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How to Cut Through The Noise and be a Talent Magnet

Posted on in Talent Strategy

In previous posts and resources, we’ve provided a comprehensive overview of how to discover which skills and abilities you need to both grow your organization and execute the business strategy through the creation of a talent plan. Once you’ve created this plan, the next step is to determine how you are going to attract the right people, with the right skills, at the right time, all while ensuring they fit into your company culture. This is no easy task, and it’s a leading concern for most CEOs according to the annual CEO Challenge 2016 survey by the Conference Board. How you attract talent is a very strategic exercise and, when executed well, will lead to long-term, positive growth. Over the next few weeks, we will walk you through the second pillar of the talent continuum and reveal our “Talent Magnet Blueprint” so you can focus your time and resources on reaching those […]

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Reviewing How To Create A Talent Plan

Posted on in Talent Strategy

A few weeks ago, we announced our talent planning blog series designed to guide growing businesses through the process of creating a winning talent strategy. As a recap, we discussed why developing a strategy that creates engagement across the talent continuum is your #1 business imperative. In this post, we defined the talent continuum and described how effective execution of each pillar results in a best-in-class talent strategy that is aligned to your business strategy and enables growth. We discussed the business case for creating a talent strategy and examined Pillar #1, Talent Planning, in the post Be Advised: This Key Element is Missing From Your Business Strategy. Many were inspired to take a different approach to talent planning this year, but weren’t sure where to start, so we provided a step by step framework in our Talent Planning Guide, as well as shared 7 Best Practices When Creating a […]

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Talent Planning – FAQs From The Field

Posted on in Talent Strategy

In the blog post Be Advised: This Key Element is Missing from Your Business Strategy we introduced the first step in creating a winning talent strategy, the talent plan. In our second post, Seven Best Practices for Creating a Talent Plan, we walked through how to initiate this exercise. The posts sparked great questions, some of which are posted below. Q. You reference a “talent expert” as being a key to success of this exercise. How do I know if my current HR person is a talent expert? A: If your HR person: Is strategic Understands your business Consistently demonstrates they are forward thinking Is solution oriented Has a deep understanding of talent trends in your target market Consistently provides insight into compensation and benefit expectations of your target market Regularly consults on people matters then they should be able to assist in this exercise. Q. By talent expert, do […]

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Seven Best Practices When Creating A Talent Plan

Posted on in Talent Strategy

Last week we focused on the ‘why’ of creating a talent plan – demonstrating the importance a plan is for your company, and highlighting a few of the benefits it can have on your organization. Now, we’ll begin to delve into the ‘how.’ The process to create a talent plan doesn’t have to be complicated. Based on our experience, this is new for most organizations, so it’s best to keep it simple. Here are seven best practices to keep in mind when setting down the path of talent planning: Include your talent expert in your business strategy discussions. A true talent expert won’t use this as an opportunity to block your vision. What they will do is help inform, guide and refine it (if your expert throws up constant roadblocks, you should find a new talent expert). One important note, this individual is likely not your human resources professional (HR professionals […]

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Be Advised: This Key Element is Missing from Your Business Strategy

Posted on in Talent Strategy

At Talent Point Consulting, we work with CEOs of rapidly growing businesses to identify the “people challenges” that are preventing them from achieving their business goals. A common problem experienced by many of the leaders I work with is the inability to attract and retain talent. While there are different reasons for why this occurs, more often than not, it is directly linked to a missing element in their business strategy: The Talent Strategy. Your business plan addresses your market position, product or service priorities and financial goals. In most organizations, it will be cascaded throughout the business with the expectation that everyone understands how to execute it, even though it may have been created in vacuum with zero input from those on the front lines. This is where your talent strategy will pay dividends. Your talent strategy links to your business strategy and defines how you are going to […]

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Your #1 Business Imperative: Developing a talent strategy that creates engagement across the talent continuum

Posted on in Talent Strategy

Scroll down or click here for more information.   Do you know what differentiates you from your competitors in the talent continuum? The tactics, processes and programs you use to attract, recruit, onboard, develop, reward and retain your people – the most critical resource in your business – is what separates you from the competition. In our newest blog series, we will walk you through each step of the talent continuum. Each post is designed to define and clarify every piece of the continuum, providing valuable resources for your talent strategy. We’ll then dive into the goals and best practices you can use to architect this strategy, enabling your company to leverage its power and achieve its full potential. Learn how Talent Point Consulting can help you develop a talent strategy that creates engagement across the talent continuum.

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Kill Your Website’s Career Page

Posted on in Recruiting Strategy

“Kill your career page.” It was a recommendation I made to a client last week. I was met with a blank stare and then he said “but how can we do that? It’s where we post our open positions.” Would this have been your response? Would the CEO, HR Leader or Recruiter in your organization have a similar reaction? Let me be clear. You still need a career page as part of your company website, but, career pages are no longer where you post your open jobs. Your career page is your first opportunity to engage with prospective talent that is looking for a glimpse into who you really are and chances are there is nothing unique about your career page. Here’s how I know:

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