A new generation of young workers (The Net Generation as I've called them) is entering the workforce and bringing a new culture. And the new business environment demands something better. This requires a rethinking of talent management.
With top technical talent in high demand, companies have to get creative in order to attract high quality candidates. Easy to say, harder to do, right?
If you accept the research that higher socioeconomic status is the single greatest factor in academic performance, then Rivera is outlining a process that not only bakes in inequality, but deepens it over time.
The costs of the failure rate of executives coming into new companies are enormous. So what can companies do to improve the odds of hiring successful senior managers? Let me suggest three steps.