- A few months ago, I wrote about changing trends in the world of talent and its effect on organizations — the topic I spoke about at the Human Capital Institute Conference in New York. There, I agreed to be interviewed on-camera and was prompted with the question: “What keeps you up at night?” I’ve heard this question asked to others many times before, and it is truly an effective way to get individuals to take a step back and define the real priorities in which we should invest our time and energy. So while I try to keep work at the office, watch the video clips below to hear about some of the areas I’m thinking about when my head hits the pillow, and am working toward during 9-5.
“What keeps me up at night is the future of the talent acquisition function and how it fits within talent management, the day in which how those two come together seamlessly . We need that holistically in the world of talent to come to effective succession planning and effective talent management. There’s no better way to appreciate, understand and adjust your strategies than sitting down and hearing a talent management review process of people brought in years ago and hear some of the capability gaps, development areas and strengths they bring to the organization and reflect upon that…Those companies that have done that or are starting to do that are really going to be the trailblazers.”
“At PepsiCo, in our talent management space, we are working on doing more regular and consistent talent reviews. It’s like the business, you don’t review your numbers annually, but quarterly, by month and by period and looking at trends and data to do better. In the world of people planning or talent management, that has to come at a more regular pace.”
“We’ve done a very good job of ensuring our talent is moving globally. We need to take people earlier in their careers and ask them to do an assignment in another part of the world or take on an assignment that gives them exposure to other businesses and other geographies.”
“Our recruiters are all getting trained on how to tweet. That’s a part of how we want them to converse with candidates…We’ve got our own career website where we’re really creating a rich, content-driven experience so that people want to come and watch and see what we’ve done — find out how can they learn more and connect more as opposed to a place to just list jobs and apply…You want to have a conversation with people. You want to talk to them and connect with them. If I were to think of a big thing that keeps you up at night, it’s how do you do it? More resources, better technology, better tools, better processes. It is more investment but you have to figure out how to solve that one.”
“For PepsiCo, it’s very much a B2C environment, so we have to start talking to and engaging with and communicating with and engaging with the candidate community. Not just that we want them to consume our products, but that we want them to experience the company in the way that they would experience a consumer brand.”
