Technical Recruitment has not valued Social Network Analysis and it has not valued the power of conversation and relationship. In fact in many instances engines are programmed to break laws and shop for talent from bias and prejudice. Performance is something living– you have to learn to watch, touch and feel and learn from.

I was fortunate I did that early as a line, operations and senior manager and came to recognize few do it easily or give it thought.

This is why the foundation course for Core Group Theory and Practice is so relevant. I introduce people to the concept of social networking and the interplay with learning and identifying competent people to add value to your network.

In my network right now we are going through a significant and painful learning curve, where we are moving into a networked scheme of talent that is pushing “free agents” to describe how they use their time and get paid, while people on pay checks are being asked to be more purposeful and deliver what they stand behind.

It is quite extraordinary. Yesterday I experienced for the first time hiring someone to work for me, who keeps asking me to build their time into the project that I am doing. He inserted a tech spec based on the best web usability and the timing of what he did that he viewed simple, was not right. We were in a phase with a group of people establishing quality guidelines for each other and the way we work. He was trying to do the job of another vendor under contract.

This person’s talent is superb. His social network skill and systemic analysis week because he is isolated in an office and on a virtual team of people he does not know. It took me 3 hours and time that I did not get paid for to set it up for success between the client and all parties involved.

Now I have established a pattern of network, communication and work practices where everyone has an opportunity to succeed in a hastily formed network and earn.

However, we are still dealing with one group on a pay check and one group working in the construct of pay for performance.

Recruiters have not been concerned enough with what people get paid for and why and how they add value. Both in the contract world and permanent employment world. I think Social Network Analysis is going to be key to learning how to work in this pattern. I have a great passion for teaching it. Right now Steve Jobs, at Apple is my idol. He came back for a $1 a year. However, we have to get real and recognize in any situation the ordinary person has to eat, pay rent and support health, etc. Time is no longer something you give. Time is an earning commodity and if we do not integrate that with the way we work, companies are not going to attract talent of any kind.

Your futuristic outlook is compelling. I have just had dinner with Julian and Shannon Seery Gude (EXCELER8ion.com) and we were discussing the exact same scenarios as you describe. Coincidence? No, I think some of us are reading the writing on the wall perhaps.

I’m traveling next week but I will try and connect in between this and that. I agree we should talk and look forward to it.

Oh, and I think John is doing more than listening…

When John is quiet by the way, he is listening.

Amitai, let’s talk next week and make it happen.