Employees are in great demand in almost every industry. As a result, some suggest using nontraditional talent pools such as older workers or military veterans. However, most often, the best talent pool may be the surplus talent hiding in plain sight.
There may be risks associated with this strategy, as you have to identify the right people and then do what you can to set them up for success.
MORE IDEAS FROM Is the stellar talent you’re looking for right under your nose?
An organisation may have high-potential individuals in lower-level positions because they have gaps in their education or training, or lack experience or confidence. This type of person would be willing and able to go far beyond their role, but the right people have not yet noticed them or considered them for the hard-to-fill roles.
To find such a person, ask: If all employees were gone for a month but you could pick three people to stay on with you, who would it be, and why?
Most often, the hidden talent in your organisation will have some of these qualities:
Using the employees already within your business and investing in employee development will be crucial for businesses looking to build their workforces for tomorrow. It also allows leaders to understand which skills are most in-demand across the business and identify where any areas need intervention.
Over time, and as projects progress, trends in these gaps will likely occur meaning HR and leadership teams are able to understand exactly when and where internal talent needs to be developed in good time in order to fill those gaps that come up most often.
A short-term fix for making employees stay is to pay the employees well. This is not a long-term strategy, as having people in a company for purely financial reasons wouldn't be a good idea. But if employees aren't paid well, great performers will find it hard to stay.
Your resume should not just be about where you worked or went to school. It should convey the experience you gained and the lessons you learned.
❤️ Brainstash Inc.