Do you have more open positions than applicants? Tempted to hire the first available person and deal with any issues later?

This approach is common in today’s market, but HR pros know that there is more to hiring than filling empty slots. For the best outcome and to align talent, look at your organization’s talent strategy and its business strategy. Link these, and you will get the right people working together to meet shared goals. Here are five areas where the alignment of talent and business strategy matters:

Succession Planning

When C-suite leaders leave or retire, it can have a permanent effect. Rushing to fill an open C-suite position can lead to bad decisions. The wrong person can change the culture, drive away talent, or miss crucial targets. A clear plan lessens the impact on the organization and keeps everyone working toward the same goal. It also prepares workers and customers for a smooth transition. Identify the best qualities in the current leadership, as well as skills needed in the future. The replacement for a top-level executive is not just a younger version of the departing leader.

Leadership Development

HR and department managers should seek out rising leaders within the company. In order to align talent, make it a top priority to retain and grow employees who embrace the company’s culture and goals. Develop a system to identify high-potential workers at every level. Create programs that train and develop these emerging and middle management leaders.

Skills Gap

The difference in skills between the workers you have and the talent you need is your skills gap. A skills gap analysis reveals where you need to focus your efforts to align talent. Can the missing skills be taught internally, or should you hire from outside? Find people with the skills you want by adding tests to the interview process. A professional staffing firm can help screen candidates for specific skill sets.


Hiring managers and recruiters need to know exactly what kind of candidate will succeed in a specific role. An updated job description is the first step. Managers should also create detailed profiles of the ideal person for each position.

In addition to align talent with hard and soft skills, culture fit is crucial. The company’s culture must be clear in recruiting, onboarding, and training programs.

Performance Goals

Can your new employees explain the company’s mission and strategy? Do they understand how their role fits into the larger picture? All employees should fully understand the company’s strategy and the role they play. Clear performance expectations should include measurable results, actions, and behaviors that match the department and the company as a whole.

The professionals at The Daniel Group will help you find solutions to your staffing challenges. We are committed to finding and qualifying the best candidates to fill your company’s needs. The Daniel Group stands behind our work with a One-Year Replacement Guarantee.

Leave a Reply