Consulting Services
What will make the difference in your company’s future?
From the very birth of any idea, product, process, or service talent is the catalyst. The ability to synthesize information, learn and innovate is uniquely human and achieving business success today without a well-designed and orchestrated talent strategy may be possible but chances are the result is not sustainable. The future of your company’s business strategies will likely be even more uniquely dependent on talent for success and sustainability. Are there any aspects of your company’s business that are not talent-dependent? So, how will you advance talent strategies to contribute greater value to your company’s success today and in the future? How will you begin to prioritize which aspects of your talent strategy will have the greatest impact? Together, we can make it happen.
Talent Synchronicity is….. adaptive, competitive and sustainable talent practices
Where the conversation begins
Understanding your company’s objectives and philosophy around talent, culture, brand, and technology and how each of these works together collectively is where the conversation begins. Aligning these with the company’s strategic business directives and then developing a clear, concise vision for your desired future is where momentum begins. Working together to frame your company’s objectives around talent we’ll define the philosophy that helps frame your strategy. Using an adaptive model that is agile enough to move with the ebb and flow of business cycles supports the talent function in proactively adding value across the business. Establishing competitive positioning and sustainable practices is the result of an adaptive strategy and guides your company to its desired future.
At the heart of talent and business
Whether your company’s needs are narrow and targeted towards a single aspect of your talent strategy or broadly encompass the entire strategy, applying an approach that begins at the heart of talent and business is the framework for clarity, competitive positioning and sustainability.
Each of the consulting services below is designed to provide you with options that can best meet your talent strategy needs. Contact Susan to schedule an exploratory consultation to learn more about how together we can advance your strategy.
Integrated Recruitment and Talent Management Strategy Development
This is an opportunity to assess the effectiveness and future of your talent attraction and recruitment strategy through a holistic approach. Focusing on each aspect of the Synchronicity Strategic Talent Model we’ll uncover the strengths and opportunities around your current practices to develop a vision for the future and craft an adaptive strategy. By identifying areas that result in improved results though enhancements in agility, efficiency, speed, and additive value for the talent function and related processes your well on your way to increased effectiveness and competitive acuity.
Taking this approach encompasses the talent functions internal positioning, intersection points with strategic business directives, allocation of talent attraction resources for increased efficiency and effectiveness, talent-centric technologies and processes, workforce planning; employment branding, social media and networked communities for enhanced talent attraction and acquisition, metrics for assessing current and future performance, and internal communication strategies to leverage a network of champions.
Your Outcomes ~ Clearly defined talent objectives that are aligned with your company’s business objectives. A strong foundation and integrated architecture established around resource planning and allocation, recruitment process and supporting technology, employment branding, community and social media, measurement, and internal communication channels. An outline for developing and managing sourcing strategies and active talent pipelines, which lead to reductions in time-to-hire and improved efficiency in anticipating core talent needs.
Talent Planning
Prepare your organization for the future by identifying core roles, skills, markets/geographies, and practice areas that will influence the company’s talent needs and resulting business success. Investing the time to chart a course and develop a map for the future will inform many of the decisions being made today. Developing a talent planning strategy also incorporates designing a view into the company’s active workforce to effectively inform the external recruitment needs today and in the future. Sharpening your focus on future talent needs helps ensure that the recruiting strategy is moving in harmony with the business strategy and specific pro-active actions are being taken to intentionally move “ahead of the need” and build active pipelines of interested and qualified talent.
Your Outcomes ~ Additive value through reduced time-to-hire, improved alignment with business partners, reduced hiring costs, and enhanced knowledge of niche talent markets. Improved coordination between strategic business directives, talent acquisition, and talent development, movement and succession planning. A clearly defined methodology and approach to delivering progressive value from the recruitment function.
Employment Brand Differentiation
Develop and implement a multi-media employment brand strategy that connects emotionally with and engages prospective talent. Without this, everything else you do in recruitment will be significantly more challenging. Start by asking yourself - How does prospective talent perceive our brand? How visible are we? Is there an emotional connection? Is it clear what differentiates us from our competitors? Bringing to life the essential elements of your company’s culture, talent philosophy, and business expertise constructs a compelling story that allows prospective talent to understand who you are, what you do and why they should join your company over others.
Your Outcomes ~ Differentiated employment value proposition to attract, engage and hire the best talent to meet your organizational directives. Expanded market reach and sharpened positioning to broaden the overall diversity of your talent pool and feed your proprietary talent pipeline. Reduced recruiting costs and supporting, sustainable talent practices.
Social Media Network Strategies
Social media moves your brand beyond transactional and relationship-driven actions and raises the company’s culture-brand-technology value by identifying and building sustainable community environments. Advance your organization’s brand and talent attraction capability by building community-based engagement. Through a strategy that integrates third-party and/or proprietary environments prospective talent is able to engage more viscerally with your company and work collectively to further the brand and engage others.
Your Outcomes ~ Enhanced company brand visibility and job seeker engagement. Differentiated employment value proposition. Increased prospect traffic through community momentum, collaborative interactions, and a more sustainable talent acquisition practice.
University Recruitment and Relations Strategy
Attracting emerging talent feeds critical pipelines to support your business. Through internships and graduate hiring a company makes one of its most important talent investments to support current workforce needs while nurturing future business leaders. Whether you’re building or enhancing your university recruitment strategy, fine-tuning your approach to engage students and key stakeholders in your business strategy will advance how the company is positioned as a career destination of choice. Successfully position talent to have multiple careers and/or experiences within your company as they build experience, skills and competencies to support future business success and competitive sustainability. Bring new thinking and ideas and leverage the technical, social and collaborative generational skills to nurture the company’s business strategy through student projects, classroom and virtual connections, and on-the-job experiential learning and development.
Your Outcomes ~ A defined strategy for attraction, engagement and hiring of intern and graduating students that supports current and future organizational talent needs. Enhanced brand visibility and connection with students, faculty and career center partners. Integrated strategy that supports core succession planning channels. Implementation and execution plan to align with the campus hiring cycle and on-boarding of new talent.
Recruitment Leader Development
Build and strengthen leadership capability to further the effectiveness of the recruiting function. Investing in personal development of your recruiting function leader enables strategic thinking and planning, increased agility, improved alignment with company business directives and related stakeholders, enhanced process efficiency, and increased hiring results and team effectiveness.
Your Outcomes ~ Increased understanding of effective coordination between recruitment function and company business directives to enhance talent acquisition results.
Talent Synchronicity is….. solutions that build momentum across your talent strategies
