Over the last few weeks, I’ve written about the strategic risks leaders must address to thrive in a competitive environment. Recently, I’ve discussed the importance of creating and sustaining a positive culture that helps drive innovation and change.
Critical to creating and sustaining the right culture is the sourcing, finding, and cultivating the right talent is another key catalyst for driving innovation and impact.
Our people are our most strategic resource. We have just implemented a new Human Capital Management system, as employing state-of-the-art technology around talent acquisition and management is critical to recruiting and retaining top notch staff.
The ability to recruit top talent stems from being known as a premier employer and building relationships with feeder institutions such as business, universities and local chambers. And with that we have developed a description of the DNA of those who are successful in The Fedcap Group.
Once recruited, the interview process demands its own structure and expertise. When hiring for top positions in the agency, I ensure they spend time with every key leader. I invite them to one of our “Corp Weeks” – where key staff from throughout the company come to New York to discuss corporate health, emerging trends in our areas of practice, review data about our company’s performance and brainstorm potential areas of innovation.
When I assess talent, these are the things I look for in prospective candidates:
The vision, the talent, and the ability of the staff to execute all combine to create the catalyst for driving—and realizing—innovation and ultimately impact in the lives of those we serve—creating a legacy for current and future generations to come.