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Talent Force: A New Manifesto for the Human Side of Business
- By Rusty Rueff, Hank Stringer
- Published Jan 13, 2006 by FT Press.
- Copyright 2006
- Dimensions: 6x9
- Pages: 224
- Edition: 1st
- Book
- ISBN-10: 0-13-185523-9
- ISBN-13: 978-0-13-185523-6
- eBook (Watermarked)
- ISBN-10: 0-7686-6878-6
- ISBN-13: 978-0-7686-6878-0
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Product Author Bios
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.com’s 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 world’s 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 EA’s Chairman and CEO. EA is the world’s largest, and leading, interactive entertainment software company, with revenues of over $3.5 billion 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 & 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 Purdue’s 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 & Sciences (ATAS). He and his wife, Patti, reside in Hillsborough, CA.
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? It's no longer enough to have a 'workforce': you need a high-impact Talent Force. The authors 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 today's 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. Learn how to develop and implement a worldclass talent plan that aligns with business objectives, and define metrics to track and optimize success. Discover how candidates are using technology to evaluate new opportunities, benchmark compensation, and create new back-channels of communication about worklife. Maximize these new technologies to grow Talent Force, tap into new sources of competitive intelligence and stay ahead of the pack.
Foreword xi
Acknowledgments xiii
About the Authors xv
Preface xvii
Introduction xix
Chapter 1: The Quality Talent Imperative 1
Chapter 2: Talent Market Demands 11
Chapter 3: Building a Competitive Talent Organization 35
Chapter 4: The Cultural Obsession of Work 59
Chapter 5: Building a Talent Community 77
Chapter 6: Tangible Talent Measurement 93
Chapter 7: Talent Goes on Offense 115
Chapter 8: Relationship Recruiting (Still) Rules 133
Chapter 9: Talent Forces of Tomorrow 151
Index 163
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7 of 8 people found the following review helpful
Required reading for all Executives,
This review is from: Talent Force: A New Manifesto for the Human Side of Business (Hardcover)
Quality talent is the key to success in any company/organization and TALENT FORCE provides an encouraging fresh approach for those who recognize the changing landscape of today's business world and the dire need to embrace new practices in order to recruit and retain superior quality talent.Mr. Stringer and Mr. Rueff effectively communicate a practical and powerful guide for building and maintaining a highly successful organization by addressing real-world business issues and providing innovative game plans for execution. A must read for CEOs, HR execs and hiring managers. A most beneficial read for anyone involved in seeking a job.
6 of 7 people found the following review helpful
Finally, some clarity, By
This review is from: Talent Force: A New Manifesto for the Human Side of Business (Hardcover)
My travels within the HR community have convinced me that regardless of the articles written and conference speakers devoting their time to this topic, many HR professionals struggle with the concept. This isn't because they don't understand staffing, performance management and succession planning individually, but moreso because it's rarely presented from a systems approach.It's not always been clear how it all fits together and how to think strategically about it. Rusty and Hank have captured it in an easy to understand way. This is a must for any HR professional whether tactical or strategically-inclined.
8 of 10 people found the following review helpful
Evolving Labor Market Meets Dynamic Business Environment,
This review is from: Talent Force: A New Manifesto for the Human Side of Business (Hardcover)
The concept of labor being a fluid, dynamic entity is not necessarily new but the jerky speed with which work forces mutate, adjust and become more/less relevant always catches business leaders, union organizers, governments and workers themselves by surprise. It's just that now the work force, like businesses around the world, are changing with ever greater rapidity.This book is not a management tome about motivating one's work force. It's a fast read that is a combination wake-up call (or reminder) that the global labor situation is changing and a compliation of current practices to deal with the new change factors. Who should read this book? I would imagine the ideal reader to be: - CXOs who want to understand what's happening to their workforce today - HR professionals who want to get ahead of the change curve - Execs in growth oriented firms as they will face workforce issues (e.g., skills shortages, changing demand for... Read more |
Praise For Talent Force: A New Manifesto for the Human Side of Business
From Human Resources Management Ideas & Trends, Issue NO. 631 (May 24, 2006)
Review (PDF) - 598KB
Online Sample Chapter
Why Hiring Quality Talent Is Important
Table of Contents
Foreword xi
Acknowledgments xiii
About the Authors xv
Preface xvii
Introduction xix
Chapter 1: The Quality Talent Imperative 1
Chapter 2: Talent Market Demands 11
Chapter 3: Building a Competitive Talent Organization 35
Chapter 4: The Cultural Obsession of Work 59
Chapter 5: Building a Talent Community 77
Chapter 6: Tangible Talent Measurement 93
Chapter 7: Talent Goes on Offense 115
Chapter 8: Relationship Recruiting (Still) Rules 133
Chapter 9: Talent Forces of Tomorrow 151
Index 163
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