John Sumser forces the dim-witted among us to google the crypto-heading of his article ZPG to find it means “Zero Population Growth.” In his Electronic Recruiting News article, John Sumser bullet points some changes to note as the global talent shortage becomes even more acute. In a rare departure from protocol, he publishes a reply – not to save himself the bother of writing something before taking off a long Labor Day Weekend – but because Colin Kingsbury is one of the very few in the recruiting bubble who John Sumser endorses, and for heaven’s sake, why not?
In ZPG II Colin Kingsbury makes some valid points relative to population growth and reasons that under favorable conditions – George Bush leaving office, migration to the U.S. of much needed talent, not patronizing younger employees, squeezing round pegs into square holes and so on – the projected shortfall in talent may be averted.
I cannot argue that Colin Kingsbury’s point of view is not compelling. It is. I cannot argue that he is wrong. I don’t know. What I can say is this: his hypothesis cannot be tested against alternate points of view or current trends because he offers no data or research to support it. Maybe there isn’t data out there. Who knows?
And, how will Colin Kingsbury’s speculation be put to the test without a debate of the issues? Again, John Sumser leaves the dim-wits hyperventilating for the ability to post a comment and develop the thread to engage his elevated readership – beyond the reach of the recruiting blogosphere – in a more involved process of thought-leadership? Don’t ERN’s readers deserve an answer to the types of question that could be posed to help develop Colin Kingsbury’s optimism and our own understanding of the issues? For example:
1. How are we going to reconcile the increased levels of U.S. xenophobia and racism arising form the threats of “Islamofascism” with the possible migration of teaching, healthcare, technical, scientific and engineering talent from countries like India, Pakistan and the Philippines? Is it as simple as waiting for President Bush to leave office in 2008? Will everyone stop hating Americans then? Will all veiled and bearded olive complexions suddenly morph from potential terrorists to potential hires? Or will their negative image persist, impede progress?
2. As over half of the U.S. government’s civilian workforce and C-level baby boomers are projected to retire in the next five years on their lucrative pensions – perhaps the last generation to have the option of a lifetimes investment in work to draw on – who is going to lead us? If it is the round pegs in the square holes, at what point are we going to address failed succession and workforce planning and social systems – like education – that have in large part contributed to the types of problems we face today? And who is to say employers are ready for a “misfit” workforce that anyway? Not me.
3. The job-hopping trend continues. 74% of workers are not “happy” at work, open to new and “better” opportunities. The trends continue to disadvantage the majority of employers. So, at what point does retention becomes a key issue for an organization’s continued prosperity in the face of ongoing talent shortages? Are we ready as a society to deal with the underlying issues that continue to threaten the U.S. economic engine like our insatiable appetite for everything on-demand including fulfillment at work and for career? How are Colin Kingsbury’s views of the talent shortage positively or negatively impacted by these types of workforce dynamics?
Addressing the issues of talent shortages and zero population growth and potential fixes obviously transcends a couple of posts on a couple of blogs. But I don’t hear the conversation being advanced anywhere else online. Points of view are easy to come by. A debate of the issues is a tougher thing to find, like a good conversation I guess. Another reason, Mr. Sumser, as to why we blog. And why – long weekends aside – Recruitomatic applauds your posting of Colin Kingsbury’s post.
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