El talento, junto con el tiempo, son los dos recursos más escasos en las organizaciones hoy en día. Es por ello que es fundamental tener una estrategia de atracción de talento. Necesitas: 1. Definición de los perfiles requeridos para las posiciones clave. Debe ser lo más detallado posible 2. Análisis comparativo de los paquetes de compensaciones en el mercado 3. Establecer alianzas con universidades, asociaciones y empresas de reclutamiento para desarrollar un semillero de talento 4. Tener programas de becarios o “interns” para detectar a las y los mejores. Lo ideal es moverlos en distintas áreas durante varios meses 5. Tener un sólido programa de “on boarding” 6. Diseñar planes de carrera que motiven al talento a quedarse

Talent acquisition should be based on skills versus accomplishments and educational level. In times where candidates are scarce, the environment is competitive, and the economy is uncertain talent strategy requires nimbleness, flexibility, speed, and adaptability. Leverage of data insights for market trends and predictive talent needs is equally important. I also stress the importance of candidate engagement throughout the recruiting process to determine the cultural fit and ascertain the general personality. For both attraction and retention, it is important to offer internal mobility for growth at a faster pace than ever before. Gen Y+ talent prioritize their learning opportunity and their well-being with flexible work arrangements.

Developing a talent acquisition strategy requires a systematic approach. Firstly, analyze current and future talent needs by considering required skills, long-term goals, and cultural fit. Secondly, build a strong employer brand by communicating values, mission, and unique offerings to attract top talent. Thirdly, use diverse sourcing channels to expand the candidate pool. Additionally, design an efficient selection process with assessments, interviews, and reference checks. Finally, continuously evaluate and adjust the strategy based on data analytics and feedback for future success.

Dejo algunos tips que me han servido: - Define que necesitas para el rol; - El desarrollo de talento no es exclusiva de recursos humanos, debe estar en la agenda de los líderes; - Promueve el ingreso de diversidad en todos los aspectos (sobre todo la de pensamiento); - Construye confianza permitiendo errores como oportunidad de aprendizaje, así nadie tendrá temor de contratar gente que sea siempre mejor que uno; - Promueve una agenda de desarrollo del talento; - Cuidado! No todos los talentos funcionan en todos los contextos....el contexto habilita o inhabilita. Cuidado con estrellas de otro firmamento no siempre podrán brillar en el tuyo...

Sourcing talent when you don’t need to hire is the single most effective way to be prepared when you do. A constant outreach and relationship building in your space can open up conversations with people who can get to know you or your company prior to the pressure of sourcing and filling a needed role.

When looking at your talent market, don't just look at existing job seekers and upcoming graduates. Look at the long term pipeline - hopefully your organization will be in this community, growing alongside it, for a very long time! So how can you invest in future talent? What organizations can you partner with to support students, or develop upskilling programs? What portions of the population - veterans, those reentering the workforce after a period of time, formerly incarcerated individuals - might you be overlooking in your strategy?

The key is to have a good overview on the skills and knowledge available within your organization through your talents. It is correct to include various factors in your talent acquisition strategy such as ; the missing hard skills and knowledge that you need within your organization as well as the personnalities that could match and collaborate with the talents in your company. Sometimes the perfect profile is not outside the organization but already inside. If you monitor in a regular basis the progession of your talent, you will know which diamond you should polish to make it shine brighter.

Make sure your existing talents are your stronger advocate to attract new talent. They will reflect your culture to their communities and that will attract good talent

Design your process based on a system. For there to be a system, you must ensure that the stakeholders agree to abide by a principle or a set of principles, the genesis of which is based on decency - ensuring the best candidate experience which boils down to expediency. Let's draw open the curtains of what goes on behind-scenes and with the help of AI connect the dots for all parties.

Make sure you understand what AI can do for your business, this you focus on other human centric processes. Technology plays a big role in this and give your talent the autonomy.

Lay down the framework for a seamless recruitment process. Implement cutting-edge technology to streamline operations and ensure that every candidate journey is smooth and efficient. I like to periodically put myself back though my organizations processes to see what the experience is like to make sure the it is inviting and easy. It's the first view of your company from your internal customer. You should wow them and make them want to join even more as they are assessed for a fit with the company.

Engaging your talent community is key to a successful talent acquisition strategy Engaging your talent community is a continuous process and some of the techniques that you may use are: - create and share good content. Try to be realistic, include employee testimonials, include recent media coverage, message from the CEO etc. - emphasize on direct and one-to-one communication if feasible, make the communication relevant - share and highlight non work/non-monetary attributes of the organization

Encourage individual interactions by personalizing your communication beyond generic content to enhance the sense of appreciation among potential candidates. Implement community feedback by establishing platforms for open discussions and feedback sessions. This not only ensures transparent communication but also actively addresses the needs of your community. Organize exclusive events or training sessions for your talent community. This not only creates a unique atmosphere but also provides space for personal connections, deepening the relationship.

Continuously evaluate and iterate: Regularly review and assess the effectiveness of your talent acquisition strategy. Analyze key recruitment metrics, such as time-to-hire, quality of hires, and retention rates, to identify areas for improvement and make adjustments accordingly.

One important thing you should include in your strategy to develop talent acquisition is building a solid identity for your company and senior leaders. In my experience, when I interviewed the talents in the markets, many cases said that one of the reasons to attract them to apply to the job was because they wanted to follow the leaders who can learn from and inspire them to develop themself into the higher ladder.

É importante entender que hoje em dia as pessoas querem trabalhar em empresas que possuem um propósito maior. Além disso, a atração é importante, mas a retenção de talentos é fundamental. Portanto as empresas devem praticar o "walk the talk": ter um discurso atrativo, mas ter uma cultura organizacional, atitudes, rituais e artefatos condizentes com seu discurso. Praticar uma cultura virtuosa, que permita com que as pessoas consigam protagonizar e comprovar seu valor, trazer segurança psicológica e permitir o desenvolvimento e aprendizado contínuo.