What It Takes to Win the Talent Game
What distinguishes the companies that always seem to be able to recruit and retain top job candidates? A new study from Deloitte Consulting’s Bersin offers some insight, finding that organizations with high-performing talent acquisition teams share six common traits.
Companies with what Bersin calls “high-maturity talent functions” exhibit 18-percent higher revenue and 30-percent greater profitability compared to companies with low-maturity talent functions, the report finds. “The talent acquisition practices mastered by high-performing companies – performed on a journey we call talent acquisition maturity – are game changers for their business,” says Bersin’s Robin Erickson, vice president and talent acquisition research leader.
The six traits of high-performing companies identified in Bersin’s report (based on a survey of 1,220 talent and business leaders and 50 in-depth interviews with TA practitioners and thought leaders) consist of the following:
High-impact talent acquisition teams build the workforce through integration with the business. Senior execs at these companies view TA teams as essential players in executing strategy, which helps the teams better anticipate business needs and better partner with hiring managers.
Internal mobility is a part of the company culture. Hiring managers and recruiters know their internal talent’s capabilities and work together to cultivate talent from within.