Organisations that invest time & resources in the development of a ‘grow your own talent’ strategy achieve success through complete management buy-in & by underpinning the strategy using 3 core pillars – Recruitment, Onboarding & Development.
Pillar 1: Recruitment
As Harvard Business School put it, when it comes to recruiting new talent best practice is to ‘Hire for attitude& train for skill.’ Assuming this to be true, any ‘grow your own talent’ strategy must include a robust way to source & assess candidates with the best attitude.
Sourcing – one way to source new candidates is through specialist recruitment firms, such as Raw Talent Academy. Alternatively, this could be undertaken in-house by leveraging online job boards.
Assessing – equally as important to the sourcing phase is the assessment phase. Once again, specialist recruiter, Raw Talent has an industry leading assessment tool – SiD– that intelligently aligns to your organisation to find the most suitable candidates.
If you choose to assess in-house, a professionally developed & verified assessment programme is recommended for the range of assessment activities & questions required to ensure the individual possess the correct behaviours & competencies.
Pillar 2: Onboarding
The onboarding experience is critical in creating the right first impression for all new employees. For this to be successful, buy-in from across the organisation, including senior management is required.
A great onboarding experience includes the following:
– The physical environment – is it engaging & in-line with, or better than expected?
– The people (at all levels) – are they friendly, welcoming & in-line with, or better than, expected
– The processes – are they logical, efficient & easy to follow?
– The technology – young people expect to have access to the best technology as they are used to collaborating & communicating on digital platform
– The training – is it comprehensive & in-line with, or better than expected?
– The goals – are they clear, achievable & able to be met?
– The feedback – is it structured, forthcoming, & able to be acted upon?
By thinking of the onboarding process as an experience it opens a wider & more comprehensive discussion, that will ultimately lead to a much better & engaging onboarding programme, which in turn makes for happier employees & improved business results.
Pillar 3: Ongoing development – the role of the line manager
The third pillar builds on the onboarding phase by focusing on the effective & ongoing support of the individual employee to recognise:
– how they learn
– how they require feedback
– relevant encouragement & support
Each employee must be treated as an individual & provided with direction from their line manager, so ensuring line managers are equipped to fulfil this requirement in their role is a necessity. Using models such as G.R.O.W. & the 70/20/10 learning framework helps line managers become more effective at developing their teams.
The important thing is to leave nothing to chance. To find out more on the 3 core pillars for a successful ‘grow your own talent’ strategy request a copy of Raw Talent’s latest Whitepaper:
Why growing your own talent is a sustainable recruitment model
by completing this enquiry form
Raw Talent Academy – showcasing ability, nurturing success
Raw Talent Academy structures recruitment around abilities, behaviours and competencies, and we are truly passionate about getting recruitment right for organisations to get their future champions. To get the right people that match our partners’ profiles a rigorous assessment of the widest possible talent pool is undertaken whereby candidates’ motivations, desires and levels of commitment are established.
Passionate about challenging the norms of recruitment with the strong held belief that hiring off a CV is wrong, our recruitment is based around abilities, behaviours and competencies to get the best fit and investment for our partners.
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