The document discusses defining and identifying talent mindset. It begins with an introduction and overview of recruitment history and drivers of change. It then defines talent mindset as understanding that talent is not a commodity and that recruitment, retention, and employer branding are important. The rest of the document discusses identifying one's own talent mindset through a quiz, outlining four main mindset types, and sharing the importance of cultivating strengths and improving weaknesses with a talent mindset.

1. #talentmindset
Defining, Identifying, Sharing
Friday, March 10, 2012
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2. Welcome & Introductions
• History of Recruitment
• Drivers of Change
• Defining Talent Mindset
• Self-identifying Your Talent
Mindset
Angela Hills
Executive Vice President • Sharing Your Talent Mindset
Pinstripe, Inc.
• Closing Thoughts
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4. History of Recruitment
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5. Drivers of Change
Talent Disruptors
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6. The New Normal
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7. Talent Mismatch
• Disconnect between the skills
employers require and the
skills employees offer
• Gap is only intensifying
• Skilled talent is the life-blood
of economic progress
• “Next-generation” skills are
non-existent
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8. Multigenerational Workforce
• Four generations working
together:
– Traditionalist
– Baby Boomer
– Generation X
– Generation Y
• Each with unique approaches
and expectations of work
• Different strategies needed to
attract, engage and manage
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9. Technology of Tomorrow
• Technology-enabled
efficiency is table-stakes
• Technology-enabled flexibility
is following closely
• Changing not just the work
output, but how it is done
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10. Everyone is an Entrepreneur
• Individuals with specialized,
niche skills are taking their value
to many organizations
• “Open-source” is expanding
beyond web coding
• Being challenged and doing
great work is more important
than who benefits
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11. Deep Data/Knowledge
• Ability to analyze and use
unstructured data has led to
increased transparency
• The definition of valuable data
has changed to include
everything
• Verification becomes more
important than identification
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12. What This All Means
The Effect
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13. So What?
The Talent The Organization
1. Individuals will develop skills for 1. Continuous training and
themselves, not your development will be required to
organization. maintain a job-ready workforce.
2. Individuals are more willing to 2. Organizations need agile
take their talent elsewhere. attraction and retention
3. Individuals want to work for strategies to keep the best
reputable organizations where talent.
they feel valued. 3. Employer brand reputation is
increasingly important.
Organizations and Individuals must embrace a Talent Mindset.
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14. Defining Talent Mindset
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15. What is Talent Mindset?
Understanding that:
• “Talent” isn’t a commodity
• Recruitment & retention are everyone’s We (you and I)
job
• Employer branding isn’t just a career are the arbiters
website and referral program
• The culture and sub-cultures you create
charged with
have an impact on the talent you attract sharing, spreading
• The policies and procedures that enhance
or hinder productivity and creativity and stimulating a
matter talent mindset
• The caliber of your people and the
environment you create for them around the world.
has a direct impact on your ability
to accomplish business results.
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16. Pinstripe’s Talent Mindset Quiz
1. When a co-worker is upset, I…
A. Don’t think emotions belong at work.
B. Offer a shoulder to cry on.
C. Refocus things to the job at hand.
D. Probably don’t notice.
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17. Pinstripe’s Talent Mindset Quiz
2. When I interview a job candidate…
A. I ask them all the questions on my list.
B. I know them in the first 30 seconds.
C. I want to hear about their results.
D. I need to know how they think.
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18. Pinstripe’s Talent Mindset Quiz
3. When my plans are interrupted…
A. I reprioritize and update my to-do list.
B. I bring in the right people to help out.
C. I take it in stride and keep moving.
D. What plans?
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19. Pinstripe’s Talent Mindset Quiz
4. When a new policy is announced…
A. I read the information to get it right from the start.
B. I talk through the changes with my co-workers.
C. I continue to do it my own way.
D. I prefer not to get bogged down by the details.
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20. Pinstripe’s Talent Mindset Quiz
5. When I communicate…
A. I prefer to use email.
B. I use whatever is preferred by the other person.
C. I make phone calls.
D. I adore social media.
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21. Pinstripe’s Talent Mindset Quiz
6. My idea of work/life balance is…
A. I compartmentalize work from personal affairs.
B. I try for balance, but there’s definite overlap.
C. I’m always accessible – and it works.
D. It’s a 25/7 world, and I’m always connected.
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22. The Verdict
As, Bs, Cs, or Ds?
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24. Four Talent Mindsets
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25. Identifying Your Talent Mindset
• Attributes define primary characteristics
• Behavioral clusters, not rigid personality types
• Resembling one attribute from the group makes you
very likely to reflect the others
• Groups are not mutually exclusive
• Assumption of basic acceptable level of
professionalism, success skills and self-awareness
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30. With a Talent Mindset…
• We are shaping the employers and employees of
tomorrow.
• We are creating work environments where employees
and their ideas can thrive.
• We are cultivating our strengths and helping to
improve others’ weaknesses.
• We are providing guidance to the workforce of
tomorrow to enable progress and positive change.
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31. Thank You!
Angela Hills
• Q&A Executive Vice President, Pinstripe
ahills@pinstripetalent.com
• Get Social @angelahills
• Go Share @PinstripeTalent
#talentmindset
www.pinstripetalent.com
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