Over the last six months, high-potential employees expressed a 13% increase in their desire to leave their company within the next year, compared to no change in this desire for non-high-potential employees. In other words, our best talent is sticking it out to weather the recession and thinking about leaving (and probably many will leave) once the recession eases.
What does this mean for Recruiting? It signals perhaps the biggest chance—and challenge—we’ve seen in recent history for Recruiting to support the business. Maintaining pipelines of quality talent was important during the “war for talent” a few years ago, in part to help strategic business expansions become successful. But today, the stakes might be higher. At many organizations, there will be a struggle for recovery and continuing (or even increasing) employee productivity, with creative use of dwindled resources.
With the risk of seeming overly dramatic, innovative talent pipelines is a “need-to-have” in this environment. RR members, see one organization’s approach. Everyone, see Executive Guidance for 2010: Confronting Six Enemies of Post-Recession Performance to support the case for Recruiting to maintain (or to start) talent pipelines today.
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