Recruitment fails without sustainable Talent Strategy

With the Global Economy taking a turn, business around the world has been passing through strategic changes and transformation. The emergence of Digital era over years has forced companies to be very careful not only for digital adoption but also to adopt SMART strategies for Talent evaluation, Fitment and acquisition. Moreover, the economic imbalance over last decade has forced companies to reduce their overheads and surplus manpower. Companies have been very careful in recruiting proficient talents with progressive attitude & positive mind set.

The Digital intervention has been transforming technology & process day by day. In the rapidly changing digital age, identifying, motivating and retaining competent human resource has been most difficult and critical task worldwide.

Digital Adoption is incomplete without Proficient Talents 

Many well established and process oriented companies suffer from technology failure in spite of adopting sophisticated technologies and Digital solutions because the people are not proficient in adopting, maintaining & applying new technology. The most challenging task in digital adoption is to have proficient employees to evaluate, execute and maintain the digital solutions.

“Digital adoption means achieving a state in which users gain the digital ability to use digital tools as they are intended and to the fullest extent. Technology (Hardware or software) adoption is a part of digital adoption process. Digital adoption has a wider scope. It refers to adoption & implementation of  Digital technology.”

Changing Trend of employment Market

In the changing digital age employment market is no more an employers’ market. Day by day it is turning into Employees’ Market. In the age of transformation, the availability of tech proficient employees is very less in line with the growing demand, who are upgrading their talent continuously at par with the technology change and the changing needs of the customers. Good talents are very selective & calculative in choosing an employment opportunities. The emergence of social medias like Glass door, LinkedIn and Facebook have made easy to evaluate employee friendly & growth oriented Organization.

Changing perspective of Talent acquisition

In the contemporary Talent Acquisition process, most companies focus on only evaluating candidature rather attracting effective talents. Companies invest highly in framing assessment techniques, strengthening evaluation process, creating assessment center & retaining costly consultants. Even after giving promising role with exiting remunerations & attractive perks candidates refuse to join organizations. This is because, organization cannot create career attraction for a proficient candidates. Organization has to be proactive in adopting work culture transformation, effective employee engagement strategies, employee loyalty program, learning & growth oriented work culture to prove as good place to work. The conventional authoritative hierarchical structure, strict supervision mechanism & boss driven work process are not going to supplement the productivity and profitability in the growing digital age.

The digital transformation has redefined the role of management in 4th Industrial Revolution. The new age focus has shifted from controlling & managing to facilitating, inspiring and encouraging talents. Organizations need to transform the entire people process to attract new talents.  

Why Employee joins organization?

We need to understand why a candidate joins and organization. An employee joins organization to fulfil his career aspirations. If the organization fails to fulfil the aspiration of candidate, organization cannot grow as per its expectations. The most talented resources in Artificial Intelligence, Machine learning, Advance computing, Block chain and other competitive tech platforms prefer to work as a freelancer rather than sticking to an organization in the long run. This indicates organizations are not well equipped to attract and retain competitive talents.

Organization needs to be proactive in designing a promising job role, developing productive work culture and devising employee growth strategy before hiring talents. Employer Branding plays pivotal role in attracting talents.

How to attract Proficient Talents?

Organizational Awareness

Organization must conduct organizational awareness program before evaluating candidate in the interview. The upcoming leading companies give presentation about Organization, structure, Work culture, Business Process, technology, Growth Prospects, Employee engagement, motivation, Value proposition & Succession. Open work culture, Learning prospects, Employee Growth, Attractive pay package etc. attract proficient talents.

Competitive Talent Strategy 

A warm welcome through structured onboarding of new joinees with role clarity & Goal clarity, transparent reporting system, open work culture, Open & supportive learning experience, & engagement activities attract sustainable talent in the organization.

Open Work Culture

New generation employee doesn’t want to work from 9 to 5. They like to work in flexi timing. Workplace must appeal to modern generations seeking work-life balance, seamless technology and inspiring employees to perform. Startups & technology companies have introduced (BYOD) Bring Your Own Device to meet the expectation of new generation. “When the working atmosphere, human behavior & technologies are leveraged to create fun, flexibility, supportive & collaborative environments that foster human morale & enable a variety of work styles.”

Cross Functional Learning

New age employee wants to learn and grow faster. The emergence of digital technology has made learning faster ever than before. People in organization wants to discuss and solve the work related problems by talking in the peer groups in social media. They want to understand the core business and like to take active part in it.

Less Supervision

Conventional offices were built to ensure strict supervision. This is because managers were taught that supervision increases quality & productivity. People used to sit in cubicles or enclosed workstations were not allowed to discuss, gossip or see each other which used to be considered as wastage of time. The focus has in digital age has dramatically changed. Degree of Management & supervision has come down drastically in the digital age.” According to a work life fit study 90%of employees feel their managers trust them to get their job from anywhere.” The concern should not be from where & how people are working .The leaders of digital era will focus on employee objective to determine business success. CXOs to focus on developing employee morale and encourage them with strategic focus by which employee will deliver qualitative result which will directly co-relate to business outcomes.

Performance Based Rewards & Recognition

The new generation employee wants performance based rewards. Conventional methods (bureaucratic model) of increment has been obsolete. Performance Linked incentive & Performance based recognition attract the talents to join and sustain in the organization.

Employee Value Proposition

“Employee Value Proposition (EVP) is the balance of the rewards and benefits that are received by employees in return for their performance at the workplace. Employee Value Proposition (EVP) as a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization”.

“The EVP is an employee-centered approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audience. An EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention.”

The conventional organizations need to understand the changing dynamics of people process. In the digital age, The Role of Management has been redefined. “We now live in a world where physical presence is optional, lines between work and life are increasingly blurred by tech, and flexi schedules are viewed by employees as a right, not a perk,” says Cornerstone On Demand CEO Adam Miller. “Employers who empower their people to get their work done in the best ways possible are best positioned to attract and retain top talent. Fortunately, cloud and mobile tech is making it easier to intertwine physical and virtual work spaces in ways that still encourage collaboration and connectivity.”

?