HR pros are always looking for effective ways to accomplish their organization’s talent management strategies. The problem is finding the time to plan and implement a strategy while keeping up with daily administrative tasks.
A smart talent strategy is critical for any organization. The key is to determine where your organization has needs and to find creative ways to address them.
If you don’t have enough of the right employees; if you’re scaring them away during the interview, or if they don’t stick around for very long, then the strategies of other departments such as sales, marketing and technology are likely to falter as well.
So how can HR find smart ways to work tactical execution into its daily tasks? Sometimes one small, but brilliant, idea can have years of valuable returns or can even save a sinking ship.
HR pros can incorporate strategic tactics into everyday processes, whether it’s posting jobs, interviewing candidates or onboarding new employees. For instance, recognition tools are important and can change the way your companies function. Simple gestures such as saying “thank you” can have an enormous impact on employee morale, engagement and retention. (When was the last time you sincerely thanked an employee?)
Technology and new generations in the workforce are constantly transforming the workplace. Talent strategies in 2015 and beyond must be nimble and flexible, and HR professionals must be ready to respond to rapid changes in technology and trends.
In her blog “10 Things to Reinvent Your Talent Acquisition Strategy,” Nisha Raghavan, co-host of the online DriveThruHR radio show, highlights the many different ways that HR crafts a winning talent acquisition strategy to attract – and keep -- the best employees.
How will you incorporate innovative and time-saving ideas into your daily schedule to accomplish your talent strategy in 2015?
Please join @weknownext at 3 p.m. ET on January 28 for #Nextchat with special guest Nisha Raghavan @theHRBuddy. We'll chat about HR strategy and tactics for 2015 and beyond.
Q1. Employees are the front line of your organization’s employer-branding campaign. How can HR assist them?
Q2. What are some innovative ways HR can create (or re-create) a career site to dazzle job seekers?
Q3. How do you ensure that you’re getting candidates that fit your culture before they arrive for the interview?
Q4. What are the little things that can greatly improve the candidate experience?
Q5. What are some innovative ways that HR can refresh a stale onboarding program?
Q6. What activities have the most impact when it comes to providing a better employment experience?
Q7. What novel benefits strategies can you initiate to help attract and retain the very best employees?
Q8. What are you doing to build better relationships and communication with job candidates and employees?
Q9. What are some simple recognition tools that have enormous impact?