Even if you’ve already hired all of the great employees that you think you will ever need, it is important to have a strategy planned to help manage and develop that talent that you have already acquired. Even more important is thinking about what you’re going to do if you need to hire more! Here is a list of a few questions you (or your HR team) can ask yourself to help plan how your year is going to look:
 

1. Do you have an effective way to identify and develop employees with potential for future advancement?

It’s a common mistake to focus only on hiring new talent, rather than developing the talent already existing within your company. By tracking the movement, development, interests, and skills of current employees, you can quickly identify existing strengths and opportunities within your team.
 

2. Is your HR team up to snuff?

Does your HR team take pride in being the best they can be? Evaluate any needs that your team may be experiencing and help them make sure that they are well equipped to handle your talent management goals for this year. Partner with the existing team to see if they need any extra support, or have any recommendations for ways that the team could be more efficient.
 

3. Do you use effective software and technology to manage applicants?

Talent acquisition is hard work if it’s not organized properly. Make sure that your company has its technology and software well-organized, and that all required employees are trained to use it. Having the right applicant tracking system can streamline your hiring process, and make sure that you don’t miss out on any ideal candidates for your company.
 

4. Is your business modifying it’s talent acquisition strategy to meet changing applicant demographics and needs?

Companies are modifying their perks and pay to attract individuals exhibiting talent. Is your company offering what it should be? Is your interview process in line with hiring trends for your industry? By answering these questions, you can make sure that you are in line with the newest talent acquisition strategies to meet the expectations and needs of the demographic you are trying to reach.
 

5. Is your HR team in agreement about how to focus on hiring for capabilities that create value?

Understanding your company’s culture is one of the first steps in making sure that you are hiring people to fit your needs. Is your HR team in agreement about what that culture is and what best exemplifies it? Make sure that everyone is on the same page going into the new year, that way the talent acquisition process is clear and concise for both potential and current employees.
 

6. Do you have an open communication and promotion structure implemented within your company?

If you were to ask your current employees if they knew which channels they should go through in order to be promoted, or who they should talk to if they needed advice, would they be able to answer? Having a clear structure to your company is important for your already existing employees as well as your potentially incoming ones. Great communication skills and desire for professional growth are two personality aspects you are probably looking for in a new hire, so why not start by promoting it internally?
 

7. What is your company’s turnover rate and where is it happening?

Taking a look at your turnover rate can help you to evaluate where in the company (i.e. different departments) you might be losing employee buy-in or what you might be able to change in order to make your company even more enjoyable to work for. Creating an environment that people feel they can grow within will help you to keep hold of and develop the talented employees you have already hired while also attracting potential candidates in the future.