Talent Lifecycle

Identify the gaps in your Talent Lifecycle across the following areas and create a roadmap of relevant changes required, prioritised by NEED vs WANT.

For example:

• EVP – Ensure you are selling your values, benefits and culture to potential candidates and the wider market

• Diversity & Inclusion (D&I) – look into wording of job specs, think about potential initiative to promote D&I

• Benefits & Perks – including any social mission involvement

For example:

• Hiring Review – assess how you attract and screen for top talent, ensure there is a candidate tracking and feedback system, examine your interview process and timelines to ensure you are maximising senior stakeholders’ time and keeping candidates engaged

• Recruiter Review - are you working with the most effective and best value recruitment partners: Could you benefit from Talent Acquisition expertise to improve your hiring and ROI

For example: 

Making their first day a ‘WOW’ experience by creating an informative & brand focussed welcome pack which could include a welcome box with: 

• Tech

• Gifts – Treats & Swag

• Digital Booklet including; info on local office area with hotspots to eat, drink etc, case studies, a lexicon of how you talk about things that may be alien to new starters, a FAQ to get them settled quicker

• Co-ordinated 2-week Induction & Training plan

For example: 

• Setting SMART OKRs / KPIs to develop individuals.  Everyone should have specific objectives & goals so it’s clear what they need to aim for in order to achieve success.  

For example:

• Growing individuals during their career with you to their potential will guarantee people stay engaged and motivated. This could be on the job mentoring, attending a training academy or reinventing your review / appraisal system including 360 degree feedback. 

For example:

• Creating Progression Pathways for each team and individual - knowing where you are going within your role, your team and the business is key to retaining your talent.

• Benchmarking Compensation & Benefits schemes to ensure they are fair and reflect at least the industry average. Including creating a Benefits & Reward Matrix.

For example:

• Create a seamless checklist and process.  Everyone should have a good ‘exit’ experience no matter what the circumstances.

• From receiving their resignation letter, communicating individuals departure to the business with a plan to off-boarding on all Company systems and everything in-between.