Perhaps as important as any trend in technology is the process of making dumb technology smart. This shift is more commonly referred to as “The Internet of Things” (IoT), and it’s a topic we tackled recently in TMP Labs.
What is it?
The Internet of Things is the process of bringing offline objects online. This isn’t a new concept. Originally coined in 1999, it has been a dominating theme at the Consumer Electronics Show, and this year there were 18 sessions at SXSW dedicated to hardware compared to only 2 in 2012.
It was Friday afternoon, October 26th. We just got through presenting to our client. It was a very successful one. Naturally we all broke into conversations around what plans we had for the weekend. Not your typical weekend type plans of leisure. The conversations were around preparedness and survival. With nervous candor we humored each other about buying large umbrellas and floatation devices. Trying our best to stay strong to the fact that we were about to be hit by the deadliest storm in over 40 years, and the largest ever to form in the Atlantic Basin.
We have all spent many hours considering the components of both our consumer and recruitment brands. We talk about employer/employee value propositions, culture, mission, goals and values. We have lots of brainstorming sessions, consultants, charts and diagrams and, hopefully, end up with a true and honest outcome of what it is like to work for the company.
There are many scenarios that determine whether a company should have both a corporate site and a separate careers site. All of which are driven from the organization's workforce strategies, complexity of the company, talent they seek, and the depth of the employer value proposition story that needs to be told.
Resumes have become a very controversial topic in the human resource industry. Many feel that you can’t live with them – but others are adamant that you can’t live without them. As we ponder the pros and cons of these documents and what correlation they may have to a quality hire, there are various things that we must consider.
In today’s world of online applications, there are still many organizations that require the candidate to attach a resume. Since a recent ERE article explained that a recruiter averages about 6 seconds (http://www.ere.net/2012/05/03/got-a-minute-if-so-spendit-looking-at-resumes/) to scan a resume, we can certainly agree that it had better be solid and eye catching, yet brief!
In recent reports from the U.S. Census Bureau, it is amazing to note that the number of persons 65+ years of age will actually double from 2000 (35 million) to 2030 (72.1 million). Although we often talk about the large retirement figures, workforce planning and succession planning - seldom do we hear companies discuss other issues associated with the mass exodus of two large generations from our workforce. The Baby Boomers (1946-1964) and the Traditionalists/Veterans (born before 1946) are ready to march out the door and little is being done to stop them.
The power of the rally cry.
People rally around movements, they want to be a part of something bigger than themselves. Especially the next generation workforce. Millennials are a highly connected entrepreneurial group. They are ambitious, open-minded and optimistic. They are confident, self-assured and think outside the box. More than any previous generation, Millennials believe they are capable of bringing about positive change in the world.
We are living and working in an exciting world of rapid productization. With a world clock of compressed time zones, innovative new products are launched to the public as fast as it takes to open a browser. Never before have we been able to be a part of future evolution like we are today. We are the guinea pigs of technology's bipolar characteristics in that we are constantly playing catch up to the next 2.0, 3.0, 4.0+ upgrades. We are all a part of a science project in a test tube known as the target audience.
“When you don’t have resources, you become resourceful," says Dr. K. R. Sridhar, co-founder and CEO of Bloom Energy, the Silicon Valley fuel cell company that began as a spin-off from NASA's Mars program and now seeks to make clean energy for everyone on earth.
Tom Friedman quotes Dr. Sridhar in a recent column in the New York Times. With Taiwan as an example, Friedman notes that a workforce gets smarter and more capable because fewer resources demand greater creativity. Since Taiwan has virtually no natural resources, Friedman points out that "this barren rock in a typhoon-laden sea" has created the fourth-largest financial reserves in the world through developing people skills.