How Do You Fill Talent Gaps in Critical Roles?
LinkedIn offered this scenario: Talent gaps in critical roles can threaten the performance, growth, and sustainability of any organization. Critical roles are those that have a high impact on the strategic goals, the core capabilities, or the competitive advantage of the business. How do you fill these gaps effectively and efficiently? Here are some steps you can take to address this challenge.
The first step is to define what constitutes a critical role and a critical skill in your organization. This may vary depending on your industry, market, vision, and values. You can use various criteria to identify critical roles, such as their contribution to the value proposition, their scarcity in the talent market, their influence on key stakeholders, or their potential for disruption. Similarly, you can assess critical skills based on their relevance, demand, difficulty, or uniqueness. You can use tools such as job analysis, competency models, or skill matrices to map out the requirements and expectations of each critical role.”
I offered my thoughts in response, “With the exception of roles for which there is scarcity in the talent market (and thus will be unavailable to you externally), there are very few roles in a firm of medium size on up which a program of training and promotion wouldn’t work. After all, when taking into account the cost of a hire including the time spent evaluating and assessing talent plus onboarding are factored in, the cost of hiring externally is very expensive compared to the cost of training and coaching existing staff to be able to step up into a higher role PLUS it reduces turnover.”
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