January 16, 2017

Intro to Macro-Talentomics

Macro-talentomics isn’t in the lexicon yet, but it seems to be appropriate for the future of talent acquisition.

I had the opportunity to hear Andy Porter of the Broad Institute and Fistful of Talent speak at HR PharmaCon conference in Philadelphia.  One point that stuck with me from Andy’s presentation was how at the Broad Institute, they have an opportunity to think more holistically about talent. The point he made was this:

If you’re a biotech company and trying to hire a great scientist, your first instinct is to think about your local competitors and how your employee value prop might stand out. While this is important, Andy drew my attention to the macro level… first the talent has to decide to be within your geography.  That decision is critical, and is more focused around the value prop for the area, not just an individual company.  If top talent is drawn to your geography, even if you don’t hire them now, you still have a chance of hiring them in the future.

The level at which a region is able to keep and attract talent is what I’m calling macro-talentomics.  You hear about employers focused on winning the battle for talent, but they also need to find ways to work with their local competitors to create a strong employee value prop in their geographic region. 

In my next few blogs, we’ll take a look at what the challenges are for stronger and weaker geographies and potential macro-talentomics strategies to address both in the future. Stay tuned.

Tags: recruiting

Author
Mike Gamble

Mike doesn’t fit the typical “sales guy” mold. At first blush he might be the last person you’d expect but he’s the best person to lead business development. With a background in science, he knows the industry and our clients’ business from the inside. With a quiet demeanor he’s a great listener, capable of really hearing and understanding the problem that needs to be solved. Plus, like his deep-seated passion for his sports teams, Mike has an unyielding loyalty to the relationships he’s built over the years, always staying in touch and connected.

Mike’s extensive staffing background and even his sense of humor help him infuse different ways of looking at situations, welcomed by clients and colleagues looking for a creative, collaborative solution.

Mike has nearly 20 years of experience designing comprehensive talent acquisition solutions for leading healthcare and life science focused organizations. In his role, he is responsible for leading the sales effort across TSP’s full suite of offerings. Prior to TSP, Mike worked for Yoh, a leading staffing and workforce solutions organization where he held various leadership and sales executive positions. He holds a Bachelor’s of Science in Biology from Ursinus College and a Master’s degree in Business Administration from Saint Joseph’s University.

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