Experienced treasure hunters have learned the best time to treasure hunt is after a big storm. The storm stirs up the bottom of the ocean, adjusting its layout. Where hunters courageously test their luck again. Amid the COVID-19 chaos, there is an unprecedented amount of uncertainty, and I would be just fooling myself, making predictions regarding the aftermath. However, I do believe that at some point, COVID-19 will be, in Joseph Campbell's terms, a dragon we conquered as a species. Where history will show as a human species, we were truly greater than the sum of our parts. When the storm settles, we will be settling into our new status quo, and at that moment, I believe treasures are to be found. Treasure is, of course, a subjective term; as the saying goes, one man's treasure is another man's trash. So let me be clear, when I refer to treasure, I am referring to the idiosyncratic talents of people. As we reopen the world, there will be a lot of available talent, and if you are a treasure hunter who values talent, it's hunting season. There will treasure scattered in a variety of places, and to capitalize preparation is a necessity. Given we don't know when the storm will end, preparing sooner than later seems like an excellent opportunity, given the treasure at stake. Proactive hunters will be handsomely rewarded. In preparation, organizations of all domains are required to be reflective and honest about their place in the new environment. Maybe the mission remains the same, but the strategy pivots, or perhaps the strategy and structure require maintenance. Either way, it will be different in some way for most organizations. The aftermath of the COVID-19 storm provides us a reason to partake in recalibration. Once organizations map out their new strategy and structure, the fun begins, in filling in the pieces. The pieces, of course, are the talent. As I write this, there are 6.6+ million unemployment claims (Bureau Labor of Statistics). The heartbreaking, and for many life-changing aftermaths of the storm will leave us stronger and with a surplus of talent. However, not all talent is equal and based on an organization's strategy and structure, they have to be specific with the treasures they are hunting for. Specificity does not mean close-minded. There is a difference. Specificity requires conscious effort and clarity. Close mindedness is driven by tunnel vision and blinders. In other words, organizations can only capitalize on the new availability of talent by being specific in the type of talent but not blinded by what they believe it should look like. This is important because the new workforce will be infused with a variety of individuals, all with unique backgrounds. Some will be returning from retirement to make up for the financial damage caused by COVID-19. While others are just beginning their careers. Having tunnel vision when selecting talent is a guaranteed way to not capitalize on the talent surplus. Keeping an open mind and being specific about the abilities required for the job is vital. Organizations will have to redefine how they select and hire talent to separate the noise from the signal. I also believe there is an excellent opportunity for organizations to take calculated risks on hiring. Specifically, taking a chance on someone requires an educated risk on the organization's part, which will require thoughtful planning. Without thoughtful planning, then organizations are merely gambling. This is a selfish act on the organization's part because the individuals they hire are the ones they will pay if hired into the wrong role or, more importantly, the wrong environment. Organizations can get prepared to make educated risks by conducting thorough Job Analysis for their old and new opportunities. A quality job analysis, in my opinion, is one of the underutilized tools of effective Talent Management. A Job Analysis provides you the information to create job descriptions, structured interviews, performance appraisals, and useful insight on where to spend money on training. A job analysis is a treasure in its own right. Even better, by starting now, organizations can leverage SME in the job analysis process. SME are uniquely available due to travel restrictions and the current nature of the workplace. I am not going to go into detail here on how to conduct a Job Analysis, maybe in another post. If you are a treasure hunter, and you view talent as a treasure, now is the time to prepare your shipment. The COVID-19 storm will seize, and those who do not adapt will feel the impacts of the storm far longer than the ones that are prepared. The treasure hunt is coming. Are you prepared?
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