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How to Prepare for Talent in the 22nd Century

Decades ago, it was easy to assume that a company’s talent needs wouldn’t change from year to year. Today, that’s no longer the case, with a growing number of companies reinventing themselves to leverage digital technologies to compete for the best talent. Even those that haven’t transformed are taking steps to review their processes of talent acquisition.

Identifying tomorrow’s talent, today

Finding staff members who have the right skills, experience and expertise for a reinvented company is very important. Aligning the plan for talent with the future goals and vision of senior leadership increases an organization’s overall success rate.

Members of HR and talent acquisition should start asking themselves, and the C-suite, some questions:

  • What will the company look like in one, five, 10 or even 85 years?
  • Who will our leaders be?
  • How will our business needs change?
  • Where are the gaps?
  • How will tomorrow’s top talent differ from today’s perfect candidate?

These are all pertinent questions that give HR and talent acquisition its marching orders for identifying a specific type of new talent: smart people who are agile, flexible and adaptable. Not coincidentally, these are traits similar to today’s most nimble and successful businesses.

Although most businesses want “hotshots” who can aggressively climb the corporate ladder, HR and talent acquisition executives may be served just as well by working with the C-suite’s vision to identify the talent to execute that vision.


About the author
Author picture, Tiffany McGowen
Tiffany McGowen
Tiffany McGowen, Paycom’s Vice President of Recruiting, is responsible for the oversight of staffing corporate headquarters and growing the nationwide sales force. She has more than 10 years of recruiting experience, ranging from executive-level talent to interns, with a specialty in sales professionals. Passionate about motivation, McGowen is constantly on a coast-to-coast hunt for the best and brightest talent in every market.