Attracting Talent

Attracting talent is about acquiring the people and capability you need now and in the future through both redeploying internally and sourcing externally.


Workforce Planning

It is crucial to ensure that the future is planned for today, determining a more targeted approach to attracting the right talent. Developing a workforce plan will help you understand how to realise your critical workforce priorities, based on predictive analytics and workforce scenarios. It will help you to better align your workforce strategy to your business strategy, establish the demand and supply of critical skills and competencies required and highlight gaps in the workforce. It guides the direction of your organisation’s attracting and recruitment strategy, as well as your learning strategy.

If you do not have comprehensive workforce planning systems and processes in place, a useful first step is to understand the current strength of the critical competencies across the organisation. This will make talent segment and competency gaps much clearer, which will guide your workforce planning strategies, as well as talent strategies including attraction, identification and development, to fill these gaps.

Use the Competency Planning Tool to diagnose the current level of competencies that are critical to each of your talent segments.

Download the Competency Planning Tool


Talent Supply and Demand

The approach you take to acquire the critical talent you need is driven by understanding the difference between the demand and supply of talent for your organisation. This will inform where you need to source your talent for the future from. It can come from both internal sources through deployment and development or externally through the ability to attract the right people now and for the future.

Typically the gaps between the demand and supply of talent will be quantitative in the form of numbers to fill identified roles that will be required in the future or gaps identified through the workforce plan including retirements, forecast labour turnover etc. The qualitative ‘gaps’ will include such considerations as ‘those with management potential’ or ‘people who have both technical and managerial skills’.

Identifying the gap between supply and demand of talent will direct your priorities, helping you gain buy in from stakeholders. The identification of these priorities will also form the basis of what tools or processes will be adopted to deliver the talent strategy.

Use the Talent Supply Framework to respond to your talent supply and demand and identify the appropriate approaches to acquiring talent.

Download the Talent Supply Framework


Attracting Talent To Your Organisation

To attract the talent critical to achieving your organisation’s objectives, not only do you need to understand what you are looking for but how to make sure the talent wants to join and stay with your organisation. Essential to this is making your organisation attractive to prospective employees, by developing a strong Employee Value Proposition (EVP), also referred to as Employer Branding in the NHS. The EVP describes what an organisation stands for, requires and offers as an employer. It includes the entire experience of employees from their rewards and benefits, to the opportunity for career development and also the more intrinsic elements of management style, work environment and culture.

An organisation’s EVP has a strong influence on the image it portrays. It will impact how potential applicants view the organisation and whether they share enough of the values to wish to join. PA Consulting’s ‘What Talent Wants’ tells us that organisations with managed EVPs are able to effectively attract talent from more than 60% of the labour market compared to 40% with unmanaged EVPs.

Not all talent will be looking for the same employment offer so think about tailoring it to different groups. When you have identified your critical talent segments, think about the employee experience for each group. Creating tailored EVPs that offer the kinds of experiences, working environments and financial and non-financial benefits can help to ensure that you attract, engage and retain various critical talent segments.

Use the EVP Development Tool to help you develop and tailor your EVP to attract and retain your critical talent.

Download the EVP Development Tool

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