This is the second in the Cisco Partner Talent blog series helping partners attract, develop, and retain the right people with the right skills at the right time. This month’s blog post goes into detail about stage two of the Cisco Fit4Talent Employee Lifecycle: Attraction and Hiring.
An aging workforce and changes in required skillsets can lead to a staff shortage for Cisco partners.
In fact, according to the McKinsey Global Institute’s 2012 World at Work study, developed countries will be short up to 85 million medium-skilled and highly skilled workers by 2020.
This means employing best practices for sourcing, attracting, and hiring top talent is more important than ever. And by following the Talent Attraction Lifecycle, you will exponentially increase your ability to address staffing needs in 2013 and beyond.
What is the Talent Attraction Lifecycle and how can it help you? It is the step-by-step process required to source, attract, and hire the right candidates necessary to help partners meet their business goals.
- Employee Engagement: Eliminate unnecessary hires by engaging and retaining current top talent. This will save your practice time—and limit risk to your business.
- Branding: Develop your own Employee Value Proposition (EVP) to provide potential employees an impression of what it would be like to work for your company. Also, develop a communications strategy to attract talent when needed.
- Business and Workforce Planning: Align your business strategy to workforce planning, so you have the right staff with the right skills to ensure you can meet your business goals. This also includes determining how many professionals you need for specific projects, including necessary skillsets.
- Prepare to Engage Talent: Clearly identify role requirements, qualifications, and competencies before beginning the engagement process. This will help you determine where to source and how to attract the right talent. Also, write a job description for the open role, including an ad if necessary.
- Source Talent: Go to market using a multi-pronged approach. This could include job fairs, talent portals, social media, recruiters, and more. Don’t limit yourself to a narrow pool of candidates, especially when you need someone with very specific skills.
- Candidate Selection: Consider whether you’ll rely on any psychometric or assessment testing of candidates. And, although it can be difficult to get a valid reference, don’t skip this step.
- Negotiation: Leverage best practices to make an offer that will be accepted.
These are just a few of the top-level highlights. Read our complete article about the Talent Attraction Lifecycle to get more details. Also, visit Cisco Fit4Talent, for specific tools—templates, best practices, and more—to successfully carry out each step. You’ll also find other free talent management resource designed specifically to help you manage your entire employee lifecycle.
What do you think of this method for hiring the right talent? Will you be using it in your organization?