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Talent Acquistion: 4-Part Solution To Talent Success, Happiness And Longevity

Organizational Culture, Workplace Fit

Finding top talent that sticks tends to be one of the biggest struggles among companies, large and small. The quantity is seemingly there, but the quality of the fit is what’s lacking. More often than not, who you think is a great hire is finding their way to the exit door in about as much time as it took to fill out their paperwork and complete training through HR. What’s the cost? Well, typically, the cost is loss of cold hard cash, production time and positive momentum.

If you simply measure skills to job description when hiring you can find an abundance of matches, but time is proving that this short-sided approach is failing in the long run. In today’s fast paced tech-driven economy – innovation and agility are key to survival, therefore, obtaining top talent that stays around to grow, understand and ingrain themselves within your company pays in spades. Acquire the talent that melds within your organization then train to fill the gaps.

In this era we must reverse our ways of thinking and hiring. Out with the old and in with the new. Talent acquisition and retention requires companies to now focus on culture fit and ability to adapt and develop within your climate. While skills and experience are both still on the checklist, prioritization has to change.  Take measures to understand the whole person through not only assessing personality, but also their ability to fit within your organization via climate, work habits, and negative job derailments.  Press this data against your existing company culture to see if you have alignment and culture fit. When talent feels “at home” within their career workplace statistics show people will work harder to pursue goals, solve problems and innovate for company success.  You can teach a person new skills but their personalities and areas of comfort are innate, developed through past experience and difficult if not impossible to change.

Personality + Assessment:

  • Personality
  • Culture Fit
  • Positive Work Habits
  • Potential Job Derailments
  • Technical Skills

The Heart of Culture:

  • Mission
  • Vision
  • Values
  • Purpose
  • Cause

Once you’ve defined your culture and determined a proper assessment to measure the whole person, be sure to take the steps needed to layout a roadmap for future hiring and firing. Define your culture as simply as possible then follow it as a respected code. The time invested will save you headaches and budget in the long run.

Here are a few steps any size company can take to successfully obtain and retain top talent:

  • Define your culture
  • Assess potential talent
  • Create roadmap for future
  • Train to fill talent gaps

We’ve experienced a societal shift in the past decade largely due to the onset of massive technological advancements in communication. The tried and true ways of the past simply are no longer applicable. New ways must be developed and adhered to in order to have success with people in the future. The bottom line is when our people feel happy and successful it transcends to business as the same.