Whether a company is entering a new market, identifying ways to cut costs or becoming nimbler, HR business partners (HRBPs) must find more effective ways to deploy talent. When proper and efficient talent-matching practices are missing, filling roles rapidly can become a popularity contest. Positions are filled based on who knows who – which can lead to unconscious bias – rather than on identifying the best candidate.
Redeploying talent in a value-focused manner is essential. It must consider knowledge, skills, intrinsic traits, and experiences to match the candidates best for each role. We recommend taking these steps:
Understand your value agenda. Begin by aligning with your organization’s ambition and deconstructing what will drive value across departments.
Identify the most important roles. Without an understanding of the most critical roles based on the value agenda and what matters most in each, it becomes virtually impossible to make informed, strategic decisions. Determine what experiences, skills and traits are needed and back it up with data about your talent pool.
When choosing the best candidate for any given critical role, you will need to understand what is required to succeed in that role.
Get the right talent in the right roles. Assess fit and match talent that reflects each role’s markers for success. It’s important to identify your top talent and ensure this stems directly out of the performance management process, using as much data as possible to understand the fit of the employee.
Solutions such as ours can prove especially useful for aggregating data and supporting recommendations. The tool helps develop a companywide database of high potentials – identifying future leaders, enabling talent mobility and highlighting top candidates for each job.
By taking a methodical, visual and data-supported approach to making human capital decisions at scale, the benefits abound for large organizations. This approach saves time and simplifies the process. It also can help organizations combat unconscious bias, enabling leaders to keep track of the available options versus the actual choices that were made.