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For Dave Zielinksi’s latest article in SHRM, he documented how American Express & Unilever have adopted new talent attraction and engagement strategies to ensure they are filling critical roles while bypassing the traditional hurdles to finding top talent.
For example, American Express used a “fit for purpose process,” very similar to the Hiring Success Talent Scarcity-Impact Framework, to “help minimize its talent needs for data scientists.” Instead of trying to initially recruit 8 data scientists, American Express realized it could now contract out two resources that would still provide the same impact of those 8 roles. Similarly, Unilever unbundled “job
