Texas Business Radio Interview: Sheryl Dawson on Talent Imperatives for Business Results!
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Nervous about Filling Your Talent Pipeline?
Are you getting nervous about how to fill your talent pipeline during the next few years? If you said no, you may want to consider the cold hard facts of what we are facing. According to the Pew Research Center, 10,000 baby boomers will reach retirement age every day from now through 2030. In addition, staggering statistics abound; 50% of U.S. government workers are eligible to retire and 55% of registered nurses can be expected to retire between now and 2020.
While unemployment remains high, finding skilled workers to fill open positions is among the top challenges in virtually every organization. As the economy improves, top talent will have more choices and attrition will accelerate. In addition, “X” and “Y” generation leaders will require us to evaluate our approach to career progression/options, work-life balance and global factors. This, along with strategic uncertainty, the impact of social media and data overload, and the increasing velocity of business, indicates mounting people challenges ahead for businesses large and small.
A Good Weapon to Use in the War for Talent
A Good Weapon to Use in the War for Talent
Companies today are constantly in a war for talent. Identifying the right targets and having the ability to capture them is essential to winning. We are looking for the innovative leaders of tomorrow and the competition is stiff.
Gone are the days of high unemployment and applicants banging down your door just to get an application. Job boards and matching sites are furiously searching for qualified candidates to post their resumes. Companies are competing against each other to find and attract good candidates.
It is imperative for hiring managers and recruiters to fully understand what truly appeals to the candidates in order to attract and retain the best people.
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Keep Your “Keepers” with Behavioral Assessment
Is your Board and executive team developing human capital strategies to gain competitive advantage and accelerate their business goals? Is your organization seeking new ways to positively impact engagement and retention? If so, they are not alone! Deloitte Consulting and Bersin identifies three primary areas of strategic focus in their Global Human Capital Trends report: Lead & Develop, Attract and Engage, and Transform and Reinvent. Among these strategic trends, leadership, retention and engagement, talent acquisition and reskilling HR were the top urgent needs to support business priorities and goals. Additional research by Aberdeen Group of Best-in-Class organizations demonstrates that top performing organizations, successfully utilize behavioral assessment as an enabler in each of the strategic talent needs.
Is improving engagement and retention a top priority in your organization? An assessment system that facilitates better hiring and promotion decisions at every level and enables leaders to more effectively onboard, coach and mentor their employees can dramatically impact your results. At the same time, preparing your talent to advance requires effective behavioral assessment. Now one system can meet each of these crucial needs.
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