Supply Talent’s Lack of Interoperability


Let’s get Spooky: Talent isn’t Interoperable Across Organisations

Back in High School a friend notorious for late assignments figured out that by sending a document out of format he could buy himself a much-needed day delay for completion. Needless to say, this was a one trick pony and next time he found himself cleaning school drain pipes on Friday afternoon. (The Ignorance of youth)

The anecdote isn’t about late homework, but Interoperability.

Microsoft word’s latest edition can pretty much open any document run on any version of the software. Highly Interoperable. A CD will run on many different brands of CD players (remember those). Highly Interoperable 

“Talent moving across different organisations = Low Interoperability (somewhat)”

Interoperability is traditionally concerned with systems. Organisations and businesses are a makeup of systems of a non-technical nature.

Talent typically flows between systems or companies that exhibit similar characteristics, in the supply chain or sourcing world we look at the brands and products that talent in question have experience with. Like many other industries.

In layman’s terms, there is a tendency to recruit from the brands/ products that we know and understand.
We seldomly let talent that falls out of current interoperable spectrums through the front door. We look at talent like shoppers look at brands on the supermarket aisle.

This current means of talent interoperability works well in a “systematic world” predicated on routine and seasonal supply chains. We left this world behind in February.

So, where is the interoperability bottleneck?

It’s with the 10-second resume screen. The 10 to 30-minute conversation with a candidate on preset questions designed to interrogate rather than empower. The Applicant Tracking system used to narrow down long lists. This shopping list of hiring mechanics goes on…

Every role within every company has a story, they have a mission and a purpose. All of which are critical to both the organisation as well as the job holder. 

We hire the story behind the individual, because we determine that the tale belonging to the talent can help our team or organisation continue its own epic novel.

Here’s where lies the disconnect in interoperability, most story-telling is told only at later stages (if at all) or it’s crushed by outdated mechanics for a world at scale in full-fledged globalisation.

To get to a better state of interoperability we need to look at story interoperability rather than resumé interoperability. 

Why do we need a better state of interoperability?

– Routine and production line working styles are less valuable in 2020
– Users / Your end customers have shifted, reaching & satisfying them has never been harder
– Supply Chains are getting smaller, but more important. Talent will take on different and harder stories

How do we get to a better state of interoperability?

– Shake up the front end of the recruiting cycle that focuses on Speed & “Time to Hire”
– Try asking for a resume of “short stories” from candidates attributing to your needs. The algorithms will fail, but you’ll also weed out the pretenders. Self-selecting hiring processes are a beautiful thing
–  Internal Ecosystemisation; Leadership teams to agree on a loose set of standards that define the way we look at talent and stories

Donne’s Dime;

Existing interoperabilities are still critical in hiring on a per case basis, recruiting someone who’s got no experience in Lingerie as a technical design manager for intimates doesn’t play out so well, but in parallel we need to look beyond the surface of the “brands” & “products” worked with/around. As supply (of talent) outstrips demand (of roles) we’ll have no shortage of surface supply. Accessing the substance supply takes better systems of operating.

An age-old nugget I’ll leave this topic with.

“A new study found that the physical and cognitive ability of older people has improved dramatically. The study confirmed in a comparison of people between the ages of 75 to 80 years today versus the in the 1990s found that today’s group had increased muscle strength, better reactions & memory as well as verbal fluency.”

What this means; People in this age bracket today are “younger” than those in the same bracket 30 years prior. 

Current interoperability processes cut out this pool of talent, but it is a pool that has lots to offer in the form of supply verticality & then some. 

So, if you do see a profile from Spire Executive you’re reading real, human stories. Nothing Vanilla.

Foto Do Dia


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