Okay, so I had a great time at ER Expo last week and my powerpoint presentation remained intact, so I'd call the whole event a great success. The highlight for me was (and always is) meeting some really cool people and making some new connections. I had a really nice dinner and drinks sponsored by Jobster (thanks Jason) at a fun little Italian restaurant, where I got to spend time with Shannon and Julian of Exceler8ion , Ami from Recruitomatic, and my friend Jason Davis and I have to say that was the highlight for me.
We had a great discussion about blogging, the future, Web 2.0, and a variety of other topics. What struck me about these relationships is the graciousness of the blogging community. Jason has been a huge help to me in understanding blogging, getting me started, and being a sounding board for the contextual aspects of the phenemonon, and Shannon, whom I had just met, offered to help me as well, even though she didn't even know me. In fact, one of the first things she said is "You need a podcast and I can help you with that...(and then I think she said 'Hi my name is Shannon')."
This authentic generosity struck me as strange in today's world. So I asked, "Why are you guys so generous of your time and help in the blogging community?" and we had a great discussion about blogging is like the wild, wild West. Back in those days, if you came across someone who was 'out there with you' you were inclined to help them, offer them a place to sleep, offer them a meal, or essentially help out your fellow explorer. Because blogging is still relatively new (although hard to believe with 75,000 new blogs a day), they both feel that it's they are obligated to help their fellow cowboys out here in the blogosphere. My hat is off to them for that.
And finally, I thought this post by David Beisel from the VC community was interesting, although he's not in the recruiting space. I seem to be one of the few recruiting people who don't use LinkedIn, but I think it supports my argument that the walls between organizations and their people are becoming more transparent in this new age (I spoke of this at ERE). That is to say that organizations know more about talent (who is now online) and talent knows more about organizations; no more secrets.
I can't offhand think of a larger cost to organizations than turnover (except maybe brand erosion), and in a transparent world, with scarcity of talent playing out in ways we've never seen before, hanging onto the talent assets organizations currently is becoming more critical. It makes me wonder as talent has more and more of an online presence and the world spills into the virtual space in a much more meaningful way, might there not be more be other predictive indicators that talent is ready to leave? Never mind that we as recruiters can find out much more about people we want to hire, how are we going to get smarter about retaining the ones we have?