Some HR departments today seem to spend all of their time in reactive mode. They’re either backfilling for unanticipated vacancies, reacting to ever-shifting business priorities that have created new talent needs — or rushing to put out some other fire. But it doesn’t have to be that way.
With a best-in-class Talent Acquisition (TA) strategy in place, HR teams can be far more proactive and value-adding in their approach. Instead of scrambling to cover short-term needs, these teams are fully integrated into the long-term business planning process and better aligned with senior leaders on big-picture goals. What’s more, they’re able to map their existing talent capabilities to match the business strategy — including plans for adopting new technologies.
