Your talent matters.
If you want to stay competitive and both attract and retain high performers, you need the right tools and resources.
And the right information to make informed strategic decisions.
I love combining statistical insights and data with behavioral analyses to provide the best talent solutions for my clients.
Knowing what to ask is the first step when considering how to attract and retain the best of the best.
I submit that everyone has a role, responsibility, and obligation in attracting and retaining great talent.
Have your Executive Leadership Team answer these questions – as a group – to determine your current and future talent strategy.
- How can my organization strategize to stay ahead of other companies in this [seemingly] never-ending war for talent?
- Which new skills and role requirements should we be planning for within each business unit – especially in those segments are transformational? Consider: Empathy is not just a soft skill – it’s a business skill that every leader must have.
- Given the permanent shift to hybrid and remote work, how should we be thinking about our organization’s evolving location strategy?
- How can we set achievable DEIB goals, expand into diverse candidate pools, and embrace a culture of belonging?
- My organization will be expanding or contracting in certain markets. How will these changes impact talent decisions?
Is your organization being intentional and strategic with its talent plan?
If you’re not, believe me that your competition is.