Talent Acquisition
A people-first approach for strategic talent acquisition.
Strategic talent acquisition in the post-pandemic world means taking a people-first approach. By putting people first, processes and technology become part of the solution. This leaves vital decision-making and other strategic considerations to the people at the center of your organization, and this approach makes all the difference during times of challenge and uncertainty.
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Innovate hiring by putting people first
When your starting point focuses on people, you can create better experiences for everyone involved in the hiring process candidates, hiring managers and talent acquisition professionals alike.
Taking a strategic approach to workforce planning
Strategic talent acquisition is all about getting closer to the business itself. Planning effectively in times of constant change takes more than a purely reactive approach. You have to connect with the wider organization, understand core business goals and talent objectives, and anticipate future needs that will impact the course of events down the road.
Truly strategic organizations don’t treat talent acquisition like a transactional process — instead, they provide hiring managers with insights about the talent market in real time.
Many organizations are also utilizing state-of-the-art workforce planning tools with predictive analytics to anticipate supply and demand, which significantly reduces forecast error rates.
Ask a few key questions to determine whether your hiring process is aligned with a people-first approach:
- Has every stage of the candidate journey been designed with the candidate in mind?
- Where could you make the talent acquisition process simpler?
- How can the talent acquisition process be faster and fairer? More engaging and intuitive?
Then, use the below tactics to align your strategic talent acquisition processes.
Organizations are using a variety of methods and tactics to make strategic talent acquisition a more people-first process.
Putting people first means ensuring objectivity and removing unconscious bias during the candidate assessment process. Not only does this approach give candidates a fairer chance of being selected, but it also means hiring managers are more likely to secure the best talent for a particular role.
In addition to being strategic and innovative in the talent acquisition process, it’s also critical to be agile in uncertain times like the present. Agility in this context can refer to two different areas first, having an agile and responsive talent acquisition machine, and second, acquiring talent in a way that enables the business to be more agile.
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Focus more on skills, not roles
Technology also plays a key role in strategic talent acquisition by comparing candidates’ skills to those of peers or other companies. Equipped with this information, your team can make more highly informed decisions about whether to build out or hire the talent you need. It can even help identify and address other needs like the best possible locations for new offices, production plants and innovation hubs.
Today’s organizations are under increasing pressure to upskill and reskill in response to business change. Skills like adaptability, empathy and collaboration are in high demand and your talent acquisition team can better predict what skills will help deliver on your business strategy, identify gaps in the workforce, and create a plan to secure the right talent.
The future of strategic talent acquisition
We’ve seen how technology has a key role to play in a people-first approach to strategic talent acquisition. The result is more informed business decisions, better experiences for candidates and recruiters, and a more secure future for your organization.
It’s all about doing more with less in the face of post-pandemic uncertainty, tighter budgets and a more competitive job market. Organizations that look beyond roles and titles and think more broadly about people and skills will be much better positioned to attract and retain in-demand talent in the months and years to come.
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Why Partner with Us
We determine the leadership they have
and the leadership they need, and close
the gap between the two.
Meet your new competitive advantage
Why limit yourself to traditional sources of talent—existing staff, big consulting firms, or your personal network? Resource better, faster, more flexibly, and at the best market prices by accessing our Talent Pool of high-end candidates and executives. Overcome resource limitations, complete critical projects, and enhance business performance with on-demand talent for your ogranisation.
Top Talent
Our expertise in talent management and acquisition enables you want to flex your team, reduce consulting spend, place an interim C-suite executive, or access in-demand skills or expertise, get top business minds with experience in the industries, functions, and capabilities you need.
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Whether you’re launching a new product or re-evaluating your portfolio, our on-demand strategy consultants will help you establish a roadmap for success. With classical training from the big firms and on-the-ground operating experience, they’ve got the skills strategy leaders need to move fast and make smart decisions.
We Work With You to Achieve
Executive transitions are pivot points in an organisations lifecycle and the right leader can dramatically alter the trajectory of your business. With the stakes so high, we know it’s not enough to identify someone with the right experience it also needs the right candidate that also has the ability to fit the culture and the influence to rally the business around their vision.