This is the seventh post in a series on the presenters that HCI, along with a great group of partners, is bringing to talent leaders from across the globe to discuss how recruiting transforms business. (Meet Arie Ball, Matt Driscoll, Cody Horton, John Quinones, Carla Muskat and Jay Lash.)Meet Gene Zaino- President and CEO of MBO Partners. Gene is an avid entrepreneur who graduated cum laude from the University of Pennsylvania’s Wharton School of
Business, receiving a Bachelor of Science in Economics (BSE). After four years with KPMG Peat Marwick as a CPA and management consultant, he spent 20 years building, merging and selling various consulting companies, some funded by financial luminaries Kleiner Perkins Caufield & Byers, Austin Ventures and Goldman Sachs.
He serves on the advisory board for the Human Capital Institute and has led executive seminars at the Project Management Institute, the Institute for Supply Management, and the Military Officers Association of America.
What makes you the most excited about talent acquisition today?
"What’s most exciting about talent acquisition in today’s world is watching the transformation of the talent landscape unfolding in real time. The world is changing rapidly, and there’s this massive talent shift away from the traditional career focused on who your employer is, toward a more entrepreneurial kind of career where the individual is focused on growing their own talent, developing their own path. I call this ‘Talent Equity.’ And what makes this even more interesting is that, more and more, some of the most talented and desirable candidates aren’t even interested in full time hire. They may be operating as independent consultants, offering their unique and valuable services to more than one client at any given time. They are most interested in investing in their ‘Talent Equity.’ Getting these people recruited and engaged in a way that appeals to them is a new emerging challenge for talent acquisition professionals everywhere."
What makes you the most frustrated?
"I am sometimes amazed at how ’stuck in a rut’ the traditional talent acquisition community is. So many people are operating out of an older model of talent management that doesn’t reflect how work is being done today. What’s even more frustrating is that almost a third of the US workforce can be considered contingent now, and HR / talent management professionals – including recruiting — don’t even have a “seat at the table” when it comes to selecting, engaging, and managing this segment of the workforce. They often don’t have access to hiring independent consultants and contractors (an area of responsibility often in the hands of procurement departments), and they really have the handcuffs on when it comes to leveraging their retiree and alumni talent communities."
Share with us a highlight of your upcoming presentation.
"Our panel on contract talent is going to dig into these issues, and present the other side of the ‘total workforce’ question – the segment of your talent resources that can only be engaged on a contract basis. The plan is to educate and empower talent leaders to get up to speed with these dramatic workforce changes, and take the driver’s seat for managing ALL of an organizations’ human capital – not just the so-called ‘full time hire’ side of the equation. Sometimes we use the analogy of the ‘dark side of the moon,’ or the big chunk of the workforce that talent leaders cannot grasp hold of, and we want to illuminate that darkness."
How does recruiting transform an organization?
"The future of recruitment can make or break an organization, especially if talent acquisition leaders can start leveraging their expertise in recruiting and engaging the contract workforce. I envision a future where HR and recruiting can intelligently manage an organization’s talent, from top to bottom and stem to stern, regardless of the legal or contractual nature of the engagement method. The best practices for getting the right skills and competencies in the right places of an organization need to get applied to this ‘dark side of the moon,’ and the effect will surely be transformational to the competitiveness and agility of organizations in today’s economy."
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