Talent Strategy – a must for business now and for the future

Talent Strategy – a must for business now and for the future

One of the things that still baffles me in today’s market is the disconnect between CEO’s listing Talent as their number one pain point and priority and the lack of directional strategy advice being fed into them.

Talent is important – fact. Top Talent shortage is an issue and a major commercial inhibitor and yet in the vast majority of businesses it is not incorporated into the business strategy. Marketing, and Finance have strategies intrinsically linked to the business strategy but HR is rarely included and Talent (in its own right) next to never. If you spoke to a business leader and asked them to exclude Marketing and Finance from the business strategy they would tell you it’s impossible. This is where we need to get to if businesses are going to make the right decisions with regards to Talent. Talent leadership needs a seat at the table and I don’t mean HR, I mean Talent.

Any Talent strategy these days needs to consider two things 1) an exceptional acquisition model where the employment brand is strong and central to all other actions and 2) engagement that is fueled by meaningful development. If you don’t up-skill current staff you will need to find more new staff!

The other side to this coin you must consider is what Talent itself thinks. This shouldn’t be too difficult; after all you are not always the client. You yourself are the Talent too! Recessions, layoffs, boom and bust economics are a reality and people are always looking at their opportunities and risks. Things are not long term. Stability is rare. People will therefore always be considering how to get ahead and loyalty can never be one sided. The strategy must be honest about this and implement solutions around this. All ideas must be built around values true to the organisation and can cover initiatives such as flexibility, development, employment brand and engagement.

If attracting and retaining the best Talent is a serious ambition of your company then it must have a serious place in the wider business strategy, the leadership team, and the communications piece. Without these there will be no top talent, and no chance of competing in the business environment of the coming years.

If you wish to discuss your Talent strategy with us, please do not hesitate in contacting us and have a great half year ahead!

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Take Stock of your Talent

Take Stock.

It’s that time of year, most of us are either half way through or just starting a new one, but either way it’s a point at which we need to review the last 6 months against expectations and align our plans for the coming half year:

  • How’s it gone? Where could we have done better? Why did things go wrong? Where will we focus moving forward and how will we get there?

These are questions we need to ask ourselves as individuals, team players and as a company as a whole. As a leader I know how important it is to get all these aspects aligned. However, there is no more important single element than plans around your Talent. This is a very simple reality. Without engaged, motivated, and well equipped (in all sense of the word) employees, you will not have achieved much and I guarantee you will not be able to go anywhere fast.

We operate a ROWE which means we measure Results. This is a good thing for our clients (companies and candidates alike) and our employees, as it means we are not waylaid by ridiculous internal KPIs but only the focus of achievement for customers. To make this a reality though it incorporates 2 things. 1 – a quarterly review of achievements against those results measurements (financial, growth, teamwork, quality ratios, customer satisfaction – you will hear from us soon if you are a customer!) and then re-alignment for improvement and 2 – a bi-annual review in which we assess the bigger picture such as strategy, plans, careers, clients etc, and again re-align and strive to improve.

Whatever culture and system you have in place, it is imperative you take stock of your company Talent in all the business reviewing and planning you do. What are people feeling, achieving, wanting to achieve and think they can achieve. Align this to all the other goals  and my advice is you are clear about its communication, you inspect what you expect, and you focus on results in all aspects of the business, both retrospectively and in looking forward.

The most important factor is that this is done regularly, especially in these times of ‘change’. Business is moving so fast these days that to keep ahead, or at least with the game, you need to constantly be assessing where you have been, where you are now, and where you need to be in the coming period. I recently read a great article on Targus that highlights this business reality. The  MD saw the importance of HR strategies required to adapt to business change and utilised this to turn round their competitive offering in a fast changing environment http://tinyurl.com/3o32qsj

I look forward to hearing back your comments on our service over the last 6 months and any improvements we can make. I also look forward to hearing about your plans for Talent over the coming half year and how we can help you achieve your growth or plans.