Build and manage freelance pools (e.g. via Talent dashboard for development (e.g. via MyTalentboard) white label environment (for gigs) MyTalentboard on the left and on the right. MyTalentboard on the left and and gigs are about to be developed. This, in combination with a talent (development) dashboard, will make your entire organization market-fit for a few years. 4. Marketing Another two large pots of fresh coffee and tea in the forest hut? Check, ok and on! Your marketing plans will change radically.
Will be addressing completely different executive list target groups than before. And trust me on this one : you approach a status holder or returner 'something' differently in the market than an AA applicant. Image of pencils accompanying HR strategy article. Your marketing plans are therefore rigorously adjusted. Great, because you still have your creative thug at hand. How will you develop that plan in the coming years? You do that by seriously coloring outside the lines . 5. Bind & Buoy 2.0 Talent.
Development is more important than ever before. Because you don't have to recruit talent that you don't lose (same principle as that cheese advertisement, what doesn't arrive, doesn't have to get rid of it). Managing an organization for growth (more colleagues) is a different story. I'm not an expert on people bonding, but I think people in a work environment are always looking for pride, connection and a smile. If your organization is set up for this, then I think you are already doing well above average.