Who is winning your battle for top talent? You or your competition?
Win the battle for talent. The battleground is far-reaching. It begins in the corridors of your business and extends past your competitors to every conceivable organization where high-potential / high performing talent is focused, developed and cherished. Who is winning your local talent battle? You? Your competitors? Or organizations you may not even know about?
Elevate talent management to a burning organizational imperative? Have you assessed the fluid talent situation in your organization? Can you differentiate - on a quarterly basis - the "hi-po" from the "pro-in-position?" . the "functional leader" from the "comfortable contributor?" . the "undeveloped" from the "unresponsive?"
Establish individualized employee value propositions. Link them with aggressive performance
Attract, grow, deploy and retain the best talent. Very few organizations "cut" their top performing people - even in the worst of times. These people are generally happy and performing. They are not looking for a new jobs. They are not mailing resumes. They are not scrolling through internet job sites. These are the high performers you need, and they don't even have a "footprint" in the employment market.
Look for the best in the right places. You can't find them in newspaper ads. You can't find them through the "old boy network." You can't even find them through "contingency" recruiting firms because they simply don't operate in the arenas where happily entrenched and amazingly productive talent live and work. To tap this talent pool requires the expertise, confidentiality, and proven track record of B. Brownson & Associates, L. P.
Win the battle for talent. The battleground is far-reaching. It begins in the corridors of your business and extends past your competitors to every conceivable organization where high-potential / high performing talent is focused, developed and cherished. Who is winning your local talent battle? You? Your competitors? Or organizations you may not even know about?
Elevate talent management to a burning organizational imperative? Have you assessed the fluid talent situation in your organization? Can you differentiate - on a quarterly basis - the "hi-po" from the "pro-in-position?" . the "functional leader" from the "comfortable contributor?" . the "undeveloped" from the "unresponsive?"
Establish individualized employee value propositions. Link them with aggressive performance
Attract, grow, deploy and retain the best talent. Very few organizations "cut" their top performing people - even in the worst of times. These people are generally happy and performing. They are not looking for a new jobs. They are not mailing resumes. They are not scrolling through internet job sites. These are the high performers you need, and they don't even have a "footprint" in the employment market.
Look for the best in the right places. You can't find them in newspaper ads. You can't find them through the "old boy network." You can't even find them through "contingency" recruiting firms because they simply don't operate in the arenas where happily entrenched and amazingly productive talent live and work. To tap this talent pool requires the expertise, confidentiality, and proven track record of B. Brownson & Associates, L. P.
