Transforming talent acquisition
...in today’s environment centers on a process that ensures employee engagement, productivity and retention. The objective is connecting top talent with the right opportunity and inspiring talent through alignment with the company’s culture. Most of all, is understanding an empowered workforce’s desire for flexibility, creativity and purpose.
There are numerous talent acquisition methods that are practiced today, but many do not properly achieve the above stated objectives. Organizations need to conform to the rapidly changing business environments. Competing meaningfully for the best talent requires innovative ways of recruiting and onboarding. The means with which companies set the stage for individuals in new roles is imperative for the long-term success of each new hire. The journey to this success is accomplished through understanding organizational expectations and priorities, while creating and executing strategic recruiting plans. This is not about just sourcing, interviewing and hiring.
The first objective is to focus on Performance – Clearly identifying the performance expectation for the position and fully vetting the requirements with leadership prior to candidate sourcing. The sourcing plan has to be focused and consistent. The interview process is focused on the stated priorities and thoroughly evaluated by the leadership team. Clearly define what success looks like now and in the future.
The second objective is Integration – Concentrating on effectively integrating the new employee into their position and organization. This is accomplished through an onboarding process focused on the position priorities and integrating it effectively with related personnel. Utilize a professional onboarding coach and process for the first 90 days of employment. Onboarding significantly enhances the employee’s performance and retention
The recruiting process that is used within our organization and provided to our client companies is a proprietary process called "PIER" - Performance - Integration - Engagement -Retention; a proven process used to create a 100% opportunity for success.
The third objective is Engagement – Effectively integrating the employee into the organization and aligning their strengths with position objectives is essential. Continued development opportunities and positive communication lead to an engaged employee.
The fourth objective is Retention – The application of the previous steps prompts higher rates of retention. The cost of turnover is _50% of the position’s compensation. Companies that focus on retaining productive, engaged employees experience a higher ROI from their talent. Implementing ongoing career development and succession plans empowers employees. Transforming the company’s talent acquisition process to a comprehensive and cohesive plan will significantly improve employee retention.
To achieve the “PIER" objectives, we begin with the development of a Position Success Profile (PSP), identifying and vetting the priorities in the position for the new incumbent. Emphasize what success looks like in this role and pinpoint required backgrounds for candidates to ensure the required capabilities can be met. Attention to quality sourcing related to the PSP requirements is a priority through every stage of the process. Set up an interview process that focuses on the stated PSP priorities and cultural fit of the candidates. Create an environment in the interview to properly sell the position and organization to the candidates.
To manage this process effectively, our organization uses exclusive technology that implements dashboards and metrics that facilitate the process and evaluate the recruiting process. It is also essential that the right leader manages the overall process.
Properly executed, the following five steps are essential to Transforming the Talent Acquisition Process and achieving a 100% opportunity for success:
• Establish the Position Success ProfileSM(PSP)
• Effective Sourcing
• A Strategic Interview Process
• A Hiring Process that reinforces expectations and promotes opportunity
• A well-planned and executed Onboarding Program for the first 90 days