How Do Talent Management Companies Match Business Goals with Talent Strategies? 

Competence is the cornerstone of organizational growth. Hiring poses a multi-dimensional problem comprising factors such as employee strength, skill levels, and the sync between work culture and the value system of the employees. The right set of candidates doesn’t just imply professionals who can drive productivity and innovation. A well-functioning cohort of workers also means that the employees can harmoniously work towards a common goal. Another prime challenge around talent acquisition involves gauging the potential returns an employee or team is likely to offer against workforce expenses and the current and upcoming project requirements.

Each of these factors – number of employees, company culture, and the ROI of hiring expenditures – ultimately stem from the central purpose behind all recruitment drives: achieving the business goals of a company.

While often HR departments are tasked with ensuring that the recruitment process is economical and yields good results, onboarding a good crop of employees can be daunting. In-house HR teams are responsible for a host of administrative tasks, making it difficult for them to be dedicated to the hiring process. This is where a talent management company comes in, helping companies tide over any recruitment-centric problems in a short span of time.

In this blog, we will explore how talent management agencies, including the Bangalore-headquartered G&S Consulting, can strategically help companies align their workforce with organizational goals.

Factors Behind Robust Talent Acquisition

Before hiring candidates, several notable talent management agencies perform a robust gap analysis, identifying the areas of improvement in the existing human resource infrastructure. This also allows the hiring professionals to re-evaluate recruitment criteria based on the future needs of the business. Thus, the recruiters get holistic picture of the core and soft skills expected from the prospective employees. To ensure strategic talent management here are a few things a well-rounded gap analysis should include:

Outlining Stakeholder Challenges

Understanding the pain points of the existing workforce before investing in new hires should be a top priority. This is because, the skill gap may not be the only problem why companies don’t witness the degree of productivity they expect. Often many businesses have the right talent, but the workload and the frequency of the workflow can hinder the employee output and the ability to meet timelines.

Let us take for example a CA firm, which is on the lookout for a new cohort of accountants. While the current set of professionals are efficient, the number of projects a given accountant handles could be excessive or it may be that urgent work is regularly assigned on an ad hoc basis, making it difficult to meet deadlines of certain projects. In the event the workflow is a problem, then hiring a full-time accountant may not solve the problem. A gap analysis could empower the talent management company which has been entrusted with the hiring to create a network of freelancers with relevant expertise rather than onboarding a full-time employee. Similarly, contract staffing for short-term yet urgent projects can also be a solution as it can save long-term workforce spending without increasing the work pressure.

Identifying workforce challenges may also reveal issues around short-staffing, company culture, shortcomings in the technology suite, and poor salary structure, which hampers motivation among employees.

Aligning Talent Acquisition with Business Objectives

With changing market trends, business requirements need to keep evolving and the requisite skills to meet the industry demands also change, prompting companies to keep up with them. This is why when onboarding a new talent, recruiters need to keep revising the skill sets in the job description, to suit the business needs of the venture. Business goals also may change as the company decides to focus on a new area of operations which would require a new set of specialists to be onboard. In both cases, the talent management company, where the HRs often come from various domains can play a major role in closing the best-suited candidates.

Professionals from recruitment agencies can not only dedicate themselves to talent acquisition but can also cull from their diverse experience to understand nuances of the job description. As hiring agents have worked repeatedly on workforce expansion and growth planning projects, they can efficiently take a templatized approach towards hiring, thus, swiftly closing the position. These agents also can closely work with decision-makers to get a holistic view of their vision. An in-house HR, on the other hand, may not have the bandwidth to understand the company’s operations in a granular manner.

Implementing a Solid Candidate Experience for Talent Acquisition and Management

As per the article “Why is Candidate Experience important?” on, companies which are seeking to onboard new talent should note that:

  • 38% of candidates are more likely to accept an offer if they undergo a positive experience
  • In case a company decides to hire from a pool of candidates it previously rejected due to a new business need, a robust candidate experience can be the reason why 65% of rejected candidates may consider the recruitment process once again
  • A good candidate experience is likely to spread goodwill about the company among prospective employees as 77% of candidates share their interview journey with their network

These figures make a strong case for positive Candidate Experience. Therefore, companies should collaborate with a talent management company that follows the best practices of hiring.

Among the host of agencies that help businesses smoothen their recruitment process, G&S Consulting is noteworthy. In the next section of the blog, let us see how G&S Consulting can help businesses align their business goals with their talent strategies.

G&S Consulting Ensuing Smooth Talent Acquisition

G&S Consulting focuses on matching talent strategies with organizational goals through meticulous gap analysis, agile recruitment, and prioritization of candidate experience. We strive to understand the unique needs of your organization while also taking a deep dive into the industry trends and best practices. Moreover, our hiring approach also prioritizes swift onboarding. We help organizations close top candidates under 30 days, regardless of the designation-level.

G&S Consulting champions expert-level hiring, ensuring that companies can navigate market changes without suffering from skill gap.

Want to know more about our talent management solutions? Contact us today!