Creating A Talent Strategy – 5 Fundamental Steps - WalkWater Talent Advisors

Whether it was before the COVID-19 pandemic or after, every business has and will always be challenged to find the right talent for their company, in order to achieve long-term objectives. It certainly isn’t an easy task, especially when you have no strategy in place. A talent strategy is crucial for driving future success, just as much as any other strategy like marketing or financial strategies.

It revolves around developing, recruiting, and retaining the right candidates on the job, those most apt to fill the talent gaps. Having the right talent has become a huge concern, and if you’re going through the tide too, we’ll help you know the five basic fundamentals that you need to adopt if you’re looking to recruit the right talent for your organization. Or, you can always hire leading talent acquisition companies in India, one like WalkWater Talent Advisors, who know the ins and outs of the trade, and are well-versed with the right strategies to bring in the most fitting candidates for every kind of senior-level job.

Step 1 – Aligning the talent strategy with the current business strategy First and foremost, the kind of strategy should be decided upon, with an agreement between the CEO and CHRO. It should be clearly decided whether the strategy will be based on operational excellence, innovation, organic growth, customer intimacy, or any other aspect. Having such a clear decision in place lays the groundwork for every critical decision that needs to be taken for closing the talent gaps and strengthening organizational capabilities.

Step 2 – Identifying the structure and culture of the organization Depending upon the decision taken, the structure of the organizational operations need to be devised, and the culture to support the execution of a business strategy built. Adapting to every change and redesigning is of utmost importance in today’s times, thus rapid learning and embracement of new career demands need to be facilitated.

Step 3 – Identifying the most important job roles The most pivotal job roles that can alter the quality and quantity of talent should be thoroughly identified, such as top executives, marketing heads, key managers, and the like. Then, depending upon the industry, there could also be other key roles like artificial intelligence specialists, software developers, real estate analysts, etc. Every country, every city, and every industry has its own set of pivotal roles, which must be identified.

Step 4 – Defining success profiles with specificity Now that the talent pools are segmented based on the importance, the specific characteristics, skills, traits, competencies, experiences, and drivers need to be decided upon; those that are required for success in pivotal roles. Taking such a whole-person approach when recruiting candidates for such important positions creates the basis for improved talent management decisions. The success profile and employee value proposition should be aligned with specificity for pivotal roles.

Step 5 – Filling up the talent gaps Once all of the information is in place, every gap in pivotal talent pools should be identified, so that they can be progressively filled.

Implementing these five steps into your recruiting strategy can help build effective plans and execute business strategies with excellence.