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Optimizing your talent strategy for the future. 

Agility is necessary in business.

Your company’s ability to be nimble is an indicator of its success. And that’s no different for your talent management strategy. Operating smart during uncertain times, like crises or downturns, will better position you for the future.

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Key takeaways

Managing the short-term strategies

Companies that are the most likely to emerge strong from an economic downturn are those that balanced sensible cost-cutting with investment for the long-term. You need to avoid making rash decisions and think about the future.

Revisiting the long-term plan

As talent pools grow, companies will be able to land the talent they need to take them into the future. Make sure your long-term plan has accounted for capturing these new candidates. And remember, you need compelling content and should engage you talent communities on a regular basis.

Optimizing technologies

 There are hundreds of different tech platforms out there that can help to speed up the hiring process, improve the candidate experience and make faster, better hires. It can be hard to know where to start and which platforms are the best. Learn the steps you can take to make sure your talent acquisition technology is aligned to business objectives and the "new normal."

Maintaining the employer brand

What companies do now will define their employer brand for years. It is important, now more than ever, that you put people first. Companies that can pivot their employee value proposition and distribute content effectively will be poised for future success.

Streamlining processes

Unprecedented times may call for unprecedented actions. Consider what process changes need to be made to work with the current business environment - and be agile enough to make them. 

Key Stats

outplacement

 

  • 69% of professionals who deal with strategic workforce planning consider it an "essential" or "high" priority.
  • 66% of workers have quit roles due to lack of learning and development opportunities.
  • 90% of candidates want the company they work for to be a good corporate citizen.

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