Gifted athletes are spotted on playgrounds as young as age 10, then cultivated throughout their sporting careers. IT stars can be fostered the same way, and smart companies like Microsoft and Intel have been doing it for years. But with the information available today, HR managers and staffing firms can get a fairly good idea of what their clients will need a few years out. One of the greatest moves forward in this arena, but one that's often overlooked, is the vast amount of SEC documentation available online. Staffing needs for publicly traded companies can be predicted by analyzing their long-range planning.
Annual reports are also good indicators.
Cathy Peterson, director of candidate services for the large staffing-solutions firm Romac International, agrees that recruiters seem to be missing out on the forecasting element of their jobs. Recruiters should think of themselves as part of their clients' long-range planning function. Begin building relationships today with the individuals who will be called on to fill tomorrow's IT positions, she advises. Recruiters can begin to contribute to nascent candidates' career development and remain a presence in their interim professional lives. The opportunity to tap into them may come next month or five years from now.