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Winning the Talent Pipeline or Losing Everything Else

In his bestseller, “The Coming Jobs War,” Jim Clifton, the former chairman of Gallup, describes the competition for global job creation as a war. Before you start conjuring images of an international apocalypse, consider that the modern world economy is more interdependent, educating a higher percentage of the population and allowing a greater percentage to enjoy being a member of the middle class than ever before in history.

Whether you want to describe it as a conflict or a competition, there is universal agreement that the one key to who will win and who will lose is: How robust is your talent pipeline? Fifty years ago, India’s economy trailed Finland in GDP and China wasn’t much better. But what these countries did have was a very successful educational system. The rest, as they say, is history.

Few understand the challenges of recruiting top talent like Alan Bernstein.


Alan Bernstein, Talent Acquisition Director of
Harris Corporation

Harris is one of the county’s largest employers and is in one of the most competitive recruiting sectors. According to Bernstein, the talent match begins with Harris’ core values: “When candidates demonstrate they understand and identify with our values, we know we have a great fit.” Adding that when it comes to attracting millennials, those values are sought on both sides. “Millennials are career-minded and want to know their work matters. Our solutions at Harris have made the world safer, more accessible, more convenient, more connected and better informed; that is something those who work here are proud to be a part of.”

One of Harris’ newest recruits, Natasha Butler shared the factors that tipped the scale towards Harris. “Harris recruiters carefully analyzed my background and experience and were prepared to discuss their vision for my long-term growth within the company. That included challenging assignments and opportunities for career progression,” Butler shared. “Employees will want to know they can make an impact in their new organization without becoming lost in the numbers,” she observed. “Networking opportunities with peers and more seasoned professionals within the organization are definite positives.”

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About the author

Eric Wright

Eric Wright is an innovative leader, dynamic speaker and published author. He turns complex principles into simple and practical life applications. As President of Publishing at SCB Marketing, Eric oversees the production of four business and lifestyle journals, along with numerous specialty publications. Eric is co-author of Dogs Don't Bark at Parked Cars. www.dogsdontbark.com

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