The war for talent was proposed by Mckinsey

The war for talent was proposed by Mckinsey (1997) which eventually stated that fighting for a better talent is worth it because of the rise in the needs that is required for employees who are skilled at workplaces among the organisations.
Ever since the beginning of modernised employment it is seen that the organisations have been in the market to try to attract as well as retain the best possible applicants. The term war for talent is considered as a never-ending process which basically refers to attracting as well as retaining the talent that is available. It is not even challenging but also a hard as well as a complex process. In today’s modernised era war for talent is not only the outcome of skilled workers shortage but also it leads to employers looking to find the best skilled candidates.
The term war for talent becomes more important for strategies to sit together. In many aspects the recruitment and selection processes of an organisation is not only about finding the suitable candidate for the job, but it is about conveying a strong, positive image to attract other potential applicants to the organisation. There are considered to be two sources of recruitment such as internal (hiring someone from within an organisation) as well as external (hiring someone from outside an organisation). (Kramar, R., Bartram, T., De Cieri, H., ; Noe, R, 2013, p. 439).
The term HR recruitment is defined as any practice or activity carried on by the organisation with the primary purpose of identifying and attracting potential employees. (Kramar, R., Bartram, T., De Cieri, H., ; Noe, R, 2013, p. 432). When it comes to recruitment and selection there should be a selection by being employer of choice, making sure to treat everyone the same way which will eventually lead to prevention of potential conflict of interests.
Therefore, with the increasing insistence on hiring the right people, in respective right environment, and also within the right organisation it is becoming challenging to look for these individuals and especially in today’s ever changing environment. Therefore for many HR professionals the war for talent has now become a way of life and winning it in today’s world means adapting to an end to end approach in terms of looking for, developing as well as engaging workplaces. (Jackson, G, Henry, 2017). In an environment that keeps on changing every single day the war for talent is becoming more competitive.
The irreversible shift from Industrial Age to the Information Age, the never ending demand for high skilled managerial talent and the increasing tendency of people moving from one organisation to the other are considered the basic three constitutional strengths sustaining the war for talent. (Michaels, E., Axelrod, B., ; Handfield-Jones, H., 2009, p. 3). When it comes to certain challenges faced by the HR professionals as well as the organisations the number one challenge is to attract the best suitable candidate. From an employer’s perspective it is now the role of HR professionals to showcase their organisational culture, and offer competitive packages such as monetary as well as non-monetary benefits and other benefits in order to attract as well as retain as war for talent is not only about attracting and recruiting.
In order to win the war for talent organisations need to create a culture of innovation by having an open door policy that genuinely welcomes new ideas, having a more democratic approach where employees will feel valued, accepted as well as recognised, giving employees room to grow by keeping them motivated, engaged as by doing this it will be beneficial for an organisation to attract and retain talent. (Biro, Meghan, 2017) Therefore war for talent is considered to be an ongoing process and therefore winning firms are going to review as well as needs to be up to date by reviewing the quality as well as the skills available in their workplaces.
In Australia war for talent is a high stakes engagement. The talent management pendulum is switching across from recruitment to development. The war for talent is therefore shifting and is slowly becoming the war to develop talent in respective organisations. Therefore it can be seen that in Australian organisations unemployment still exists and employers are finding it really hard to cope to hire the right people. When it comes from the employer’s perspective it is seen that they are facing significant challenges in skills shortages. Offering creditable career development has therefore become the key to attract as well as retain the brightest and also the best.