Talent recognition and poaching tactics

If you notice properly you will find a major difference in Poaching techniques of animals.
Yes it could easily be another episode from Man Vs wild. Make no mistake I am not mentioning the famous Discovery programme out here which is all about survival tactics in wild, but it is all about new hunting techniques.

Yes the new hunting tactics rampant in professional world. The King of jungle always chooses the weaker prey for hunting. Whereas in hard core professional world the fight is all about getting the best in the business.

There were talent recognition and retention becomes all very important in industry.
Especially for IT & ITes industries and upcoming or growing entrepreneurial ventures.
The Prime motto should be very clear in this respect, Right recruitment, right grooming and right growth.

Giving growth chance to a person you have groomed within the organisation rather than hiring one from outside is always a better alternative available. There are few reasons behind this, which I wish to list.

1. Motivation level would be high among all the employees as they too can sense their growth within organisation.

2. Easy acceptability as new guy is not from outside the organisation hence his/her progression to the top job becomes foregone conclusion.

3. The new guy from outside world may be very experienced but may not be aware of the domain of existing company, hence may suffer from toothing problems, The person groomed within the organisation on the other hand is battle hardened and know process pretty well.

4. Final and foremost is loyalty which he shows towards the company would be far more than the any other guy from different industry.

An afterthought could be that if the new guy from a different industry could be considered idf he have some skills which rest doesn’t have. But in that case too employees from the company should be given a fair enough chance to present their case for the top job.

This is the tradition which is being followed by most of the companies.
Any amount of dissatisfaction, lack of motivation among employees can have far more grave consequence than his inexperience for the top job.

I must state that this rule doesn’t hold true in companies which work under vertical domain like search, where real talent is scarce and experience in other industries hardly count. So, trusting a guy you have groomed for so long time makes a logical decision.

Also Poachers would be more than happy to attract such dissatisfied employees to their fore.
The tactics is simple, money, position or mixture of both.

Small companies always tend to be on the wrong side of this practice. So they need to be extra cautious in rapid strides they make. As they run the risk of being hunted.

But as the saying goes “Don’t look at the problem, look at opportunities”.

This could be easily turned to one advantage when hunter becomes hunted and again theory is simple.

Make your company best in business, i.e. top clients, top exposure, top growth rate, top employee satisfaction. A hotspot for new talent pool. And don’t look to far in this regard. The testimony is on which we all work. You guessed it right “Google”.