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HR managers should be like an astrologist



Talent management, one of the most important responsibility of HR Professionals, is now on the agenda in the business World as a global problem. An international expert in this field, Italian, Marco M. Alemagna says that 

"Talent is globally decreasing and the business opportunity is greater than available talent. In the future, 65 percent of the children will work on “not existing” jobs today. Thus we must prepare our kids for this future, and this requires us to be even more astrologers than before.”

Marco Alemagna, an international expert on talent management and Board Member in IRC Global Executive Search Partner which is represented by HumanGroup in Turkey, gave a speech about "Creating Impact on Talent Management Ecosystem" in Human Resources Summit organized by Management Center Turkey, on 11th and 12th February 2015. He talked about new trends in talent management, which are; volatility, uncertainty, complexity and what should HR Professional do in order to attract and retain the talent in an ambiguous environment.

“Greater business opportunity, limited talent”

How do you define talent? Why talent is very important?

Today’s biggest problem is; growth. Growth is taking place too slowly but on the other hand change occurs very quickly. This is our new “normal” and thus executives should think and behave very different than before, and must keep pace with this new normal. In this point talent becomes extremely important. Individuals that can create improvement in organization’s overall performance via using their high potential are called to be “talent”. There is a big global battle going on, about talent, day to day talent decreases and therefore there are too much business opportunity compared to few talent. Recently we couldn’t find the HR Manager that we are looking for our Italian client, in Italy, even in France and eventually we found it in Russia. There were not such a thing 2-3 years ago, now we are searching our talent worldwide.

“Generation Y is not aggressive about their career”

How does generation Y effects talent scarcity?

X generation were hard-working, career-oriented generation that finds very normal to make sacrifice from his/her private life in order to achieve success on their career. On the contrary, one of the most important thing for Y generation is; work-life balance. Although all the other conditions of the job are convenient for them, generation Y don’t accept the job if he/she thinks that it will be hard to maintain work-life balance, because they are not aggressive about their career. And this is a compelling factor on attracting and retaining the talent.

“We must prepare our kids to the jobs that don’t exist today”

What are the responsibilities of HR in Talent Management?

Now we live in VUCA time (volatility, uncertainty, complexity and ambiguity) that is volatile, uncertain, complex and ambiguous. Only 25% of the companies that exist since 1997 have good condition and one third of them totally vanished. According to survey done by U.S Department of Labor, 65% of the children studying today, will work on undiscovered professions yet. In other words, we must prepare our kids to the jobs that don’t exist today, and this requires us to be even more astrologers than before. We must first understand where society and our company goes, who we must take and keep and lastly how must we cultivate them. Here, retention of the talented people is very important, because when you lose your talent that plays an important role in the company, it means that the team must work one person less and it will cause negative consequences for the company. Therefore nowadays, successful companies focus on attracting, retaining and developing the talent.

“High motivated people are like kids”

What are the indicators of potential?

The most important indicator of the talent is potential and most important indicator of the potential is inner motivation. People who have high internal motivation are like kids, in such a way that they are very open to learning new things, they ask questions all the time, they are curious and they continuously want to have feedback and consequently they learn faster and better, and in this way they improve their self all the time. Without needing your encouragement, they can work eagerly on things that they are interested in. Also they motivate people around them with their energy and inner motivation. Their insights are also very well developed because of their curiosity and this enables them to take and look from other perspectives, and thus they are more likely to see new opportunities. They are capable of assessing information from different sources and integrating them together, this holistic ability is also called “helicopter view”.

“Who only regards proficiencies on recruitment is the one who takes risk”

How to foresee “potential” on recruitment process?

Leaders that work in the field of innovation are the highest performers of the potential. While recruiting, recruiters only look competence of the applicant but they skip characteristics of the personality and traits such as learning agility, uncertainty tolerance, and openness to feedback. But generally these became the reasons of why they dismiss employees. Thus when people only look candidate’s competences about the job while recruiting them, they take huge risk. What brings us here, is not the thing that will keep us stay. We must concentrate on, high performance and potential in this VUCA environment that we belong to. Talent is the perfect combination of competences about the job and personal characteristics. The idea of “I feel that it is the right applicant” must be discarded, and companies must make sure that they hire the best candidate for the position. In order to achieve this, reference checks must be done more efficiently.

“To attract the talent, you must have good reputation”

How does talented people choose the company that they want to work?

Nowadays, employees are not pursuing a career, we all seek experience. Talented people choose the companies that they can be creative, flexible and where they have chance to improve themselves via development opportunities and challenging roles and responsibilities. Other than that, they also consider reputation of the company, whether or not they have corporate and social responsibilities, added-value of the company to the market. Also it’s very important them to find meaningful, what company does. If companies want to be part of the ecosystem and if they want to grab the attention of the talented people they must have the good reputation. It’s important to realize that, potential employees also increase company’s potential.

“Youth want to be appreciated and also wants to get feedback”

How should companies create an environment that will enable talents to perform and realize their potential?

Flexibility is the primary criteria that youth regard. They don’t like to be controlled and to be pressured, and they value to work in flexible hours and without setting limitation. They always expect to get feedback and love to be recognized by the company where they work for. They must be appreciated for the things that they do successfully. To show their potential and keep their inner motivation alive, more flexible, stress free environment can be created so that they can enjoy entrepreneurship and trial. You must make them happy; by making them feel the importance and impact of their position in the company, recognizing their strengths, constantly challenging their competences and knowledge, giving them initiative, and by being trustworthy and fair. These are responsibilities of managers, managers are the most effective element in employee motivation and engagement. In order to create a healthy and fruitful working environment, companies must ensure that managers and their team have a good communication.

In order to be successful on talent management:
  • Original talent management strategies that provides connections between employee and the company’s goals, that are in line with the changing new business world.
  • Talent management strategy should be in accordance with the company's medium-term targets.
  • Recruitment strategies must be restructured according to talent management strategies, and they must be open to innovative techniques.
  • In recruitment process, companies must focus on potential of the candidate, instead of competencies.
  • In order to strengthen the talent pool there must be more rotation and training and coaching services must be taken.
  • Business process must be renewed according to generation Y
  • Working conditions, awards, benefit packages, offered values and given messages to employees must be personalized.
  • Emphasis on manager’s leadership development, they should receive training in this direction.