BY CINDY WAXER
to know where to
look for top project
what to do when
they find them.
It’s no wonder more people are becoming project managers: The work is challenging yet stimulat- ing, the field is growing and, while many compa- nies are trimming payrolls, the median project manager salary in the United States is a robust US$105,000, according to PMI’s 2011 Project Management Salary Survey. But as more people flood the field, many organizations are finding it difficult to iden- tify, recruit and nurture top talent. PMI’s Pulse of the Profession™ In-Depth Report: Talent Management found that 83 percent of organizations reported difficulty in finding qualified project management candidates to fill open positions in the past year.
The challenge, then, is to tap into the talent pipeline early to get the best project professionals on the right track.
“We really want to make sure that we’re getting the right talent,” says Lynn Batara,
director of Franklin Templeton Investments’ enterprise project management office in San
Mateo, California, USA. “But that can be tough. With so many folks being out of work,
there’s a lot of talent we have to sift through, so it takes us a lot longer now to find talent.
In the end, companies need to find a way to make the hiring process happen more quickly.”
The solution for project management veterans such as Ms. Batara is to make the talent
search more strategic. Forget about one-stop shopping for agile experts and Myers-Briggs
Type Indicator scorers at job fairs. These days, project leaders are finding the best talent
using targeted sources, from business networks and university campuses to referral programs and social media channels. Many are experiencing winning results as they redefine
the way companies recruit project management talent. Here are five promising pipelines
to consider for future talent: