The ‘right’ business with the ‘wrong’ people is unlikely to reach its full potential. This inherent need to effectively match talent to the relevant roles applies throughout every tier of a company’s hierarchy or structure. Indeed, a highly competent, qualified and talented workforce is essentially rudderless without strong leadership, a sense of direction and an overarching strategy steering it forward. 

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• While starting with ‘planning’ seems pretty obvious, it is often the case that too many companies approach talent management with a fire-fighting mindset. For all that CEOs talk about people being a company’s key asset, there is often more long term strategic planning around buying a piece of equipment than hiring people.
• Top talent will often have a minimum salary expectation, likely filtering out roles below a specific wage band. So taking this step is often viewed – quite literally – as the price to pay for securing high-calibre candidates.
• It sounds obvious, but organisations perceived as being great places to work attract talented individuals. How many companies talk about the day-to-day realities of life as an employee? Of course, there will always be a suspicion that this is good old propaganda on the part of the company but if the comments are genuine they will strike a chord with potential hires.
• In the quest to find the best new talent and draw them into the business, there can be a danger of undervaluing the importance of, and capital invested in, the existing workforce. The re-hiring process is time-consuming and expensive and having an unfilled gap in the personnel structure can seriously impact your business.
• Employees are such a vital part of the success or failure of a business that making them the best they can be should be a top priority. Training is critical; it’s about providing employees with the key skills needed to carry out their job successfully and should not be narrowly defined to mean just the basic skills.
  

It is not only finding the right people, but crucially how effectively they are managed within an overarching strategy that is key to success, driving growth and, ultimately, to ensuring the longevity of your organisation. 

Whatever your industry sector is, your size of business, your goals – We challenge you to not only read this whitepaper, but to work with your colleagues to consider the potential effects on your organisation.