From gap identification to goal setting and measurement, talent acquisition strategy and talent development plan needs to be well integrated into business strategy.
Talent acquisition, management, and retention provide the backbone for any successful organization. It is imperative that companies understand people are the most valuable resource they have and it requires proper management, effort, and support to maintain a vibrant workforce, it requires a dynamic "pipeline" of talent. So is your talent acquisition strategy well aligned with your business strategy?
The first step in Talent Acquisition process is to define what talent means to your company, division& department and individual roles. The question really is, how do you grow extra talent besides what's already in the market. This is an important starting point before you begin to identify and recruit talent. Not only skills and experience counts here but more importantly "DNA," the business culture, motivational drives, learning intelligence etc. Skills can be improved on via training while traits are very hard to change. Upper management must be on board in the process. If an upper management of an organization is not connected, the morale is low and it is hard to bring people into that atmosphere.
It is easier to attract talent than to find it, the challenge for organizations is to attempt to become an "employer of choice." It requires outreach and constantly being on the lookout for opportunities to raise your profile where it can be most productive. Building an inspiring employer brand is a huge challenge for most companies. Especially, because an enterprise cannot only be built through an interesting website but needs to be supported by happy employees and happy customers. Potential employees search for certain employers that meet their requirements. It's, therefore, important to correctly identify what kind of talent you need, what these potential employees are looking for in employment and probably brand yourself accordingly. The effective execution of an "employment brand" is a game-changer for recruiting and acquiring top talent in today's multi-generational workforce. So it is important for a company who injects an "employment brand/personality" into their recruiting messaging and efforts. An employer's brand stems from its internal company culture. Leveraging this in recruiting efforts is a great way to attract and retain top candidates.
Talent development is a continuous effort to groom the right talent for business’s long-term prosperity. Talent acquisition includes people and skills development, aligning people to organizational vision and values, succession planning, engagement and retention strategies through enlightened leadership and management practices. Employee development plan should be done with employees and not against them. It should also be clear how the company will invest in developing their human capital since the organization will benefit with long-term perspective significantly. It means sustainable and relevant skills that benefit the employees as well as the company they work for. The notion of “benefit to the employee,” is the essential starting point to engage employees in the greater "WHY" and the underlying motivation for engaging in an assessment process from the beginning.
From gap identification to goal setting and measurement, talent acquisition strategy and talent development plan needs to be well integrated into business strategy, and make a continuous journey of creating a strong business brand, attract, grow and manage talent more effectively.
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