- Buy vs. build – develop a process for shifting resources away from recruiting full-time employees during slow growth periods and instead shifting resources toward employee development and internal movement
- Retention capability – develop a process that intensifies retention efforts when unemployment rates are beginning to decrease and when your turnover rates among key employees are increasing
- Sourcing strategies – revitalize employer referral and employer branding efforts and develop a process for examining emerging sourcing tools. Also develop “counter cycle” hiring processes in order to “cherry pick” the available talent when others aren’t recruiting
- A SWAP process – develop a talent SWAP program where individual poor performers are replaced with external hires whenever recruiters find suitable top candidates (Slide)
- Releasing talent – develop a process for continually releasing surplus talent that can’t be redeployed
- Internal movement – revitalize your existing process for internal movement and continuous talent redeployment
- External ideas – develop a process for generating ideas from internal and external contests, from customers and as a result of crowd behavior and social learnings
- Targeting agile individuals – develop a recruiting process whose target is to increase the percentage of workers and managers that are agile. Also change the development and the succession planning processes to also target agile individuals.
8 of 8  
     
 
|
|
