How To Develop a Successful Talent Strategy in 8 Steps

Check out our 2022 Talent Playbook to find out more about the top skills, hiring, and compensation trends you’ll need in 2022. This report is an excellent resource for decision-makers who are preparing for 2022 because it offers high-level analysis of the most significant trends and developments we will be facing as the year begins.

Accenture’s Top Strategy for Managing and Retaining Talent | Talent on Tap

Components of an effective talent strategy

To make sure your talent strategy is successful, you can incorporate some of the elements listed below:

What is a talent strategy?

Employers use a talent strategy to locate and entice the best candidates, and once they are on board, they assist them in realizing their full potential. This strategic process seeks to quickly develop and train employees in order to close skills gaps and increase productivity and performance. These businesses also involve their staff by offering resources for training and development. As long as the employees feel valued by the company, maintaining that engagement can help retain talent.

How to create a talent strategy

The steps listed below can be used when creating a talent strategy for your business:

1. Identify organizational goals

You must coordinate your talent strategy with your organization’s objectives and top priorities. Decide what you want to accomplish, then how employees can assist you in achieving it. You may need to determine how many people you’ll need to hire or create new roles in order to reach the goals. You might also discover that your staff needs certain skills, in which case you would need to hire or train new staff members to possess those skills.

2. Recognize challenges

Spend some time identifying any current internal and external challenges your organization is facing. Early detection of these issues is important to ensure a smooth implementation of your strategy. These difficulties could have an impact on any step in the hiring or retention of talent, including hiring new employees. For example, the current job market may be highly competitive. As a result, by implementing a better benefits package, you can modify your talent strategy to make sure your company attracts candidates.

3. Perform a gap analysis

You can use a gap analysis as a tool to compare your current situation to your desired performance or outcomes. Once the gap has been located, you can begin developing strategies to close it and achieve your goals. You might want to increase the number of clients you serve, for instance. You need to know how many customers you currently have and how many you’ll need to reach your particular objective in order to calculate the gap. From there, you can start debating strategies to implement that will help you attract more clients.

4. Create priorities

You can establish priorities for the human resources department and managers to follow as they seek out and keep talent once you’ve identified your gaps and discussed solutions. For instance, you may have determined that it is necessary to hire workers with a certain skill set or in a specific area. In order to find new talent, you would instruct your company’s recruiters or hiring managers to concentrate on these factors. Usually, you’d set deadlines for these objectives, like hiring a certain number of personnel before the following quarter.

The HR department may be in charge of coordinating internal training and development plans in addition to hiring priorities. These help to improve current performance and maintain employee engagement. For instance, you might instruct the HR department to find and arrange pertinent training sessions that help employees improve their customer service skills in order to achieve your goal of improving your customer service rankings.

5. Assess your job descriptions

Be mindful of the job descriptions for open positions when you need to hire new talent as part of your strategy. These descriptions should include information on the knowledge and abilities that are required, as well as the duties that the employee must carry out. Describe how the role fits with the company’s mission and values while also providing details about those.

Spend some time performing the same task for any open positions that are currently unfilled. Having clear definitions of the roles and their responsibilities can help managers assess employee performance more accurately. Your company’s culture and brand can be strengthened both internally and externally by reviewing your job descriptions and making sure they contain the most pertinent information.

6. Maintain focus on existing employees

While your talent strategy may require you to look outside the company for talent, keep investing in your current workforce. You may have discovered training requirements that enable your staff to support organizational goals when you conducted a gap analysis. You can then start implementing training or offering any required resources to fill those gaps. When workers perceive that their employer is invested in their growth and success, they feel more valued at work and are more likely to stick around.

Internal promotions and hiring are another way to invest in already-existing talent. Employees will be more motivated if they believe they have opportunities for advancement. If they observe the business rewarding employees for their dedication, it may also make them feel appreciated. These elements may help retain staff members and make them happier at work. Additionally, promoting and hiring talent from within the company can help your business save money on the costs associated with recruiting new employees.

7. Monitor your progress

You must decide how to evaluate the success of your talent strategy as you put it into practice. Depending on your objectives, these metrics might include tracking employee performance or the turnover rate. Software is available to compile hard data, but you may also want to get input from staff about the approach. Managers, for instance, can evaluate employees’ performance and comment on whether they noticed any changes following implementation.

8. Make adjustments as needed

Even if your talent strategy is effective, there is usually room for improvement. When you receive feedback from employees, consider their ideas. They value being heard by leaders, especially when it results in improvements to their working environment. Additionally, your industry will continue to change, so your strategy must adapt to keep up in order to attract top talent. Keep track of any talent strategy trends that aid in hiring and retaining staff, such as fun new benefits to provide or cutting-edge onboarding strategies.


How do you write a talent strategy?

An employee performance strategy is a plan of action for managing talent. This means optimizing performance in the broadest sense.

What is talent strategy and planning?

Talent Management Strategy Development
  1. Establish your organisation’s key objectives. …
  2. Highlight potential drivers and challenges. …
  3. Carry out a gap analysis. …
  4. Create HR-focussed objectives and priorities. …
  5. Evaluate existing talent management process. …
  6. Track and measure achievements.

What are the components of a talent strategy?

A comprehensive strategy known as talent planning establishes the framework for how a business intends to recruit, retain, and develop its current and future workforce.

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