Unlocking and sustaining engagement with early talent is tough right now.
Attraction remains a numbers game, but how do we ensure who we hire is set up for success and stays?
In our most recent free Clu'd Up Employers Club Event, we gathered distinguished experts for an enriching discussion. We were honoured to feature expert panels such as Sam Taylor, Head of Learning and Development, and Janeace Thompson, Director of Talent, Culture & Experience at PRS for Music.
During this session, we delved into pivotal topics, including:
1️⃣ Exploring the latest trends in early talent on a global scale 🌏
2️⃣ Unveiling effective strategies to carve a distinct identity in the competitive early talent landscape 📊
3️⃣ Engaging with real-world case studies and tangible examples that illuminate the true value proposition for early talent 👩💻
If you couldn't join us for this insightful dialogue, fret not. We're thrilled to present the five key insights and actionable takeaways from our panel discussion:
1. Emphasis on Continuous Learning and Skill Development
The conversation emphasises the need for a culture of continuous learning and development to attract and retain junior talent. This involves shifting away from traditional face-to-face learning towards blended and digital learning environments, investing in improved L&D and mentoring practices for higher engagement.
2. Personalisation of Employee Experience
Personalisation is crucial for engaging early talent, including tailoring career sites, hiring processes, and learning and development programs to meet individual needs. Creating psychological safety and personalised experiences can significantly enhance early talent engagement, motivation, and retention.
3. Utilisation of Data and AI for Strategic HR Decisions
The discussion points to the need for HR to align with other business services in using data and AI. By adopting integrity, transparency, and a data-driven approach, HR can better understand and address the needs of early talent, optimise talent acquisition, and enhance retention.
4. Skill-Based Hiring and Development for Junior talent
The emphasis was on recognising and nurturing skills rather than relying on traditional qualifications. This entails comprehending the skills and gaps of new hires and utilising this insight to tailor their onboarding and development for success. A skill-based approach can uncover hidden talents and align employees' capabilities with organisational needs.
5. Connected Approach to Talent Management
An all-encompassing talent management approach is key, covering attraction, hiring, development, and retention. This includes diverse elements like psychological safety, mentoring, coaching, and varied learning environments. Organisations should prioritise building diverse talent pools and inclusive practices, moving beyond name-blind CVs to consider factors like neurodiversity and socioeconomic mobility.
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