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

1
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 isnt 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
youre going through the tide too, well help you
know the five basic fundamentals that you need
to adopt if youre 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.
2
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
todays 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.
3
Implementing these five steps into your
recruiting strategy can help build effective
plans and execute business strategies with
excellence.