Lana Bryon, Walmart Canada’s Head of Talent Acquisition, examined talent acquisition in time during her keynote presentation to Argyle’s CHRO membership at the 2017 Human Capital Leadership Forum in Toronto on October 17. During her presentation, “The Right Talent on Demand: Proactive Talent Acquisition Strategies for Delivering Talent in Time,” Bryon explained how talent acquisition professionals can take a proactive approach to hire top talent in time.
According to Bryon, the global business landscape is rapidly evolving. No longer can talent acquisition professionals wait for job candidates to reach out to organizations. Instead, organizations must take a proactive approach to talent acquisition, or they risk missing out on opportunities to attract, hire and retain qualified professionals.
At Walmart, the business was forced to revamp its talent acquisition strategy to keep up with the pace of change in the retail market, Bryon said. Walmart evaluated its talent acquisition strategy, and ultimately, found that it needed to develop new strategies to find talent in time.
“The pace of change in retail is really fast. And if you’re not keeping up with it and don’t have the right skills to create strategies, you’re going to find yourself in a position where you’re not viable in the marketplace for very long,” Bryon stated.
With the ability to find talent in time, an organization can employ the right professionals, at the right time, every time, Bryon indicated. This capability can make a world of difference for any organization, as it enables an organization to consistently connect with top talent when necessary.
“Talent acquisition needs to figure out how to get ahead … and provide the right skills to our business in time,” Bryon said.
Furthermore, it is important for organizations to understand the changes that are taking place among the global workforce.
“When you have gaps in your workforce, you have disengaged associates because you’re putting a lot of pressure on many people.”
Top talent is highly specialized, Bryon said. If an organization lacks the ability to connect with this talent, it may lose top talent to competition, thereby resulting in a talent deficit that may impact an organization’s entire workforce.
“When you have gaps in your workforce, you have disengaged associates because you’re putting a lot of pressure on many people,” Bryon noted. “This can cause some disengagement, and this can end up being cyclical.”
Also, organizations need to look beyond compensation as they search for ways to attract and retain top talent, Bryon said.
Today’s highly skilled professionals have no shortage of job opportunities at any given time. If an organization can provide job opportunities that foster career growth and development, it may be better equipped than ever before differentiate itself from the competition and generate interest from top talent.
“Trying to attract [talent] in specialized professionals is becoming difficult. They have lots of options,” Bryon said. “From a compensation standpoint, you need to be able to differentiate yourself in ways beyond compensation.”
It is essential for talent acquisition professionals to frequently share brand messages with top talent. By doing so, job candidates can learn about an organization and understand exactly what it has to offer.
“Talent acquisition needs to figure out how to get ahead … and provide the right skills to our business in time.”
“Proactive strategies are a must for getting talent in time, because you need to be able to communicate your branding message before you hire,” Bryon noted. “If you’re doing it when you’re trying to hire, then you’re already too late.”
Moreover, talent acquisition professionals must identify customer strategies to complement their respective organizations’ talent capabilities, Bryon stated.
“Customer strategies are evolving faster than talent capabilities,” she said. “What customers are demanding from us … is moving faster than the demands of the talent marketplace. This is creating a talent deficit.”
Delivering talent in time can be difficult, but Bryon offered a three-step process to help talent acquisition professionals optimize their results:
- Perform Market Analysis: Work with business and HR partners and assess the talent marketplace. That way, talent acquisition professionals can identify patterns and trends in the job market and plan accordingly.
- Build an External Pipeline Strategy: Talent acquisition professionals must establish priorities and diversify their resourcing. This will enable talent acquisition professionals to build an external pipeline strategy that ensures an organization is equipped to stir up interest from top talent at any time.
- Create Industry Maps: With mapping, talent acquisition professionals can learn about the top talent across an industry. This will ensure that talent acquisition professionals are ready to connect with top talent as soon as new job opportunities become available.
Talent acquisition professionals also must stay on the lookout for opportunities to update their strategies and foster partnerships with top talent. If talent acquisition professionals remain proactive, they can increase the likelihood that their respective organizations can partner with top talent for years to come.
Lana is the head of talent acquisition at Walmart Canada. She is responsible for the recruitment function, which includes design, development and deployment of innovative recruitment strategies for the acquisition of talent for Home Office, Store Operations, and Campus programs.
Lana has over six years of experience at Walmart Canada. During this time, she has held progressive roles within talent acquisition, where she’s pursued her passion for finding new solutions to enable the advancement of talent sourcing, assessment and advising business partners that produce proactive pipelines of high quality talent to support growth at Walmart Canada.
Before joining Walmart, Lana held senior roles with-in the recruitment consulting field, specializing in accounting & finance and bilingual staffing.