The term ' war for talent ' has a light hand of Steven Hankin (McKinsey. He meant the growing competition in attracting employers to work ( as well as the continued success of their holding in the company) best experts.
'Trigger ', this phenomenon was different factors: the characteristics and trends in demographics, increased competition in all areas of business growth in the importance of human factors in the issue of adaptation to changing economic conditions, etc. n.
The war for talent has forced most respected and successful companies to reconsider their approach to all aspects of personnel management (including recruitment, motivation, planning, development and creation of a system of succession ).
The question is: Is there now a war for talent?.
On the one hand (if you take directly to Ukrainian realities ), crisis (already tired of that word!) Contributed to the saturation of the labor market. This mass reduction, and closure of private enterprises, and changes (not for the better) working conditions and pay in some companies. All this led to what is on the hunt for the work came out a much larger number of candidates compared to the pre-crisis period.
As candidates for every single position was much more, so it makes no sense to talk about the war for talent. It turns out that the employer must now become ' king ', dictating conditions.
If only it were that easy!.
Yes, candidates actually become a lot more, which is reflected on the process of selection and screening. Now to close the Job recruiters have to do a great amount of work. But the reality is that the percentage of ' quality ' candidates declined significantly. They were in the past was not so much, and now they are just drowning in a sea of very mediocre wage seekers.
So the war continues.