As jobs become more complex, employees are bound to do more work. They push the limits of ‘top-of-license’ and impact productivity. The top-talent acquisition process has, therefore, become a priority for organizations.
The “human-centered talent acquisition” model is a recent practice in HR management for top L&D talent acquisition. In this model, non-traditional skills are expected from top-talented executives: business acumen, the ability to adapt, and an empathizing nature. The idea is to match talented ‘people’ to the company to infuse greater adaptability, increase profits, retain employees, nurture innovation, and encourage employee engagement.
This new model for top L&D talent acquisition results from a systemic approach to human resources. In systemic HR, there is an interconnection between talent acquisition and all other HR components, like learning and development (L&D), payroll management, compensation and benefits, and others. The immediate impact of the interconnectedness is that recruiters no longer see a need for pipelines to buffer talent.
Similarly, L&D is also experiencing a shift. Online learning advantages aside, L&D initiatives for ‘career-and-growth’ learning top the demand for career development courses. The highest demand for training is in leadership programs.
Top L&D Talent Acquisition Process: Current Scenario
In the post-pandemic era, job seekers dominate the hiring market. Reports suggest that nearly 65% of millennials and 69% of non-millennial job seekers focus on the development opportunities a company offers. They seek career growth over salary. Hence, companies that invest in upskilling and development initiatives attract top talent.
A trend in this direction is the “growth mindset” in some organizations. Employees are encouraged to use their learning and share their knowledge with colleagues. This approach is intended to help the organization overcome the ‘significant reskilling’ needs of 2022.
One of the “significant reskilling” needs that emerged is leadership skills in top-level management. To future-proof the leadership, most organizations are switching to data analysis and benchmarking tools to evaluate and fill the skill gaps.
The primary areas of focus in these leadership programs are problem-solving, upskilling in economic processes and financial practices, negotiation skills, and decision-making, apart from team management, emotional intelligence, and other soft skills.
L&D as a Talent Management Strategy
As a result, a systematic L&D program lineup is the bottom line for talent management in an organization. By investing in the continuous training of current talent, organizations save up to 75% by not hiring a new employee each year.
Secondly, a talent management strategy should include learning as a frequent and everyday process. A consistent and quick change to the needed skill sets is likely. Therefore, an incremental learning style would be more cost-effective. Long-term knowledge retention and better management of resources are also advantages of this method.
Leadership and Development Programs
One of the purposes of an L&D program is to unlock the full potential of the talent available in an organization by offering a range of leadership development programs. Some leadership programs address skills such as strategy, team development, individual skill development, and customer focus.
L&D and leadership training programs give experienced, talented executives the foundation to improve their ability to draw insights and acquire greater capabilities in problem-solving, the art of negotiating, and addressing the needs of the organization. Additional skills include navigating a complex and competitive business landscape.
With Leadership Programs, L&D teams focus on building practical, value-based organizations. Top-talented executives learn effective strategy formulation to become competitive and spur growth. They learn holistic approaches to managing roles and functions and explore challenges and opportunities. Executives come to understand pain points and manage them, use critical thinking to solve organizational problems and become responsible for business decisions.
To know more about top L&D talent acquisition and custom leadership programs, speak to our experts at Infopro Learning now!