Here's how you can strategically think to acquire and retain talent.

Understanding the current team is key. How do they work together, what their preferences are? Once you establish that you can design assessments to support a successful hire based around key behaviours. Insights products are brilliant at this.

To attract and keep great employees, be open and clear during hiring, offer ongoing training and growth opportunities, and provide mental health support. Regular one-on-one talks with employees make them feel valued and heard, creating a strong and happy team.

Excellent point! Anticipatory Leadership is the name of the game. We have to be hiring the talent we will need in 2-5 years, today. John C. Maxwell says that the best leaders see more and they see before others. Getting ahead of the curve in Talent Wars is crucial. See where you want your firm to be in 5 years and hire talent that will be needed then. Trust me, they will contribute now because that is the nature of talent and you will have a clear growth track for them, this will help keep them engaged.

This is a very important point, and one that in turn is not always taken into account. In my experience, I have seen how new projects are proposed to reduce costs, raise sales rates, systematize processes, etc., and forget to include an analysis of the talent that will carry out these actions. They assume that people will accept the conditions of the positions, without researching or being advised on how the labor market is. And then they run into high turnover rates, or not reaching the proposed goals because they do not hire staff with the required seniority, and do not even think about retention issues or career plans. If you are managing a department or a project, include a human talent strategy in your plan.

¡Este es un punto muy importante!, y que a su vez no siempre es tomado en cuenta. En mi experiencia he visto cómo se plantean nuevos proyectos de reducción de costos, elevar índices de ventas, sistematizar procesos, etc., y olvidan incluir un análisis del talento que realizará dichas acciones. Asumen que las personas aceptarán las condiciones de los puestos, sin investigar o asesorarse de cómo está el mercado laboral. Y luego se topan con altos índices de rotación, o bien, no llegando a las metas propuestas por no contratar al personal con el seniority requerido, y ni pensar en temas de retención o planes de carrera. Si estás dirigiendo un departamento o un proyecto, incluye dentro de tu plan, una estrategia de talento humano.

Acquiring top talent corelates on the strength of your employer brand. This brand differentiates you from competitors and effectively communicates your company's values to potential candidates. Your brand should reflect a culture dedicated to innovation, diversity, and professional growth. Optimizing social media for job postings, and networking events to demonstrate uniqueness of the company. It will attract a wider range of candidates and ability to connect with your company's culture and values. It boosts the chances of new hires staying long-term, promoting stability and growth within your team. Moreover, a strong employer brand can boost employee engagement and satisfaction, reinforcing your reputation as a great place to work.

Justamente estamos trabajando nuestro Employer Branding, por lo que puedo decir con seguridad que para poder atraer el talento que necesitamos es comunicar con coherencia y veracidad qué es lo que se va a encontrar cuando la persona se incorpore. Debemos trabajar de manera profesional, qué nos define, para que las personas que se incorporen se sientan alineados con nuestros valores y con el propósito de nuestra compañía. Un modo útil para mostrar cómo somos y quiénes somos, es mostrando a nuestra plantilla en redes como LinkedIn y trabajar con ellos un Programa de Embajadores de Marca.

Encourage your existing employees to refer qualified candidates for open positions within the organization. Employee referrals often result in higher-quality hires and can help expand your talent pool

I disagree, the brand isn't that important and if it was, smaller firms or startups would almost never win the Talent Wars. Culture is the most important aspect, it is what gives talent something that they want to belong to, a community and ethos that appeals to them. I also disagree with some of the values that this article suggests for culture. For example, why isn't performance a fundamental value? Talent are notorious for benchmarking and nothing will disengage them faster than a work environment that doesn't reward performance. Lastly, the culture provides the foundation for the community that will develop. This community is what makes Talent become your very own brand ambassadors as they virally market your organization.

Tener una marca empleadora sólida puede hacer la diferencia en la cantidad y calidad de candidatos que aplicarán a una de tus vacante. Es algo que debe construirse día a día dentro de la organización y comunicarse adecuadamente tanto fuera cómo de forma interna. Siempre es posible acceder a buen talento, pero tendrás que invertir en más publicidad para que tu vacante llegue al talento objetivo y vender bien tu propuesta al momento de contactarlos.

Después de llevar 19 años captando talento, puedo garantizar que la comunicación de cómo a el proceso, pasos, etc. es vital para optimizar la contratación. Cuando entramos en contacto con candidaturas, debemos transmitirles cuáles son los diferentes pasos en los que se verá inmersa y cuándo podrá contar con que le daremos feedback. A su vez, es importante que sienta que las personas que le entrevistan son personas decisorias y que le ayuda a conocer más en profundidad nuestra compañía. Si cuidamos el proceso de selección y mantenemos informadas a las personas que participan; incluso sin ser la persona seleccionada, tendrá una valoración positiva del proceso.

The hiring team should commit to delivering an exceptional candidate experience as this reflects the organisational culture. Four key things to note: 1. Initiate each interview with an icebreaker to foster a relaxed atmosphere and alleviate candidate nervousness 2. Approach interviews as opportunities for mutual discovery. 3. Encourage candidates to delve into their experiences, providing insights into how they can contribute to the organisation's success. 4. Ask probing questions as needed to gain a comprehensive understanding of how their strengths align with team objectives and organisational goals.

Highlight the significance of providing a positive candidate experience throughout the hiring process. This includes timely communication, transparency regarding expectations and timelines, and personalized interactions that demonstrate respect for candidates' time and efforts. 🚀

To optimize your hiring process, incorporate technology to enhance efficiency and candidate experience. Utilize applicant tracking systems (ATS) to streamline resume screening and scheduling interviews. Implement AI-driven tools to assess candidates’ soft skills and cultural fit through behavioral and situational analysis. Ensure transparency throughout the hiring process by maintaining clear and consistent communication with candidates, providing timely feedback, and setting realistic expectations. Additionally, gather feedback from new hires and interviewees to continuously refine your hiring process.

El proceso de contratación incluye mucha emocionalidad de parte del candidato y del líder que contrata. Es importante que cómo equipo de adquisición de talento sepamos cuidar ambas experiencias, haciendo del proceso algo humano. Si nos conectamos con la persona, conoceremos mejor al profesional que lleva dentro. Un buen proceso de reclutamiento y selección es clave, no sólo para encontrar talento, sino para seguir posicionando la marca empleadora y por supuesto ayudar a la organización a cubrir en tiempo y con la mejor calidad las vacantes.

Investing in the talent of our organization is never a loss. It’s a way to show our employees that we care about their growth and development. By providing opportunities for continues learning and skill advancement, we demonstrate a vote of confidence in their potential. This approach not only benefits individuals by fostering their professional growth, but also strengthens the organization as a whole through a more skilled and knowledgeable workforce.

Ser estrátegicos con el desarrollo del talento puede ser un diferenciador importante para tu organización. Hay muchos profesionales que cambian de empresa o puesto en búsqueda de mayor participación en proyectos, que los ayuden a desarrollarse, en ocasiones pueden llegar a aceptar menor salario si se les garantiza dicha exposición en temas de su interés. Si lo que buscas es retener talento, éste es un excelente camino a transitar, el saber que tu líder y tu empresa se preocupa por tu crecimiento y te da opciones claras para alcanzar el siguiente nivel profesional es un potente motivador y fidelizador

Currently most of the organizations are trying to develop the in house capabilities this helps reducing the cost as well as giving opportunities to talent available within organizations ..this helps employees to understand the growth path for themselves as well as value they are bringing on table

Offer advice on nurturing an atmosphere of open communication wherein employees feel at ease expressing their thoughts, worries, and input without apprehension of reprisal. This might entail organizing periodic town hall gatherings, instituting confidential communication platforms for delicate subjects, or forming arenas for interdepartmental collaboration and knowledge exchange. ☀️

Employee engagement is key component in a successful project , so this should be taken on top most priority , this keeps employees motivated with respect to work they are doing and the value addition , open culture and diversity is essential too

Establecer indicadores es cómo tener un mapa que nos guía a dónde queremos llegar, nos dice cuándo nos salimos de la ruta trazada y si el desvío es más eficiente o no. Saber establecer mediciones puede llevar a tu equipo y organización al éxito. Es importante establecerlas de forma clara y alcanzable, y alineadas a las metas de la organización. En mi experiencia al equipo de reclutamiento y selección, suele exigirsele mayor cantidad de contrataciones en menor tiempo, lo cuál puede ser útil para ciertos giros de negocio y tipos de plaza, sin embargo, no siempre es bueno apresurar una contratación si de está resultará una pronta desvinculación. Define que deseas alcanzar y luego crea KPIs que te guíen a lograrlo y tener éxito.

Without measuring criteria it’s difficult to determine the exact value add, so need to have parameters like DOT , cost of hiring, offer to join ratios etc these are some basic but important factors to look into.

The interesting thing that I have found in my research is that the number one factor in Talent is engagement and by that I mean the energy, loyalty, and focus that the Talent have to and for the firm. This only comes when they are in sync with the culture of the firm. That is when you can get the real multiplier effect of Talent at work.