Talent Shortage or Companies are Expecting High from the Candidates?

Everyone is moaning about not being able to find the quality candidates they think they need. Maybe they have caused their own problem by narrowly defining jobs, by using yesterday’s criteria to solve today’s problems, and by a lack of imagination. Hiring managers, executives, HR folks, and recruiters have set up expectations and define jobs based on what is traditional. This is not necessarily bad, but may not match the current needs or the available supply. Many emerging jobs require a new perspective, rather than an entirely new skill set. The real challenge is perspective, attitude, and sometimes the willingness to work for less.

It is difficult for recruiters to find hidden skills and qualities. They are afraid and can tak no risk so they stay where everything is evident, they cannit go further due to the economical pressure and stress.

there is acute shortage of institutions that impart job oriented training .the recruitment done at college level will always provide companies with candidates that are green ,need exposure before handing them bigger assignments  ,they should be made to assist on bigger projects hence to gain hold over intracacies involved in dealing with various aspects associated with them.before appiontment itself companies should invest in providing them with enough industry interface and encourage there involvment there is nothing like shortage of talent but lack of infrastructure to nuture that talent .

Be practical and come to reality : Talents are something exceptional, why talented people should join your company ?

You may stick to your requirements and parameters. Shortlist some who ( may be ) interested to join you.

Follow the old saying : A bird in the hand is two worth in the bush. A real talent might be in the "bush" - and be satisfied with whom who  has shown interest to join you .. !! Remember : you recommended his/her entry.

Many times there are requirements from the companies, that they want a person for the job who is proficient in each and every aspect.

Well no body is 100% in this world. This type of position creates difficulty for the HR Manager. He has to find a candidate who is 100% in every aspect which is a Herculean task.

And the end to make the situation more difficult you has to find the 100% candidate in the “Proposed Salary Bracket”.

Can’t we hire an average candidate and then train him to become 100%???However we need to identify the areas on which the training is to be covered on.
I think the basic problem is that every company has its own style of working and its not possible to get employees who have been working in the same manner.

So basically there is a need to train people on organization processes and procedures. And believe me that makes a big difference in bringing up the talent of employees up to the company level.

HR should come out of office and search the best people by giving them live projects.

Most companies have a very stringent view of looking at a desired candidates profile. So when they put in a recruitment ad, the most specific area of consideratrion on the candidates part id the QUALIFICATION!

HR have a multiple reasoning here, they have to convince the senior management that they would need a highly qualified candidate to fill the position and at the same time to llok at candidates who are not qualified but have the experience and hence the talent!! This is the dilemma.

There has to be a clear perspective in the selection process. It must be clear that people who are "deserving" need to be called, spoken to , assessed and then the "right" candidate be selected. Whden an ad is released you have an exodus of people who are qualified and experienced and who are not really qualified but experienced and talented who apply. Once the seiving process is clear with the organisation it is easier.

I seriously do not feel that there is any talent shortage, companies just need to relook at their process of recruiting and ensure that people who are called for even an interview are at least "deserving" and both kinds of candidates are given an equal opportunity to prove their worth. Companies should not aim so high that they lose out on real talent who can actually take the company high!!!