Uncategorized
n advocating for a shift to a new way of thinking about talent, we’ve been looking at how organizations need to stop thinking about jobs and start thinking more about skill sets. This shift could upend all the traditional ways companies review candidates – particularly when looking at educational requirements.
The reality is that there are several paths for people to gain their skills. For example, all three of my children went into the military rather than the traditional high school to college route. Although they are gaining important skills and experiences, many companies present that a college degree is the primary path to the corporate world. We recently published an interview in which my three children – Matt, Abby and Jake – shared their stories about how they made the decision to join the service and how they think it will benefit them in the future. I also shared my perspective, both as a parent and as someone who sees the skills needed in the workplace.
I’ve known many workers who never pursued a degree but have loads of invaluable skills. We find that talent scarcity often opens employers’ eyes out of necessity, but it’s time to do so from design. Having a degree does open doors, and in my own career I took the traditional path. Then I married a Marine. He was stationed in Jacksonville, NC, where the job market was dismal. Because of my degree I was able to get a teaching position at the local junior college, which set me on the path to where I am today. Looking back, I would say that although my degree was a stepping stone to my career, the accumulation of life experiences gained at work and at home outweigh what I learned in school.
The reality is that all paths matter. As work evolves, we must keep our minds and hearts open to embrace whatever journey brought these highly skilled individuals to your doorstep. Be on the lookout for future discussions!
With warm regards,
— Kimberly Carroll
Managing Principal/Proud Parent/Lifelong Teacher, IA
Voice of HR
Debunking the myths of self-service
As organizations struggle to optimize their work, one area is often overlooked – self-service. Mary Faulkner debunks the myths for why so many avoid adopting this approach.
Where You Can Find Us
New Year, New Events! As we look towards 2022, IA is grateful to have been invited to participate in a number of events, including the following:
March 1-4, 2022: IA is pleased to support the HR Tech Virtual Spring Conference, with Mark Stelzner hosting a panel called Where Purpose Meets People: HR’s Time Has Come. To register and read more about the event click here.
March 23, 2022: Mark will keynote the NexTech Middle East 2022 HR Summit. Click here to learn more and register!
March 2022: It’s never too early to plan to join IA-ers for the 2022 Hacking HR Global Online Conference! Be sure to register and plan your agenda today.
April 6-7, 2022: Mary Faulkner will be moderating a panel of recruiting professionals for ERE Digital, an online conference focused on Talent Acquisition strategy and execution.
On Our Radar
We’ve just begun the new year, and already there are several topics that seem to be top of mind for the team. Here are a few articles we thought were interesting:
- As we are all consultants, we were interested to read this article from Harvard Business Review describing the way consultants have to project confidence while learning a new client’s business. The author suggests new employees could learn a few things about embracing imposter syndrome. Our one quibble? There is nothing wrong with asking direct questions.
- With so many companies struggling to fill roles, Slate suggests that the problem is more about the job postings, recruiting process and offers than the lack of skills. It’s an interesting read.
- And from the world of “adulting is hard” – there is a scientific reason why it’s so difficult to make new friends once you read adulthood. But this article from Inc. makes the case that you really should make the effort.
About IA
As trusted advisors to senior leaders, IA supports strategic initiatives that transform the way organizations work.
Our seasoned team of professionals apply a revolutionary eye, deep domain experience, and flexible tools to accelerate the achievement of even the most ambitious goals. With a cross-functional, strategic perspective, we thrive on big, messy problems. Whether large or small, public or private, domestic or international, it’s our job to support leaders and their teams in achieving outcomes that are truly unique to their culture and objectives.
Every organization has a catalyst for change – learn more at ia-hr.com.
Share this post
