Spotting Talent

The case implies that the supply of employees in terms of the talent is very limited as compared to the desired by the prospective employers who would like to have the best talent working for them. The case follows that there are many tech companies who are struggling to hire talented employees but the challenge they face is in getting them since they are very rare. In order for the businesses to be competitive in the market, especially in the tech world, they have to have the most talented employees of their companies. Thus for the business managers, they have to come up with unique methods to use in order to attract the skilled employees before they are taken by their competition. As a result, some of the managers have resulted in establishing strategies such as school alumni in order to market their companies to the potential employees.

The meaning of the search for the purple squirrel entails the search for the perfect talent that matches a company’s dream desires in an employee’s, but that is not possible as such do not exist. The implications of the metaphor for the managers encompass the realizing that there does not exist a perfect employee but at the same time, talented employees are available. Thus, the managers have to come up with strategies to get the best talent that exists in the market before the competitors get them. It is still revenant to the not tech companies as they desire to have employees with excellent business skills, as well as customer management and leadership. Thus, since they cannot get all the characteristics they desire in any employee, they have to scout for the best talent in the market. The desire to be the best in their respective market will motivate the non-tech companies to employ diverse mechanisms in getting the talent they believe fundamental to their performance.

As an HR manager of a tech starts up, in our efforts to spot talent, I would suggest the following strategies I would come up include;

• Offering career fairs in the technology institutions from which we can be able to assess the talented students in the institutions. From the results we obtain, we can offer time an internship in the company with the option of hiring them presently upon completion once they are through with their studies. Additionally the company can carry out graduate trainee programs for the technology students while they in school and the students who perform the best on our evaluations are given employments.
• Running projects for volunteers to showcase their talents is the other methods I would suggest for talent spotting whereby the best performers in the tests we structure on the companies wants get jobs.
• Designing competitions among the employees in terms of rewarding the one who comes up with the best idea for the company is the other method I will suggest. With the prospect of heading their suggested idea as well as a promotion will bring out the best in the employees and easily for us to identify the best talent.
• Creating of online challenges that the company desires to aid in the spotting specific talent for anyone to try is the other strategy. Through such a method, the competitors do not have any restriction other their talent, offering the best opportunity to for the company to get the best candidates.

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