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.