RPO and Talent Management Blog by Ochre House | Ochre Talk

Social Media has enabled us to communicate, engage and collaborate with the wider world like nothing ever seen before and presents progressive organisations with a new way of looking at talent attraction, engagement and of course the overall Employer Brand.
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After 18 months in the doldrums, emerging talent (in particular graduate recruitment) is making a comeback. Eversheds is the latest to announce hiring is on the increase. We’ve also seen this trend across many of our clients with 2010 graduate hiring volumes up on 2009. Previous experience (from the ‘dot com’ crash) suggests that reduced graduate demand is followed by a period of rampant demand, however usually in a different sector…
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In 2009 Chiumento published an illuminating paper titled “Releasing performance: the new agenda for HR” which identifies the so called Corporate Prisoner as someone who stays with an organisation without being fully engaged. A survey of 1,000 employees confirmed that a third of the UK workforce will be looking to move jobs within two years of their participation of the survey and around 18% within six months. One category of the Corporate Prisoner population can be identified as Escapers who are plotting to leave their employer as soon as conditions allow it. This is apparently the case for up to 21.1% off all UK employees.  To compound that, 11.8% of UK employees see themselves as Economic Prisoners, who feel they cannot afford to leave their employers for financial reasons.
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I’ve always been intrigued by what goes on behind the doors of Westminster and “Number 10” and it appears – if the news is to be believed – that the Prime Minister’s methods of “talent management” leaves something to be desired. Assuming the reports are correct (and it could a be very large assumption) it would appear to be another case that demonstrates that political parties are an exception to the rule that unless you engage, develop and work hard to retain your staff, they will walk out the door.    
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Businesses like ours spend years working with clients to formulate compelling employee value propositions (EVP) for our clients and how to get an unfair share of top talent through their doors. And then you get the UK authorities who are able to stick a spanner in the works with just a couple of poorly thought through pieces of tax legislation. 
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