Within 90 days, the organization transitioned from a talent strategy operating on outdated assumptions to a new talent plan that precisely aligned with the dynamic realities of their current market landscape.
The assessment yielded transformative results for the organization by:
✔ Confirming the changing industry landscape and pinpointing areas of critical skill gaps within the current workforce.
✔ Verifying the need for six new talent profiles and specifying precise objective and subjective skills required for their creation.
✔ Exposing unknown organizational biases related to the new talent:
The belief that current leadership had the technical knowledge to effectively manage the new profile
The assumption that current recruiting team was successfully equipped to hire for the new profile
The idea that the existing team structure could seamlessly integrate the new profile alongside current subject matter experts and high-performers
✔ Investigating and uncovering three major unforeseen risks that ultimately reshaped the organization's new talent approach:
Current leadership lacked the technical insight to effectively mentor the new profile, risking poor future retention. This necessitated decisions on upskilling existing leaders, hiring new talent, and reorganizing the leadership structure.
The current recruiting team was unequipped to hire the new profile. Recruiters required upskilling and supplementation to remain competitive.
A new team model was necessary to effectively integrate the new profile while harnessing the potential of existing high-performers and subject matter experts. The heightened risk of losing current employees due to changes demanded strong retention rates to preserve key knowledge within teams.
A talent review — whether minimal or extensive — is one of the most valuable strategic decisions that an organization can invest in.
Because of this talent review, the organization successfully bridged talent gaps within their workforce, bolstered leadership and recruitment efforts around the new hiring profiles, and sidestepped costly pitfalls — all while forging a finely attuned talent strategy that met market conditions and their greater organizational goals.