they will be doing something different, even significantly different, tomorrow.
What matter more to long-term, sustainable, and adaptable organizational success probably isn't finding and holding on to people that (just) know how to do their current job, but to find, develop, engage, and retain the kind of people that will be able to thrive in tomorrow's uncertain future as well. Way back when, before we knew anything about competencies and personality types and employee engagement mumbo-jumbo - most smart managers knew that finding the smartest people was the only to be able to navigate uncertain times. With this in mind, my friends at Fistful of Talent are back to help you make the leap to hiring smart vs. hiring a resume.
Here are the deets:
- FOT’s definition of “smart” and common false positives you need to consider when defining what smart looks like for your organization.
- Three signs that your top talent may be looking to jump ship and how to reel them back in by providing the incentives they really want. (Hint: It’s not always monetary).
- Five ways to keep training and development programs aligned with evolving expectations from top applicants and your existing talent – without breaking your budget.
- We’ll close this webinar by bringing in Steve Parker from SumTotal to help you ensure your leadership team is creating the right environment to get the most out of your existing talent.