Challenge 4
Make way for talent market forces
How to develop a culture of talent supply-and-demand.
Challenge 4
Make way for talent market forces
How to develop a culture of talent supply-and-demand.
of employees
know where their talents could be used in the organisation.
of employers
know their employees' ambitions and how they wish to grow in the organisation.
Why the mismatch?
Talent and employee mobility are closely linked, so talking talent always carries the risk of disruption.
Employers might prefer not to disturb the status quo by asking big questions about employee ambitions. They’d rather not risk feeling pressured to create pathways to opportunities that might not exist.
Even when asked, employees may not have the confidence to express their true beliefs in the extent of their talent.
Of the half of employers who say they know their employees’ ambitions, how many can say with confidence their knowledge is recent and complete? Both ambitions and priorities can be as quick to change as an employee’s personal circumstances.
“Ask employees to define their USPs and consider your own as an employer. Prioritise transparency to attract candidates who can lead your organisation into the future.”
Sandra Dellevoet, Director Staffing & Career Solutions at SD Worx
How to re-align for the perfect match
We asked Sandra Dellevoet, Director Staffing & Career Solutions at SD Worx
The talent market, like any other, is subject to market dynamics: supply and demand, for one. Encourage employees to embrace that approach: support them in mapping and assessing their own skills, and in nurturing the additional qualities that are highly sought-after across your organisation.
For any newcomer on the market, establishing a USP is critical for success. Ask your employees to define their USPs and consider your own, as an employer. Transparency should be top of the list for attracting candidates who can lead your organisation into the future, over the long haul.