Four Keys To Success For Finding the Right Talent

25 Apr

Find The Right TalentIn this second installment of a five part series, Mollie Lombardi, a research director for Aberdeen Group’s human capital management practice shares her views on finding the right talent. Mollie has surveyed and interviewed thousands of end-users to gain a better grasp of the key challenges facing human resources and talent management leaders. Mollie has an extensive background in writing and speaking about topics such as strategic talent management and employee engagement. If you’d like to learn more about Mollie you may read our first installment, Meet Mollie Lombardi.

A company’s ability to achieve its goals is heavily affected by its people—so sourcing, selecting, and onboarding quality employees is crucial.

Unfortunately, recruiting pressures are a struggle for many organizations. According to an Aberdeen Group report on talent acquisition, the most important recruiting pressures organizations are facing are the competition for top talent, shortages of key skills, and the growing realization that talent is what will drive growth.

So what can your organization do to improve hiring in this competitive market? Here are four strategies that will help boost your chances of finding, hiring, and retaining the talent that best fits your organization.

Map the needs

It’s important to understand the needs of your business. If you don’t know the skills, capabilities, knowledge, and characteristics your business requires, your talent acquisition efforts are doomed to fail. The Aberdeen Group report identified the most common strategy among Best-in-Class organizations: They improve their ability to identify talent most likely to succeed by defining core organizational competencies.

Empower the organization

Best-in-Class organizations are 72 percent more likely to say they have a culture in which everyone takes part in talent acquisition. Recruiters don’t just collaborate with hiring managers—every employee is deputized as an “employment brand ambassador” and is encouraged to send referrals, network, and recruit.

Manage risk by building talent pools

Critical roles within an organization are those that drive customer experience and revenue, and they require differentiated approaches for recruiting. Recruiters who build relationships with a strong pool of potential candidates long before job requisitions hit their desks are proactively managing risk for their business.

Integrate data to fine-tune the hiring engine

A top-performing talent acquisition strategy is not something that can be created once and then forgotten. Organizations must keep integrating performance data with sources of hiring and prehiring assessment data to help them fine-tune their hiring engine. Changes occur within a company, potential employees, and sourcing and recruiting technology, so there must be change in recruiting strategies.

Finding the right talent is hard work, but the payoff can be enormous. I often say that getting talent right is getting business right—and recruiting is the place to start when it comes to getting talent right.

 

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