Do you and your company have a strategic hiring plan? If you are like most companies, you don’t. Today we are going to help shift your model from a reactive to a proactive hiring model and change your world!

Today's Quote:

“Everyone chooses how to approach life. If you're proactive, you focus on preparing. If you're reactive, you end up focusing on repairing.”

John C. Maxwell

 Show highlights:

  • Why you hire poorly
  • A structure to build a strategic hiring plan

The problems with a reactive hiring process (why you can't hire):

    • Transactional
    • Paying too much for people
    • Not solving a problem
    • Your company is just a paycheck
    • High failure rate
    • 67% of people earning $100K+ plan to make a job change in the next 12 months.
  • Companies in React mode all the time
  • Forecasting recruiting like you forecast your finances

Creating a Strategic Plan for Talent

Five elements you must have to develop a solid strategic plan:

  • 1) Define your value agenda –

    • what is the source of value in your business?  Is it in operations
    • How you structure the teams,
    • Where the highest value resources are in the organization?
    • How are you dealing with automation, big data, AI, innovation, customer satisfaction.
  • 2) What is your leadership agenda?

    • Do you have the right people in the highest impact roles
  • 3) Strategic priorities –

    • what is the hottest priority for success given where the value will be most critical?
    • Does the leadership team agree on these?
  • 4) A Winning culture – with this focus, is everyone ready and believing and   behaving in what it takes to win?

    • Energy required – where is the energy and if there are “vampires” sucking the energy from the team, truly evaluate the pay off or drain
  • 5)  Road map

    • Specific & Actionable… Need to get some early wins
    • Send a message to the organization
    • Accountability & results

Ricks Input:

  • Know who you are- Company values
  • Break down the work that needs to be accomplished & timeline
  • Establish Performance metrics 90/180 day
  • Establish Interviewing strategy and process
  • -Closing the hiring managers and candidates for mutual success

Sherry Benjamins has over 25 years of experience in business management, HR, consulting services and helping companies solve for their talent challenges. Her expertise is helping clients shift from the old model of reacting to talent needs to starting a new conversation that is forward looking and focused on adding value to their business.

Sherry is the President of S.Benjamins & Company. Her company does three things; they find management talent for their clients, they help clients create a strategic talent plan and lastly, she brings talent together in quarterly executive learning sessions.  Her experience includes work in the HR corporate world, P&L leadership of a regional career services firm, and founder of her own firm for the past 21 years. She has an MBA from Pepperdine and speaks frequently to new MBA graduates about the world of work today.

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