Decades ago, it was easy to assume that a company’s talent needs wouldn’t change from year to year. Today, that’s no longer the case, with a growing number of companies reinventing themselves to leverage digital technologies to compete for the best talent. Even those that haven’t transformed are taking steps to review their processes of talent acquisition.
Identifying tomorrow’s talent, today
Finding staff members who have the right skills, experience and expertise for a reinvented company is very important. Aligning the plan for talent with the future goals and vision of senior leadership increases an organization’s overall success rate.
Members of HR and talent acquisition should start asking themselves, and the C-suite, some questions:
- What will the company look like in one, five, 10 or even 85 years?
- Who will our leaders be?
- How will our business needs change?
- Where are the gaps?
- Compensation
- Benefits
- Succession planning, etc.
- How will tomorrow’s top talent differ from today’s perfect candidate?
These are all pertinent questions that give HR and talent acquisition its marching orders for identifying a specific type of new talent: smart people who are agile, flexible and adaptable. Not coincidentally, these are traits similar to today’s most nimble and successful businesses.
Although most businesses want “hotshots” who can aggressively climb the corporate ladder, HR and talent acquisition executives may be served just as well by working with the C-suite’s vision to identify the talent to execute that vision.
