Training, Learning and Development Folks – The Pressure is On

Training, Learning and Development Folks – The Pressure is On

They aren’t wrong. With the talent gaps being what they are in a number of industries right now, organizational leaders are turning to development and training professionals for help. Let’s face it, hiring gets a lot simpler if we have confidence that our culture and our internal resources will help these new folks that we bring in grow and continue to offer more and more value. We don’t need to wait for someone who ticks every single box that we are looking for, we can find the folks who are available now who tick the majority of them, knowing that our environment will make sure they tick the others in time.

Doing that successfully is a massive advantage in the competition for talent. Your investment pays off.

But, it puts the pressure squarely on those of us working in training and development, doesn’t it? We have to make that investment pay off.

Linked: Workplaces are in denial over how much Americans have changed
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Linked: Workplaces are in denial over how much Americans have changed

When you look at the survey results, you see things like this numerically. What people want from work and how they have decided work should fit into their lives is not only different than it was 2 years ago, but it’s different for each of us as individuals. “The tragedies of the last two years…

Linked: Microsoft asked 31,000 people what’s changed about work. One result was startling

Linked: Microsoft asked 31,000 people what’s changed about work. One result was startling

There is more at the link that you may want to read and consider, but the big point is that what workers want is sort of all over the place. As we all stop and consider what role or work should play in our lives, we are making a number of different choices. Leaders who simply assume they can make everyone do the same thing are going to appear out of touch, and that is also exactly what we are seeing. Flexibility sells when it comes to hiring and retaining talent, lack of it just makes you look callous and distant.

Why Training Matters for Diversity

Why Training Matters for Diversity

Wouldn’t it be a better choice to locate candidates with some of the skills you’re going to need in a position and know that you have an environment that will help them grow and learn to become exactly what you need to be? Wouldn’t that practice become a way to attract really smart people who want to grow and learn by coming to work for you? Doesn’t that sound like a better option than simply leaving your open jobs unfilled and lamenting the fact that no one wants to work anymore? Unfortunately, there are too many organizations that simply won’t consider this. They aren’t interested in growing the people who work for them, they only want to hire people who can come in with no effort on the organization’s part and do the work starting on day one.

I think they are short-sighted.

Linked: LinkedIn Wants to Normalize Career Breaks With New Feature
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Linked: LinkedIn Wants to Normalize Career Breaks With New Feature

Of course, the real question is will hiring managers also shift their perspectives and hiring practices? All the LinkedIn details for a gap in the world won’t change the culture if hiring managers immediately toss any resumes with one before even trying to understand why it’s there.

Hopefully, that is coming. There are a whole lot of really talented folks who’ve been forced to take a gap in their employment in the last couple of years. Good organizations have the opportunity to scoop them up while all those bad managers are turning up their noses at “employment gaps”.