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Why Organizations are so BAD at Talent Management? A curious case below..

Founded in 2019 in South San Francisco,  ProcDNA has grown 2x in 24 months....from 100 to 200 as of Feb 25th as you see the snapshot below.

I was looking at their India staff data looking actively for jobs as evident on Naukri.com, a leading job portal in India. For past 30 days, 39 staff in India looking out actively. If you check for past 2 months, this number inflates to 49. Median tenure of staff here is 8 months. 

What interests me are the following:

27 jobs posted on LinkedIn and 9 out of them are just repetitions. Same job posted many times (5x at times). 

There is only 1 Director level job is up there as far as senior open roles are concerned. Many jobs have titles like Senior/Associate/Assistant Engagement Lead, etc. 

Below are 4 senior staff in key roles who are active on Naukri.com , looking for next job. 

What's wrong here? Nothing....they are just looking out...:)

....But that's a self fulfilling thought, right, especially when you are the co-founder and top executive in the firm, maybe sitting 10K miles away, doesn't matter. 

Hiring is not a numerical activity....Most people, inlcuding leaders get this worng. 

Recruiters get people to interview, just that...they can't sell, can't influence candidates with the unique culture and options within the firm to live up to thepromises made when firm states it's objectives on LinkedIn profile: Read on...

<<ProcDNA is a global consulting firm. We fuse design thinking with cutting-edge tech to create game-changing Commercial Analytics and Technology solutions for our clients. We're a passionate team of 200+ across 6 offices, all growing and learning together since our launch during the pandemic. Here, you won't be stuck in a cubicle -you'll be out in the open water, shaping the future with brilliant minds. At ProcDNA, innovation isn't just encouraged, it's ingrained in our DNA.>>

.....this can't be a marketing prop..written like a pulp fiction...there is tremendous truth to it...but do you have anyone who gets to the candidates and makes them feel anf believe in these promises made above?

You may have a recruiter, who doen't even know that having 2 different member profiles on LinkedIn and actively working through both is a serious violation of the User Agreement that every member signs with LinkedIn. A blatent case of such naivete cited below--

Hiring is a very specialised job...it takes the best taent to front end it...Cheap doen't go well with hiring. 

Larry Bossidy had said, as a CEO, nothign that he did was more important than hiring and developing people. He said, never delegate this task to anyone..









Most CEOs are delusional about Org Design, Org Culture and how does the leadership style marry with the talent and the culture of the firm to deliver what audaciously and inspirationally you promise to candidates on LinkedIn. 

Hire a prolific talent and culture consultant... and see the difference...
...you can't be expert of everything.....as Americans do, believe in experts and watch the future unfold and you rest assured with the culture that hedges your promises..




How good is a Glassdoor rating of 3.3?
I would say, just OK...which means, lots of attention required.
A 52% recommendation rate is very poor AQI (yes, Air Quality Index, haha...)
Again, 54% rate of CEO approval is concerning....which means 46% staff give a thumbs down to the CEO! 
Work-life balance got the lowest of all ratings across categories; a low life 2.5...
Does it tell you about poor project managment practices and burnout and so suspect Quiet exits! 
Wonder why Senior Management got 3.1? 
So, now you have an answer for why so low, 52% recommend ProcDNA to a a friend?
Remember, start ups like this are built more than 50% through staff referrals. 
A rating of 3.1 to senior management looks like cascaded from a very low 54% approval for the CEO. 
Lots of positive actions and engagement are needed here at ProcDNA..Time is Now! 


BTW, bad WLB is just not ProcDNA problem, as it seems, ZS is well known for no WLB. 
See what an Associate from ZS has to ask before he accepts offer to join ProcDNA and what advice he gets on this Fishbowl ..




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