Data and telecom company Klink takes an international approach to hiring top talent using O-1 immigration visas. These visas are designed for immigrants with extraordinary abilities and allow people to be hired relatively quickly.
Many employers that complain about talent shortages simply haven't done the legwork necessary for finding the right people, Anita Bruzzese writes. Instead of relying on software to rule out candidates who don't use the right keywords, companies should put more effort into interviewing candidates, she writes.
Employers should learn from companies like Google and Cisco that have created "talent intelligence" strategies to determine how much they should invest in their employees, Jessica Miller-Merrell writes. These strategies help companies calculate how much they should spend to upgrade their current workforce, Miller-Merrell explains.
The depth of talent in the marketplace for writing mobile applications has not kept up with the intense demand for such skills, according to industry executives. "The demand is constant. Every company is looking for these people," said Dan Gilmartin, vice president of marketing for online startup Where.
Companies need a talent management strategy that is long term if they want to be competitive and attract and keep workers, according to Paul Platten, global director of Watson Wyatt's Human Capital Group. They also need to know how to leverage the solutions they choose to help keep costs down and talent attraction vibrant. This piece looks at some possible strategies -- including "employment propositions," in-house training, work-life programs and collaborative environments -- that might fit your company's needs.