It might seem justifiable to postpone talent management during this crisis. But there is arguably no better time for organizations to get clear answers to the killer questions of talent management: What talent do we have? What talent do we need? And how do we fill the gaps? We need the right leaders to navigate our organizations, societies and countries back to recovery and beyond. Answering these basic questions of supply and demand will be fundamental to the survival of many businesses and even entire industries.
39% of HR leaders say they're harnessing the crisis to reshape and reprioritize their company's talent agenda.
Every day, COVID-19 is raising new and complex questions for leaders and organizations to answer. Korn Ferry’s Ilene Gochman shares her perspective and advice.
In the face of unprecedented magnitude and a rapidly accelerating pace of disruption, leaders must either self-disrupt or be disrupted. If your leaders are more comfortable reinforcing the status quo, then you need to take a fresh look at what’s required for success. Our research-based, predictive Success Profiles identify the vital leadership attributes needed for success. Korn Ferry’s Talent Hub holds Success Profiles for thousands of roles including profiles for a self-disruptive leader or a crisis leader. Alternatively, we can develop customized profiles for specific roles or levels, aligned to your strategy and organizational culture.
Our research-based, predictive Success Profiles identify the vital leadership attributes needed in a crisis.
Now is the perfect moment to observe what leaders do when they don’t know what to do. Seeing your leaders behave on the battlefield may have yielded some surprises and disappointments. Now is the time to re-assess them using updated criteria, through formal assessments and talent discussions. We have adapted our world-class assessments and research-based talent reviews to be delivered virtually. Recent research by the Korn Ferry Institute proves that our virtual assessments and simulations deliver comparable participant experience, predictive power, and developmental value for individuals and their organizations as face-to-face equivalents.
Virtual assessments deliver comparable predictive power and developmental value as face-to-face equivalents.
We have known for a while that developing potential is now all about preparing people for the unknown. And at no time has this been clearer. Organizations need talent and leaders who are learning agile, who know what they do when they don’t know what to do. We develop high potentials and leaders at every level to develop these capabilities. We offer personalized coaching – delivered virtually – on assessment results and development actions; we also have both off-the-shelf and tailored virtual learning experiences that are both engaging for participants and effective at driving behavior change.
We develop agile leaders who succeed in disruptive times.
Some companies default to reducing their recruitment activity during a crisis. But the reality is that acquiring top talent is as – if not more – important than ever, as companies need every competitive edge they can get to navigate the storm and prepare them for success in the post-outbreak era. We can identify and attract these unique leaders, assess for ideal organizational fit, and build appropriate frameworks for compensation and retention.
We can identify and attract the right talent to lead in a crisis.
While most organizations have taken a significant hit in revenue as a result of the crisis, industries on the front line (e.g., healthcare, delivery services, telecommunications, grocers) are having to recruit huge numbers of employees at speed to cope with demand. Our fully integrated Recruitment Process Outsourcing (RPO) technology solution, Nimble, uses artificial intelligence and best-in-class Korn Ferry IP to make high-volume hiring a productive, positive, and prompt experience for everyone involved. This end-to-end solution will enable you to source, attract, assess, select, and onboard the right people for the job—seamlessly and at an affordable cost-per-hire.
We can source, attract, assess, select, and onboard the right people for the job—seamlessly and at an affordable cost-per-hire.
This crisis will end. And when it does, you’ll need the right people in the right place at the right time to hit the ground running. It might mean refreshing your definition of talent, especially if the crisis has exposed capability gaps or accelerated your digital transformation. This also means staying close to your company’s workforce plan. Knowing that your organization will need more salespeople to support growth after the decline can help you start developing your employer value proposition messaging and building talent pools early. We can help you define the profile of people you need for the future, develop the right buy, build or borrow strategy, and support you to deliver.
We can help you to identify, attract and develop the talent you need for the future.
In our hands it’s more than just data. We use it to build the DNA of outstanding leaders, effective organizations, high performance cultures and game-changing reward programs. In your hands it can continue to inform smarter decisions backed by more than 4 billion data points, including:
– Over 69 million assessment results
– 8 million employee engagement survey responses
– Rewards data for 20 million employees across 25,000 organizations and 150+ countries