Archive for the ‘Recrutment’ Category

New Talent Management Book released

lördag, mars 5th, 2011

Came across this interesting book the other day, one of the few comprehensive books in the field of talent management, recommended reading for all entrepreneurs and executives.

Image of The Talent Management Handbook: Creating a Sustainable Competitive Advantage by Selecting, Developing, and Promoting the Best People

The book covers:

  • Attract new talent and keep the ”Superkeepers”
  • Design career plans that boost employee morale and support organization needs
  • Improve performance through a personal value exchange
  • Coach, develop, and inspire raw talent and prepare the CEOs of the future
  • See positive results with smarter performance reviews
  • Create a culture of innovation and sustainability

Talent Management at work

måndag, december 27th, 2010

It is a lot of focus on Talent Management at the moment, and if you ask me it is possible the most important source of success in a globalized world full of possibilities and treats. Today the world is highly competitive, less borders and super-fast mechanisms for transmissions of best practice, knowledge and competences. Innovation and sourcing of skills, knowledge, capabilities and financial funding are the corner stones in today’s world.

As up today Talent Management has been pretty much driving the process of attracting, retaining, develop and transitioning (next move including exit and alumni) human capital. However, by linkage Talent Management to reputation management and Raison d’être the four-phase-model of Talent Management can be the most powerful weapon existing in today’s business eco system:

  1. Attract: Build the Employer Brand and link it to Raison d’être, trust, shared values and transparence as well as balance in effort and benefits. Make sure you never break the brand promise anywhere in the chain of brands (firm, employer, products)
  2. Retain: Secure that all employees are treated fair, understand the rules, feel a balance in what they give up and get (the equity theory), as well as consistent communication and messages to all people in the organization. Make sure there are a clear link the performance management and reward strategies as well as acting in accordance with the over-all brand promises and communicated values.
  3. Develop: Constantly coach for result, skills, capabilities, knowledge and personal development. Plan the next step, short term and long term. Support and coach for stating personal missions and visions and how they are aliened and supported by the firms riason d’tere.
  4. Transition: Suppport and plan for your peoples work-life; short/long term goals, internally/externally. The relations internally as well as externally are what is building up your total brand equity, or in other words the potential future cash flow.

The Talent Market (Recruitment Market + Internal Market) is two out of six markets and shall be as much interlinked into all business decisions as the other markets (Customer Market, Influence Market, Referral market, Supplier Market)

There are several new and fresh consultancy companies growing up around this new mega trend, as well as a bunch of old recruitment and staffing companies trying to transform themselves with mixed success. One of the most progressive and newly started consultancy agency I have found on the Scandinavian market is Area Of Excellence, definitely worth a visit (

Sales driven CEO to Sweden’s leading Scrum company

måndag, maj 10th, 2010

In one of the company I am working with,, we are looking for a dynamic and sales driven CEO. Your mission will be to implement the company’s new vision, mission and objectives as well as drive business development through packaging and development of products and services. Citerus is a young, entrepreneurial, and fast moving IT consultancy company specialized in Scrum and other agile methodologies for value maximizing deliveries to clients. If you are interested and have extensive experience and knowledge on how to run and grow knowledge intensive companies post me you CV.