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? Its no longer enough to
have a workforce: you need a high-impact Talent Force. Its not a subtle difference, but a
huge competitive edge.
The authors, recruitment leaders in the worlds most competitive industries, 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 todays 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. Youll learn how to develop and implement a world
class talent plan that aligns with your business objectives, and define metrics to track
and optimize its success. Discover how candidates are using technology to evaluate new
opportunities, benchmark their compensation, and create new back channels of communication
about worklife at your company and your competitors. Maximize these new technologies to
grow your Talent Force, tap into new sources of competitive intelligence and stay ahead of
the pack.
Table of Contents
Foreword
Acknowledgments
About the Authors
Preface
Introduction
Chapter 1: The Quality Talent Imperative
Chapter 2: Talent Market Demands
Chapter 3: Building a Competitive Talent Organization
Chapter 4: The Cultural Obsession of Work
Chapter 5: Building a Talent Community
Chapter 6: Tangible Talent Measurement
Chapter 7: Talent Goes on Offense
Chapter 8: Relationship Recruiting (Still) Rules
Chapter 9: Talent Forces of Tomorrow
Index 163
Features
In our work obsessed, talent driven, global marketplace, its not enough to have a
workforce you need a Talent Force!
GET AHEAD OF THE CURVE: Understand and respond to the seismic cultural and economic shifts
transforming employment as we know it.
COMPETE FOR THE BEST, AND WIN: Build a Talent Web to quickly link you to the worlds top
people, and baffle your competitors.
Author
Hank Stringer Chief Executive Officer, Q Talent Partners
Hank Stringer has over two decades of experience as a successful high-tech industry
recruiter, entrepreneur, and innovator in the use of information technology in the
recruitment and employment process. Today, Stringer is CEO of Q Talent Partners, an
executive search services and consulting firm based on the philosophies and best practices
of this book.
Forecasting a talent shortage in 1996, Stringer applied his energy and experiences to
start Hire.com. There, he and a team of entrepreneurs created an early ASP business model,
utilizing the Internet to scale and automate interactive recruiting relationships and
processes. Under his tenure, Hire.com dramatically changed the way companies recruit,
hire, and retain talent. Today, global companies, such as Federal Express, BP, Allianz,
Raytheon, and Prudential, have adopted Hire.coms revolutionary approach.
Prior to founding Hire.com, Stringer was president and co-founder of Pedley Stringer,
Inc., a high tech recruitment firm. Stringer previously served as an internal recruiting
consultant for Tandem Computers and Dell Computer, where he was responsible for a number
of special recruiting projects in the U.S. and Asia.
Stringer has authored many articles about recruitment and the future of talent management
in the workplace, and is an accomplished speaker who has appeared at numerous
international industry leading events.
Stringer holds a B.A. in Journalism and Government Studies from Texas State University and
currently serves as President of the Advisory Board for the McCoy School of Business at
his alma mater. Hank resides with his wife and kids in the hill country outside Austin,
Texas.
Rusty Rueff Chief Executive Officer, SNOCAP, Inc.
Rusty Rueff joined SNOCAP as their CEO in 2005. SNOCAP is the worlds first end-to-end
solution for digital licensing and copyright management services, enabling record labels
and individual artists to make the full depth of their catalogs available through
authorized peer to peer networks and online retailers.
Prior to his position at SNOCAP, he was Executive Vice President of Human Resources for
Electronic Arts (EA). Joining EA in 1998, he was responsible for global human resources,
talent management, corporate services and facilities, corporate communications, and
government affairs, reporting to EAs Chairman and CEO. EA is the worlds largest, and
leading, interactive entertainment software company, with revenues of over 3.5 billion
dollars and 6,500 employees. In 2003, Fortune named EA one of the Top 100 Places to Work
For in the United States.
Prior to joining EA, Rueff held positions with the PepsiCo companies for over 10 years. He
concluded his career with PepsiCo as Vice President, International Human Resources.
Prior to his tenure with PepsiCo, Rueff spent two years with the Pratt and Whitney
Division of United Technologies. In addition, he spent six years in commercial radio as an
on air personality.
He holds an M.S. degree in Counseling and a B.A. degree in Radio and Television from
Purdue University. He was given the honor in 2003 of being named a Distinguished Purdue
Alumni. Rueff and his wife are the named benefactors of Purdues Patti and Rusty Rueff
Department of Visual and Performing Arts.
He currently serves on the Corporate Boards of SNOCAP, All Covered, and Sports Potential.
He is on the Executive Committee of the Board of Trustees of San Francisco-based American
Conservatory Theater (ACT). He is the majority owner of R Squared Stables, based at
Churchill Downs in Louisville, KY., and a member of the Academy of Television Arts and
Sciences (ATAS). He and his wife, Patti, reside in Hillsborough, CA.
224 pages
