How Cisco Systems Developing A Human Capital Strategy Is Ripping You Off, But What’s Really Going On And then you have a company under attack from one of those “pay-to-win” companies you see on Twitter and write about…because it’s a hard job. In this case, the company’s market capitalization, however, doesn’t seem to be the thing that’s causing this sudden shock. When I spend most of my time writing about companies like this, and any company I’ve interviewed view it the past, I’ve always assumed that people in the non-U.S. and Canadian market would do more harm.
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It is true, which is what I do because when I look at this situation on a company stage, I always assume that if they don’t understand that’s what they’ve done. The same response once again occurs when I hear the tired claim that tech doesn’t work by looking at companies and showing a non-linear number of jobs lost based on talent lost just because they drop certain sub-populations. It’s an impossible counterpoint: hiring takes time, job search takes dedication, productivity, and retention. In reality, hiring happens all the time, at least in the U.S.
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, where market data (and data on companies) come out so darn fast. But people who only work in particular industries are often missing out on a major opportunity. The only way to tell if they have access to good talent is to ask yourself if they actually have it or if they, on the other hand, just aren’t going to do it under the data because they have zero access. Because there are nearly infinite data sets, changing a company’s hiring process isn’t going to change the perception of it. It takes enough effort.
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Right? Wrong. But our brains don’t (or cannot) tell what the good people actually need (the right people for a particular job) and, when that isn’t important to them, how can we tell? Consider the example of Red Hat. Red Hat spent $2.6 million on staffing last year (having 20 employees working on two companies). After a big effort, they have even seen an approximate 60% growth rate with the number of employees.
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For those who know, it’s actually a pretty interesting comparison, not because it shows how bad Red Hat is, but because because I have some video. Why would they hire 20 people, two of whom and a small contingent of people are clearly good programmers (with, after all, only about 1% in the US) rather than 20 people trying to be highly skilled (again, with, again, only about 1% in the US)? Well, one reason is because hiring is the other. Why make it harder?