The Need for Faster Action to Acquire Talent in a World of High-Speed Change

Often the process of getting the right people employed into the right jobs at the right time to achieve operational objectives has lagged behind because the yearly budget process gets finalized too late.

Context

First line and mid level managers face unprecedented pressures in running their operations. The last 3 years severe economic trading conditions have seen the numbers of managers reduced and yet the workload – to keep business on target – has increased. Hiring new people at any time of the year is a time consuming activity. Pressure of immediate work means that time spent on longer range planning is inevitably reduced. In fact when under such pressure of short-term deadlines any kind of creative thinking is a far more difficult skill to practice.

A more dynamic response to this situation is required, with a “long range” approach to hiring. We can consider this in two distinct phases:

Phase 1: Identification of the needs 

1. Elicit through a proven methodology the ideal personal profiles (track record, skills & knowledge) for new job roles in support of new products, solutions, services and markets.
2. Optimise/benchmark existing employees to map into the new business plan requirements. A high level view can then be followed by a more detailed assessment if required.
3. Gap Analysis to identify the profiles not matched by the existing resources and define the consequent recruiting priorities.
4. Construction of employer a Value Proposition and Labor-go-to-market model designed to attract the top performers and most qualified executives.
5. Business analysis of key competitors’ capabilities and organisation delivers a go-to-market benchmark.

A key element of such a methodology is a workshop involving Line and HR Managers that efficiently addresses the above items.

    Phase 2: Effective hiring process

1. Search, interview and short list candidates more rapidly and with detailed insight knowing where to find the right people and making a compelling first approach.
2. FastStart – support the on boarding process with first 90 days plans to reduce the time taken to a net return from the newly hired people
3. Coach & train – the leadership team and key contributors with the skills required to deliver the new business plan objectives

Managers today are more likely to have a few moments between meetings, possibly at an airport, to use their mobile device to keep updated.

New cloud-based systems can accomplish this requirement of managers for a fast online update. Precise tracking and status of candidates can be done in seconds and where needed CV / Resumes can be viewed for comments and feedback.

Using such an approach raises the probability of business plans being achieved and reduces the pressure on the second half results. In today’s fast moving trading environment those businesses that act quickly to get the right talent on board at the right time will have a clear advantage over those that wait until every aspect of planning is completed – by then it is already too late!

https://www.hightechpartners.net/index.php/point-of-view/11-point-of-view/135-the-need-for-faster-action-to-acquire-talent-in-a-world-of-high-speedchange