Why your recruitment strategy should align with the overall business strategy.
(2 minute read)
Successful business operations don’t occur in silos, talent acquisition should not be an exception to this rule. Time and time again we hear the old adage, “a business is only as good as its people” and it rings truer today than ever before in an uncertain time with an exponential rate of change in the world of work and world at large. In a time where the future is unclear, it is exceedingly important that we begin sowing the seeds for future growth and building talent pipelines for the future. This is why our talent acquisition teams need a seat at the table, keeping them in the know on what the business goals are, to plan accordingly and provide solutions to build workplaces of the future.
Don’t be reactive – be proactive.
The HR function is no longer just ticking the admin and compliance box. Our HR teams should be central to our digital transformation efforts and business goals. How can we prepare for future talent needs and drive behaviour changes across an organisation if HR is sitting in the wings? They are the key to driving organisational change to ensure that the business as a whole is prepared for the future of work.
An effective talent acquisition strategy requires a strong understanding of overarching business goals so that the HR team can act as enablers in fulfilling the ultimate company mission. Think of your HR team as a strategic partner. With a strong recruitment programme, HR can forecast and develop pipelines and even implement talent development programmes to fulfil hiring needs before business leaders even realise that they’re required.
The first step in aligning your HR team with the business strategy is to empower them. Get them involved in your strategic planning, invite your HR lead to important meetings and make sure they are well-informed regarding the latest business developments. Once they are in the fold, they can begin to take action that supports the overall business objectives across the organisation.
Why make the change?
- Future skills are anticipated and talent pipelines are built to fulfil these needs;
- Training and development programmes are put in place to prepare for the future of work;
- The business strategy is supported by the right resources to deliver on business goals;
- Employees who feel supported are more productive and loyal; staff retention and organisational productivity improves;
- A clear view of your organisation’s skills gaps and areas for development, as well as emerging opportunities, becomes available.
These are but a few of the benefits realized when HR is aligned with the business, and they definitely motivate the need for change. We need the right people in the right place at the right time to deliver on our business goals. When you clearly link your HR deliverables to the business strategy, your organisation will be better equipped to deliver the resources required to function effectively in the future of work.
It’s time to see HR for the integral role they play in an organisation’s future success, and a key driver of the business strategy; not just the admin function that ensures everyone gets paid on time.