Interesting Article from Business Week Online about the coming war for Talent - BW Online | October 1, 2003 | Coming Next: A War for Talent

Here is the suggestion that the article gives for managers to deal and ultimately fix the problem"

"To avoid that fate, businesses need to get moving -- now. Managers need to do a better job of differentiating stars from underachievers. Well-structured incentive pay, such as stock or options tied to specific performance goals, can help. But even that will do little to motivate employees if the job feels like a dead end. Managers should be looking for ways to give star players more responsibility, greater autonomy, and a clear shot at advancement."

Being a recruiter, I might say, the damage is done. How do I on a proactive basis deal with what is about to happen. The first thing I would do is to find a recruiter who is an expert in the kinds of people who get hired at the company and get them to start building a talent pool for me so I can market on an ongoing basis the current and future needs of the company.

One of the things that companies will need to wrap their heads around is that this service will cost money. No contingency model here!

John Sumser from Interbiznet said that all companies by the year 2005 who want to succeed will need to have an effective marketing component to their Human resources department. He is right. He may have said it a little differently but the idea is the same.