“The war on talent is far from over.”
– Deloitte (Global Human Capital Trends: Engaging the 21st-century workforce)
Smart companies know that they’re only as good as their best workers, and will prioritise seeking out the cream of the crop for their organisations. Ask any business about its top challenges for the future, and the odds are good that recruiting and retaining human capital – in short, sourcing Top Talent – are somewhere on that list.
Sourcing is a talent acquisition discipline that is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques. Employers aiming to increase head count will be tasked with differentiating themselves from the competition in order to win talent.
“As the employment market continues to tighten, it will become increasingly difficult for employers to find the quality, skilled candidates to meet their needs,” says Joanie Courtney, senior vice president, global market insights at job site Monster. “Attracting and retaining talent will remain a challenge as top candidates experience an increase of competitive job offers, along with better salaries and opportunities.”
Companies looking to recruit and acquire talent now compete on a new battlefield shaped by global talent networks and social media and defined by employment brands and changing views of careers, Deloitte reports. Sixty percent of respondents to their global survey have already updated, or are currently revising and revamping, their talent sourcing strategy. Another 27% are considering changes.
The study reports that talent acquisition and recruiting are undergoing rapid disruption, challenging companies to leverage social networks, aggressively market their employment brand and re-recruit employees on a continuous basis.
Faced with a scarcity of key skills and rapidly evolving talent demands, companies that fail to adapt will likely be on the losing end when it comes to attracting and accessing the people and skills they need. International research clearly shows a major transformation developing in the arena of sourcing. Companies need to re-invest in and re-engineer their end-to-end talent acquisition programs as to stay relevant in this field.
Janko A. Kotzé
Organisational Psychologist
M: +27 (0)83 233 7147
E: janko@humaninterest.co.za
About the author
Janko is an Industrial and Organisational (IO) Psychologist and holds a Master’s Degree in IO Psychology at Unisa (Cum Laude). He has extensive consulting experience and has designed and delivered Talent Management solutions to over 30 clients across various industries.
He is the Founder and Director of Human Interest Consulting. A boutique talent management consulting firm that partners with organisations to create high-performing, integrated Talent Ecosystems that allow people to prosper. He is a skilled people strategist and facilitator and likes to embed new strategies through individual and group coaching engagements.
Janko has written numerous articles and is a sought after conference speaker. He has represented South Africa in the 110m hurdles at Youth, Junior and Senior National level and has aided international athletes and sport teams in the art of Mental Excellence.
Janko’s qualifications include a BCom Sport Management, BCom Hons Industrial Psychology, Certificate in Marketing & Customer Centricity (Cum Laude) and an Intensive Coaching Training Accreditation (Cum Laude). He is a member of Coaches and Mentors of South Africa (COMENSA), Society for Industrial and Organisational Psychologists of South Africa (SIOPSA), Health Professions Council of South Africa (HPCSA) and the South African Board for People Practices (SABPP).
