Talent Strategy – a must for business now and for the future

Talent Strategy – a must for business now and for the future

One of the things that still baffles me in today’s market is the disconnect between CEO’s listing Talent as their number one pain point and priority and the lack of directional strategy advice being fed into them.

Talent is important – fact. Top Talent shortage is an issue and a major commercial inhibitor and yet in the vast majority of businesses it is not incorporated into the business strategy. Marketing, and Finance have strategies intrinsically linked to the business strategy but HR is rarely included and Talent (in its own right) next to never. If you spoke to a business leader and asked them to exclude Marketing and Finance from the business strategy they would tell you it’s impossible. This is where we need to get to if businesses are going to make the right decisions with regards to Talent. Talent leadership needs a seat at the table and I don’t mean HR, I mean Talent.

Any Talent strategy these days needs to consider two things 1) an exceptional acquisition model where the employment brand is strong and central to all other actions and 2) engagement that is fueled by meaningful development. If you don’t up-skill current staff you will need to find more new staff!

The other side to this coin you must consider is what Talent itself thinks. This shouldn’t be too difficult; after all you are not always the client. You yourself are the Talent too! Recessions, layoffs, boom and bust economics are a reality and people are always looking at their opportunities and risks. Things are not long term. Stability is rare. People will therefore always be considering how to get ahead and loyalty can never be one sided. The strategy must be honest about this and implement solutions around this. All ideas must be built around values true to the organisation and can cover initiatives such as flexibility, development, employment brand and engagement.

If attracting and retaining the best Talent is a serious ambition of your company then it must have a serious place in the wider business strategy, the leadership team, and the communications piece. Without these there will be no top talent, and no chance of competing in the business environment of the coming years.

If you wish to discuss your Talent strategy with us, please do not hesitate in contacting us and have a great half year ahead!

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About Rob Fanshawe

Currently MD, Asia for Xpand Group, living in Singapore with his wife and dog (golden retriever), his passion in life is simple, “people”. He loves everything to do with meeting and understanding them to helping them and businesses realise their potential through the resulting positive connections.

2 Responses to “Talent Strategy – a must for business now and for the future”

  1. Business does not hire top quality talent. They hire charisma which is not talent. Sometime they hire leadership, also not talent. Talent is intelligence and mental abilities. The best talent only has an emotional attachment to the correct decisions. Nothing else matters. These are people that the rest of the work wants to hold back. Why? Because talent shows them just how ordinary they are.

  2. Whilst I appreciate your comment, the point of my post is that Business needs a Talent strategy to acquire and retain top Talent. What Talent is to each business is definable only by that business and it’s own unique Talent needs. Top Talent is the most able and effective people providing the best results / outcomes available for any particular function in any particular business.

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