Talent Force: A New Manifesto for the Human Side of Business and over one million other books are available for Amazon Kindle. Learn more
Have one to sell? Sell on Amazon
Flip to back Flip to front
Listen Playing... Paused   You're listening to a sample of the Audible audio edition.
Learn more
See this image

Talent Force: A New Manifesto for the Human Side of Business Hardcover – Bargain Price, January 23, 2006


See all 4 formats and editions Hide other formats and editions
Amazon Price New from Used from
Kindle
"Please retry"
Hardcover, Bargain Price, January 23, 2006
$2.82 $2.33

This is a bargain book and quantities are limited. Bargain books are new but could include a small mark from the publisher and an Amazon.com price sticker identifying them as such. Details


Special Offers and Product Promotions


Customers Who Bought This Item Also Bought

NO_CONTENT_IN_FEATURE
NO_CONTENT_IN_FEATURE

Product Details

  • Hardcover: 224 pages
  • Publisher: FT Press (January 23, 2006)
  • Language: English
  • ISBN-10: 0131855239
  • ASIN: B003NHR61I
  • Product Dimensions: 9.1 x 6.1 x 1 inches
  • Shipping Weight: 1.1 pounds
  • Average Customer Review: 5.0 out of 5 stars  See all reviews (14 customer reviews)
  • Amazon Best Sellers Rank: #2,446,098 in Books (See Top 100 in Books)

Editorial Reviews

Review

Who's up for crashing retirement parties? With so many baby boomers bidding adieu, there's no shortage of workplace send-offs.

And it doesn't matter who's saying goodbye. So what if we've never worked with, talked to, or heard of Larry from accounting or Betty from payroll.

It's not like we're pulling a Vince Vaughn and Owen Wilson and crashing weddings as supposed friends of the bride or groom.

Everyone's family here at work.

Showing up for a stranger's party is proof positive that we're team players who care. And that, my friend, is the kind of reputation that gets you hand-picked for high-profile special projects where the fun never ends and the pay, perks and expense accounts have no limits.

Not all send-offs are created equal, so let's pick our spots. For something more than a Costco slab cake and lukewarm Pepsi served in an otherwise empty room, watch for retiring management types.

Expect a spread that rivals what the executives grazed on during a career of endless meetings.

Equally excellent are standing-room-only retirement parties for the happy, hard-working little people who are known by all and loved by many.

Of course, we're crashing parties to do more than scarf back snacks and escape our desks for a half hour of sanctioned social time.

Our mission? Hobnob with senior execs who've cleared 20 minutes on their calendars, wandered out of their inner sanctums and cut the tether to their Crackberries.

If we don't get face time with those who have the power to promote us, let's hijack them later in hallways and rave about their witty and heartfelt speeches, the ones that were written in mere minutes by their frantic personal assistants who flew into HR and yanked the personnel files of the dearly departing.

Yes, retirement parties can be a wonderful networking opportunity if you're an ambitious Gen Xer or Nexter looking to move up in the world.

It's less than wonderful if you're running the show. Not only is so much experience and expertise walking out the door -- other employers are aggressively courting and poaching whoever's left standing and your best and brightest have long since lost any sense of loyalty.

Smart organizations are going on the offensive and fundamentally rethinking the way talent is evaluated, recruited, trained, retained and promoted, claim authors Hank Stringer and Rusty Rueff.

"The more you can put the right person with the right attitude, experience and skills in the right place at the right time, the better off your business will be," say the authors.

"Every organization that wants to remain competitive must create a plan to acquire the right talent and ensure that talent is available for the work that needs to be done today and in the future."

Stringer and Rueff recommend investing heavily in websites, podcasts, VCasts and blogs to promote your talent brand and build your talent pool

Complementing your high-tech investments is old-fashioned, high-touch relationship recruiting. Hiring a Chief Talent Officer and a small army of recruiters will prove to be a very wise investment.

And thanks to the wonders of technology, your recruiters should be pushing less paper and talking with more people.

"Only a person, a skilled relationship recruiter, can look into people's eyes, shake their hands, ask them questions and formulate a rich, nuanced, social understanding of each unique answer."

Talent Force will be a wake-up call to any employer who's taking the human side of business for granted and neglecting the one and only true competitive advantage -- the talent force.

If you don't get your act together, you may soon find yourself planning both retirement parties and a going-out-of-business wake.

--Jay Robb, The Hamilton Spectator, 6/30/06

From the Back Cover

Only one thing really differentiates your business from your competitor: your people. Do you have the right talent in the right place at the right time? It's no longer enough to have a 'workforce': you need a high-impact Talent Force.  The authors first identify the massive social, cultural, and economic shifts that are transforming hiring as we know it.  We are a smaller, closer, and more competitive world, as Baby Boomers are retiring in the US, India is flourishing due to outsourcing and educational development, and China is a strong new economic force. Add to that the fact that today's best people have radically new expectations and approaches to work; this book reveals what they want and how to meet those needs while building your business. Learn how to develop and implement a worldclass talent plan that aligns with business objectives, and define metrics to track and optimize success. Discover how candidates are using technology to evaluate new opportunities, benchmark compensation, and create new back-channels of communication about worklife. Maximize these new technologies to grow Talent Force, tap into new sources of competitive intelligence and stay ahead of the pack.

 

Foreword  xi

Acknowledgments  xiii

About the Authors  xv

Preface  xvii

Introduction  xix

 

Chapter 1:  The Quality Talent Imperative  1

Chapter 2:  Talent Market Demands  11

Chapter 3:  Building a Competitive Talent Organization  35

Chapter 4:  The Cultural Obsession of Work  59

Chapter 5:  Building a Talent Community  77

Chapter 6:  Tangible Talent Measurement  93

Chapter 7:  Talent Goes on Offense  115

Chapter 8:  Relationship Recruiting (Still) Rules  133

Chapter 9:  Talent Forces of Tomorrow  151

 

Index  163

 


More About the Author

Discover books, learn about writers, read author blogs, and more.

Customer Reviews

5.0 out of 5 stars
5 star
14
4 star
0
3 star
0
2 star
0
1 star
0
See all 14 customer reviews
A must read for CEOs, HR execs and hiring managers.
somewhereintx
A must read for any professional at any level within an organization responsible for developing, implementing and producing Quality Talent.
Deborah Richard
According to an ancient Chinese proverb, "The best time to plant a tree is 20 years ago. The second best time is now."
Robert Morris

Most Helpful Customer Reviews

7 of 8 people found the following review helpful By somewhereintx on January 27, 2006
Format: Hardcover
Quality talent is the key to success in any company/organization and TALENT FORCE provides an encouraging fresh approach for those who recognize the changing landscape of today's business world and the dire need to embrace new practices in order to recruit and retain superior quality talent.

Mr. Stringer and Mr. Rueff effectively communicate a practical and powerful guide for building and maintaining a highly successful organization by addressing real-world business issues and providing innovative game plans for execution. A must read for CEOs, HR execs and hiring managers. A most beneficial read for anyone involved in seeking a job.
1 Comment Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback. If this review is inappropriate, please let us know.
Sorry, we failed to record your vote. Please try again
6 of 7 people found the following review helpful By E. Martin on January 26, 2006
Format: Hardcover
My travels within the HR community have convinced me that regardless of the articles written and conference speakers devoting their time to this topic, many HR professionals struggle with the concept. This isn't because they don't understand staffing, performance management and succession planning individually, but moreso because it's rarely presented from a systems approach.

It's not always been clear how it all fits together and how to think strategically about it. Rusty and Hank have captured it in an easy to understand way. This is a must for any HR professional whether tactical or strategically-inclined.
1 Comment Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback. If this review is inappropriate, please let us know.
Sorry, we failed to record your vote. Please try again
8 of 10 people found the following review helpful By Brian S. Sommer on January 27, 2006
Format: Hardcover
The concept of labor being a fluid, dynamic entity is not necessarily new but the jerky speed with which work forces mutate, adjust and become more/less relevant always catches business leaders, union organizers, governments and workers themselves by surprise. It's just that now the work force, like businesses around the world, are changing with ever greater rapidity.

This book is not a management tome about motivating one's work force. It's a fast read that is a combination wake-up call (or reminder) that the global labor situation is changing and a compliation of current practices to deal with the new change factors.

Who should read this book? I would imagine the ideal reader to be:

- CXOs who want to understand what's happening to their workforce today

- HR professionals who want to get ahead of the change curve

- Execs in growth oriented firms as they will face workforce issues (e.g., skills shortages, changing demand for workers by country, etc.) more acutely than any other
1 Comment Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback. If this review is inappropriate, please let us know.
Sorry, we failed to record your vote. Please try again
7 of 9 people found the following review helpful By Brian on January 27, 2006
Format: Hardcover
We should consider ourselves lucky that Hank and Rusty have taken the time to share with us their deep knowledge of such a critical component of the successful enterprise. At the risk of sounding cliche, the next wave of the talent war is already upon us. Those who will win are already aligned with the thoughts and processes of these authors. If you're haven't already gotten it--you're behind. Time to catch up by digesting a heaping of the Talent Force today.
1 Comment Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback. If this review is inappropriate, please let us know.
Sorry, we failed to record your vote. Please try again
7 of 9 people found the following review helpful By Fred Newton on January 27, 2006
Format: Hardcover
Within an organization, talent management is very easy to talk about but very difficult to implement. In many organizations, talent management is seldom carried out in a systemic manner. Organizations that can connect the many facets that make up this area of human asset management will have a competitive advantage attracting, motivating and retaining superior talent.

The authors have clearly approached the talent management issue in their book in a "big picture" way. This book is an easy read and provides an outstanding blueprint for HR executives to follow.
1 Comment Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback. If this review is inappropriate, please let us know.
Sorry, we failed to record your vote. Please try again
5 of 7 people found the following review helpful By Lance Dai on February 6, 2006
Format: Hardcover
Talent Force gives clear insight into understanding the rapidly changing workforce. Rusty and Hank introduce the concept of "Q-talent" and the lack of it available. This is a simple but very powerful idea that gives motivation for all students to strive to become that much sought after "Quality Talent."

Everyday, students across campus complain about the tight job market. But they must realize that no will ever turn them away for being "too talented." Never have I gotten a letter stating, "Dear Candidate, I regret to inform you that we are unable to offer you a position due to your excessive talent and ability to grow our business."

Whether you are an HR executive or a student seeking a first job, you need to read this book!
1 Comment Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback. If this review is inappropriate, please let us know.
Sorry, we failed to record your vote. Please try again
2 of 3 people found the following review helpful By Kevin Eikenberry on May 6, 2006
Format: Hardcover
I read this book because one of the authors is a friend of mine from college and because I know that demographics are working against us - the amount of talent leaving the workforce as Baby Boomers retire isn't being replaced - in numbers, experience, or skills. This trend has vast implications for all of us, yet it hasn't become a prevalent part of business conversation yet. I hoped this book would help me think about that fact.

Having read the book, I recommend it somewhat different reasons. Yes it helps you understand this trend, and yes Rusty is a great guy. But you need to read this book because it helps you put your talent in a strategic frame of reference. The skills of the people in your organization are paramount to your success, and this book describes that and reinforces that point in fresh and salient ways.

Initially I thought this book would mostly be for leaders in large organizations with lots of ongoing hiring. I was wrong. As a small business owner, I have many ideas and processes in mind to help me as I move forward. I believe a line manger or leader in an organization of any size will gain value from this book.

If you care about keeping the talent you have and expanding or replacing it rapidly and effectively, you must read this book.
1 Comment Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback. If this review is inappropriate, please let us know.
Sorry, we failed to record your vote. Please try again

Customer Images

Most Recent Customer Reviews

Search