Make 2021 the Year You Grow Your Internal Talent
Having a robust internal talent pipeline allows a company to position itself for great success. Often, cultivating a skilled workforce and retaining high-quality professionals is a critical part of the equation. By ensuring you have access to top performers who continuously exceed expectations and are primed for advancement, you create opportunities that may otherwise be inaccessible.
Crafting an internal talent pipeline of that nature isn’t always easy, particularly if you don’t know how to approach the matter. If you want to make 2021 the year you grow your internal talent pipeline, here’s what you need to do.
Build a Standout Employer Brand
Your employer brand is crucial for both your recruitment and retention efforts. If you can position your organization as an employer of choice, you’ll have an easier time attracting top external talent as well as keeping high-performers on staff.
Often, your company culture is a significant part of your employer brand. If yours is supportive, inclusive, engagement-focused, opportunity-driven, and, above all, happy, your organization will have less trouble developing a winning internal talent pipeline.
If you aren’t sure about the current status of your employer brand, speak to your workforce. Find out what’s working for them, as well as whether they’ve encountered challenges or believe that something is lacking from their employee experience. Gather actionable insights and then pursue options that will enhance the employee experience. If you do, you’ll likely see a positive change in fairly short order.
Focus on Professional Development
Top performers typically have career goals beyond their current position. By being a part of the professional development conversation, you ensure that employees view your company as an asset that can assist them in achieving their objectives.
Spend time with each of your employees and identify their broader career goals. Then, identify professional development opportunities that align with their objectives and also further the company’s goals. With that approach, you create a win-win, ensuring your best and brightest feel supported, and the company gets a strong internal talent pipeline.
Embrace Active Internal Recruitment Practices
If you want a robust internal talent pipeline, your company needs to ensure that employees are regularly exposed to internal opportunities to advance. It’s wise to go beyond simply allowing them to apply to vacancies, as that approach tends to be passive on the part of the employer.
Instead, develop an internal recruitment page to generate excitement. Additionally, actively recruit employees who may be exceptional candidates for those openings. Encourage managers and employees to refer top performers, as well as openly advertise opportunities for employees to apply directly.
When you make internal recruitment a more active process, you increase awareness about the positions and the company’s interest in employees as candidates. In time, the approach becomes part of your culture, ensuring that promotional opportunities and internal advancement are priorities.
Do You Need to Cultivate Your Internal Talent Pipeline in 2021?
At Hamilton-Ryker, we pride ourselves on providing comprehensive and customizable staffing and talent management services that make it easier for today’s employers to cultivate robust internal talent pipelines. If you would like to find out more about how our services can benefit your company, including giving you access to leading professionals that can boost the quality of your internal talent pipeline, contact us today.