Lack of talent?
One in four CEOs has told us they have been unable to pursue a market opportunity or have had to cancel or delay a strategic initiative because of lack of talent. One in three is concerned that skills shortages impact their company’s ability to innovate effectively. HR struggles to provide the real value of data to its senior management and, in this day and age, that’s not acceptable.
Identifying the right talent
It’s helpful to isolate skills gaps and identify the pivotal jobs that drive exponential value. You can mine employee engagement data for greater insight, for example by allocating a retention score for each employee and measuring the probability that they will leave in the next year. Identify the barriers to high performance within specific groups of employees and focus on the direct market-facing impact employee engagement has on measures of business performance, such as customer satisfaction.
Be effective at succession planning. Push this much further down into the organisation so you can identify the talented managers early and develop them. Create and use mobility programs that can flex to business needs, such as short-term assignments which can address skills shortages but also provide excellent developmental opportunities.
Effective on-boarding process
Ensure everyone knows what the values are and the behaviours they translate into, and give managers specific interview training so they can probe in the right areas. Track the application and interview process beyond the point of hiring. If something goes wrong, and that person leaves, ensure you have the data to be able to properly investigate how and where the process