The War for Talent has never been so fierce. Organisations that develop strategically aligned talent strategies, and the tools and templates that enable them to identify the right people for the right roles (both internally and externally) create a competitive advantage. We do this in a timely and cost effective way.
Attracting the right talent is becoming increasingly more competitive – and sophisticated. How do organisations know whether their adaptation is fast or effective enough? We look at what ahead-of-the-game sourcing strategies look like.
Every organisation has pivotal roles – individuals who often make an impact well beyond pay grade and tenure. These roles are increasingly complex which makes succession harder to plan and replacement an expensive and risky business.
Australia’s leading wagering, media and Keno operator, 3000 plus people, Tabcorp is an ASX 100 company and one of the world’s largest publicly listed gambling companies. How did it institute a new talent management strategy?
With a re-organisation announced, medical insurer Avant Mutual executed an insights raising intervention that helped the put the right executive in the right role. 12 months on, the client reports on outcomes and lessons learned.
Yes, there is. HFL Principal Consultant Maria Leske explains that while helping a client select external talent for a new role, the organisation was putting its significant investment at risk because it was failing to position the new hire for success.
Getting senior leaders involved in – nay, owning – the leadership development initiatives of their organisations is a great challenge for most L&D teams. Using a rapid success profiling methodology has enormous advantages.