While there are many considerations when it comes to making a career change, there are fundamentals in knowing what skills will be transferable to a potential new role, and how to showcase these on a resume.

How Our Recruiters Leverage Transferrable Skills for Candidate Career Growth

<p>Staffing Industry Analysts (SIA) recently revealed its annual Global Power 150 - Women in Staffing list, which celebrates the achievements and excellence of female leaders as influencers on the global stage in the staffing and talent solutions industry.</p>
<p>This year, we are excited to see four of Lorien&rsquo;s leaders make the list &ndash; Julia Robertson (Group CEO, Impellam), Annelise Smith (Director of MSP and RPO, Lorien), Claire Marsh (CEO, Impellam North America), and Kelly Morton (Portfolio CEO, STEM, Impellam).&nbsp;</p>
<p>This is Kelly&rsquo;s second commendation by SIA, having also been listed in its SIA 100 &ndash; Europe list of leaders earlier this year. To commemorate this occasion, we decided to put the spotlight on Claire, Kelly, and Annie to learn more about their careers and why visibility for women in recruitment is still important. &nbsp;</p>
<h3><strong>Congratulations on being featured in SIA&rsquo;s list. Why do you think it&rsquo;s important to recognise the contributions of female leaders?&nbsp;</strong></h3>
<p>Kelly - Recognition of success is always important, but this is especially the case when it comes to visibility for less well represented groups. Seeing other females in leadership positions inspires women to achieve their full potential &ndash; you can&rsquo;t be what you can&rsquo;t see, after all. Visibility of female leadership helps other females to believe they can achieve the same success, and to find reasons why they can, as opposed to reasons why they cannot.</p>
<p>Annie - Within recruitment we are fortunate enough to be part of an industry that has always had a fairly even gender split, with perhaps even a leaning towards females; however, this is not reflected when it comes to leadership roles. For an industry with such significant female representation as a whole, I believe it is essential to address this imbalance at a senior manager level, and one way to do that is to recognize the contribution of female leaders. By celebrating female success, we can encourage and support future female leaders, and demonstrate the many and varied career opportunities recruitment can offer for everyone, regardless of gender.</p>
<p>Claire - Balanced gender representation and equality in the workplace is essential; women bring different perspectives and approaches to business, resulting in a more inclusive workplace and culture and better company performance. The staffing industry has done a much better job, as compared to the Fortune 500, in females achieving C-level status and that is something to be proud of. Recognizing the contributions of the female leaders in our industry increases their visibility as role models, and that visibility plays a key role in encouraging and advancing the next generation of female leaders. The SIA list also acts as a platform to highlight the organizations within our industry who are championing and developing their female leaders. There&rsquo;s still room for progress, but I&rsquo;m proud to play a part in driving ED&amp;I in our sector.&nbsp;</p>
<h3><strong>What has been your proudest achievement in your career?&nbsp;</strong></h3>
<p>Kelly - I have had many, but what I feel most proud of is seeing people I have managed, coached, and mentored, go on and become great leaders by staying true to themselves, remaining authentic and real, and above all caring about the people around them.</p>
<p>Annie - The last 18 months have presented challenges none of us could have imagined before. But times of adversity often give you the best opportunity to demonstrate what you&rsquo;re made of. From a Lorien perspective, we have emerged as a stronger business and our teams have demonstrated resilience, agility, innovative thinking, and compassion throughout. Being a part of that and leading a team of such dedicated professionals has to be my proudest achievement.</p>
<p>Claire - Without question, my proudest moment was when I was appointed as the CEO for Lorien UK. I began my career in staffing with Lorien as a junior employee and I was thrilled and humbled when I was entrusted with the leadership of the business that I loved. Lorien supported and defined my career in this sector, providing constant opportunities for growth and development, which ultimately helped to pave my path towards becoming the CEO. In 2019 Impellam afforded me the opportunity to work internationally, leaving the UK to lead our fast-growing business in North America. It was a difficult decision to make, but I am proud of myself for making the leap out of my comfort zone to take on a new challenge and now realize that I should have never had any hesitation. My move created space for the UK team to step up and it has been extremely fulfilling to watch that team take the business from strength to strength. I work with a great team of people on this side of &ldquo;the pond&rdquo; and it is exciting to once again join a business at the start of an incredible journey!</p>
<p>As a member of the LGBTQIA+ community I am especially proud of the inclusive culture that we built at Lorien, and now as a leader here in North America, and believe I have the opportunity and responsibility to build a business that enables everyone to be the best that they can be.&nbsp;</p>
<h3><strong>What has been the biggest challenge you have faced in your career, and what can people learn from this?&nbsp;</strong></h3>
<p>Kelly - Leading SRG out of the 2008 recession and then being appointed MD in 2009. I took a leap of faith and restructured the business into delivery and specialist. I think people thought I was mad at the time, but within two years, we had doubled the business. At the time I questioned myself many times but held on to what I believed was the right thing to do&hellip;it was a boom or bust situation. I am pleased to say my instincts served me well, otherwise I probably wouldn&rsquo;t be writing this now! Annie - Home-schooling four children whilst trying to do my day job! Obviously by no means unique to me, however it really did teach me a lot about myself and my own skills and was also a clear demonstration of the fact that you cannot be all things to all people&hellip;and that&rsquo;s ok!</p>
<p>Claire - I began my career in IT staffing in 1998, a time when the economy was prospering and demand for technology skills was high, particularly in the build-up to Y2K. Then, along came the Dotcom Bubble Burst which was an extremely challenging time for our sector. The next few years taught me the importance of resilience, determination, and the value of building relationships for the long term. This early career challenge put me in good stead for the ensuing financial crisis in 2008, and of course, the recent global pandemic. Progress isn&rsquo;t always linear and being able to quickly recognize and adapt to the internal and external factors that inevitably come along, and test even the best laid plans, is a great life lesson!&nbsp;</p>
<h3><strong>What can we do to raise the bar for diversity in recruitment?&nbsp;</strong></h3>
<p>Kelly - I think the recruitment industry has come a long way, but there is still more that we can all do in raising awareness and being more socially conscious around the decisions we make and the impact we have. We&rsquo;re in a unique position in recruitment to be able to influence inclusion and diversity from the top of the funnel and creating a bias-free hiring process is something we are speaking to our clients about more and more. We carry a lot of responsibility in recruitment for fair candidate treatment, and I think that makes us more introspective of our own processes and what we can all do better as individuals and businesses. To raise the bar, we need to think actively about whether the environment we&rsquo;re creating is one in which our people can fulfil their true potential, regardless of background. Diversity isn&rsquo;t, and shouldn&rsquo;t be, a tick-box exercise, but something that is part of our DNA and culture.&nbsp;</p>
<p>Annie - I am proud of our industry and the important role recruiters have to play when it comes to improving diversity in the market as a whole. I personally see the phenomenal work that is done on behalf of our customers every day and it inspires me. If anything, I think we all need to sometimes take a step back and ensure that our internal efforts and the practices in our own organizations are reflective of what we advise our clients to adopt as best practice.&nbsp;&nbsp;</p>
<p>Claire - Inclusion is not just about achieving strong diversity slates, but about building a culture that engages, grows, and fosters diversity of thought, ideas, and ways of working. Everyone at Impellam has a responsibility to ensure that ED&amp;I is front and center of everything that they do, but to ensure that we continue to raise the bar Impellam has recently hired its first Global Head of Culture and Fulfillment, Ann Bookout. Our investment in dedicated and expert resources will ensure that ED&amp;I is the golden thread that runs throughout our organization. &nbsp;</p>
<p>Looking for your next career move? Learn more about the people at Lorien here and find out what it feels like to work for us <a href="https://www.lorienglobal.com/about-us">here.</a></p>

Four from Lorien recognised by SIA in  annual Global Power 150 - Women in Staffing list. We speak to Claire Marsh, Annelise Smith and Kelly Morton in this Q&A.

Spotlight on Lorien’s female leaders as SIA names its Global Power 150 - Women in Staffing list

<p>With plans to double our US workforce over the next two years, we&rsquo;re speaking to some of our people to learn about life at Lorien - and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Contact us</a>&nbsp;for more information on our current vacancies.</p>
<p><strong>What does a &lsquo;day in the life&rsquo; look like for your team?</strong><br><br>The early morning consists of following up on emails, admin-related tasks and a daily Job Order meeting with the IT recruiting team.&nbsp; The rest of the day is spent screening potential candidates whether by phone, text, email, etc.&nbsp; As we get new job orders, we transition between contacting candidates and searching our resume databases<br><br><strong>What do you enjoy most about working at Lorien?</strong><br><br>The people and the work environment. The team gets along very well, almost like a family.&nbsp; There is a level of comfort in the office that makes most days very enjoyable, yet full of accomplishment.<br><br><strong>How would you describe your team culture?</strong><br><br>Relaxed yet very productive. The Fairfax office is one of the smaller offices, but we are as productive as any.&nbsp; We are close knit group who enjoys being together and we get things done no matter what. It&rsquo;s the perfect balance of productivity and fun.<br><br><strong>What have been your proudest achievements, individually and as a team?</strong><br><br>I&rsquo;m proud of helping Dan Van Gemert, Molly Kopera and Christina Matt to realise their potential and become strong, self-driven recruiters. They&rsquo;ve all mastered skills which will accelerate their careers in recruitment, and I&rsquo;m excited to see them go from strength to strength.&nbsp;<br><br>As a team, I&rsquo;m very proud of how we&rsquo;ve got every last bit out of our client agreement with a huge multinational tech company. Every year we get better and more efficient at delivering for this client, playing a key part in their resourcing strategy and growing our market share there.&nbsp;&nbsp;<br><br>On a personal level, I also hit a record in 2020, making $2 million in gross profit &ndash; the highest in a single year by a recruiter. That and building a successful team are definitely amongst my career highlights.&nbsp;<br><br><strong>What do you think makes your team a success?</strong><br><br>We have two very organized account managers (Mike Guilday and Brandt Hurdle) who have been instrumental in setting our team up for success, as well as a team of recruiters who are committed and consistently follow through. We have excellent communication in the team and we&rsquo;re also very good at balancing work with fun, which definitely helps us pull together. When we are busy, we take full advantage of the opportunity in front of us and work hard &ndash; and when we&rsquo;re quieter, we use the time to celebrate the wins. Thankfully we&rsquo;ve never quiet for long, but it&rsquo;s important to have those rest periods as well as the busy ones. We rely heavily on each other and don&rsquo;t let each other down.<br><br><strong>What advice do you have for someone who wants to get into recruitment?</strong><br><br>There are factors that you can't control when it comes to recruiting. So, it is really important to manage the factors that you can control really well.&nbsp; If you work hard and smart, along with being persistent, organized, and fearless of the phone, there is no reason you cannot succeed.&nbsp; &nbsp;As a recruiter, frustration can set in quickly at times, but there is always a way around it with the right support.&nbsp;</p>

Interested in a job in technology recruitment, digital recruitment or telecom recruitment? Read about life at Lorien here and discover our opportunities in tech recruitment.

Q&A with Matt Grimes, Manager, Technology

<p>With plans to double our US workforce over the next two years, we&rsquo;re talking to some of our current employees to find out what working at Lorien is like behind the scenes, and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Reach out</a>&nbsp;for more information on our current vacancies!</p>
<p><strong>How did your recruitment journey start?&nbsp;</strong><br><br>I was referred by a friend from college, Alex Salow, who thought I might be a good fit for the role. I started at Lorien shortly after my college graduation.&nbsp;<br><br><strong>What do you enjoy most about working at Lorien?</strong><br><br>I enjoy being able to work with what feels like a family. There&rsquo;s a lot of support and encouragement and we&rsquo;re continuously pushed to strive for success. Beyond that, I&rsquo;m allowed to be myself and to pursue my own goals. There&rsquo;s a real emphasis on both individual and team success which makes Lorien a really motivating place to work.&nbsp;<br><br><strong>What have been your proudest achievements at Lorien so far?</strong><br><br>I was a million-dollar biller for two consecutive years, and I achieved this in my first four years at Lorien. It was a real achievement for me, and something I worked really hard for. One of my favourite things about recruitment, and in particular working at Lorien, is that if you put in the work and really draw on the support and the expertise the business gives you, you can see real, tangible results.&nbsp;<br><br><strong>What does a &lsquo;day in the life&rsquo; look like for you?</strong><br><br>My day begins with a morning meeting to discuss yesterday&rsquo;s work progress and today&rsquo;s focus. Afterwards, I focus on the outstanding roles I&rsquo;m working on, whether that&rsquo;s finding candidates, talking to job seekers, or preparing candidates for the next steps of the application process. I will also spend a lot of my time talking to people in the market and advising and advocating for career changes. A really important part of my role as Recruiter is to match candidates and clients. You need to pay attention to what both parties want to make sure matches are successful and for the long-term. You&rsquo;re responsible for people&rsquo;s careers at the end of the day &ndash; so you have to know your market and your client to make good recommendations.&nbsp;<br><br><strong>How would you describe the culture at Lorien</strong><br><br>We&rsquo;re a lively, optimistic bunch, and our culture is all about sharing success and supporting each other to grow in our careers. I&rsquo;m lucky that when I come to work, I get to hang out with my friends and have a laugh while working hard and building up my career. We&rsquo;re all there to pitch in and give a helping hand to whoever needs it, and I think that&rsquo;s a really positive culture to work in.&nbsp;&nbsp;<br><strong><br>What are your top tips for career success in recruitment?&nbsp;</strong><br><br>Don&rsquo;t be afraid to ask questions. We all start somewhere, and the people around you will have been there, learnt from the mistakes and built up loads of experience. You don&rsquo;t have to figure everything out by yourself &ndash; take advantage of their tips and expertise, and then add to it.&nbsp;</p>
<div>&nbsp;</div>

With plans to double our workforce over the next two years, we spoke to Lazaro Calderin, Technical Recruiter, on life at Lorien. Interested in a job in recruitment? Read on!

Q&A with Lazaro Calderin, Technical Recruiter

<p>With plans to double our US workforce over the next two years, we&rsquo;re talking to some of our current employees to find out what working at Lorien is like behind the scenes, and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Reach out to us</a>&nbsp;for more information on our current vacancies!</p>
<p><strong>How did your recruitment journey start?</strong><br><br>After graduating, I planned to go to Law School, but because of the time of year that I graduated, I needed to wait a full year before being able to apply. Before I could even start thinking about how to spend that gap year, my high school friends, Alex Kerbel and Alex Salow, convinced me to come and interview as a recruiter at a company they&rsquo;d just joined &ndash; Lorien. Fast forward to today, and this year, I graduated from Law School while staying with Lorien. I&rsquo;ve developed a love for both the company and the industry, and I also feel lucky that I&rsquo;ve had the chance to explore something else I&rsquo;m passionate about at the same time.&nbsp;<br><br><strong>What do you enjoy most about working at Lorien?</strong><br><br>The people.&nbsp; Some of my strongest friendships are with people at Lorien.&nbsp; Beyond the friendships, at Lorien I have mentors that I genuinely look up to and learn from, as well as peers that I admire and that push me both professionally and outside of work.&nbsp; It&rsquo;s a company that I feel I can grow in and be challenged at while working with people I truly like.<br><strong><br>What have been your proudest achievements at Lorien so far?</strong><br><br>I ended 2020 at $20k/week in recruiting gross profit and $15k/week in sales gross profit while graduating from law school in May of the same year. I&rsquo;m proud of the fact that my brother started working here a couple years ago and has paved his own way in the company and achieved a high degree of success.&nbsp; It&rsquo;s really his achievement to be proud of, but it certainly does give me a warm feeling!<br><br><strong>What does a &lsquo;day in the life&rsquo; look like for you?</strong><br><br>At the moment, my days look quite different from one another.&nbsp; We recently hired three new people that report up to me, so a lot of my time at the moment is spent training and assisting them.&nbsp; I also manage the sales side for a health and insurance company and perform a variety of tasks associated with that.&nbsp; I also still do some recruiting!<br><br><strong>How would you describe the culture at Lorien?</strong><br><br>It feels clich&eacute; to say &ldquo;work-hard-play-hard,&rdquo; but I think we are a group of people that take work seriously, want to do a good job, but also want to have fun doing it. I think there&rsquo;s also a growth-mindset culture to Lorien, where self-betterment and development is emphasized.<br><strong><br>What are your top tips for career success in recruitment?&nbsp;</strong><br><br>Recruiting is an art and I think those that view it as one are more likely to succeed.&nbsp; Even the best recruiters are a fraction as good as they could be. There&rsquo;s always room for growth - the game changes and the target is constantly moving.&nbsp; Our clients and their needs change (especially in IT recruitment); the market changes; even the tools we use to recruit change.&nbsp; I think it&rsquo;s important not to get set in your ways, but instead to constantly question whether what&rsquo;s worked before continues to work now.<br><br>My top tip would be to pick the brains of those that have found success in recruitment.&nbsp; Ask a lot of questions.&nbsp; Even when you&rsquo;ve got some tenure under your belt, you&rsquo;re never too successful to learn new skills.<br><br>Beyond that, recruiting is hard.&nbsp; For a lot of people, it takes a really long time before you start seeing tangible success and feel like you&rsquo;ve got your head above water (that certainly was the case for me).&nbsp; But if you stick with it and keep clawing away, you can build a real skill set that can&rsquo;t be taken away, not to mention a lucrative career.&nbsp;</p>

With plan to double our US workforce in the next two years, we're speaking to some of Lorien's people to learn about their career, jobs at Lorien and what the future holds. Today, we speak to Brandon Jeter, Technical Recruiter at Lorien.

Q&A with Brandon Jeter, Technical Recruiter

<p>With plans to double our US workforce over the next two years, we&rsquo;re talking to some of our current employees to find out what working at Lorien is like behind the scenes, and why you should join our journey.&nbsp;<a href="https://www.lorienglobal.com/us/contact-us">Reach out to us</a>&nbsp;for more information on our current vacancies!</p>
<p><strong>How did your recruitment journey start?&nbsp;<br></strong><br>I started out as a Technical Recruiter in 2018, having just graduated from Illinois State University with a degree in Sociology/Psychology. My background meant that choosing a career path where I could help people was really important for me, and I found the idea of helping people find work and lead better lives fulfilling. I made my first hire after just two months of starting. With this being my first corporate job out of college, I can truly say I lucked out. I really value the leadership and training tools that have guided me through my journey to become a successful and confident recruiter.<br><strong><br>What do you enjoy most about working at Lorien?&nbsp;</strong><br><br>Without question, the people. I am thankful each and every day that I get to work with people who I can call my friends and not just co-workers. People that I trust, people that inspire me, people that make me laugh on the rough days, people that recognize our value, and people that push me to my fullest potential. You don&rsquo;t find that in every company, and I cherish the lasting bonds that have developed over the years.&nbsp;<br><br><strong>What have been your proudest achievements at Lorien so far?&nbsp;</strong><br><br>First and foremost, finding people work and helping the business grow! When I say it&rsquo;s incredibly fulfilling, I mean I literally have had people tell me they can put food on the table for their families. But more specifically, placing the most starts for the SAG team in Q1 for two years straight has been a nice accomplishment. I am also proud to say that I am on track to hit $10K in weekly GP for 2021 &ndash; a goal I had strived for all year, during an economic crisis and a global pandemic, all while working out of the office.&nbsp;<br><br><strong>What does a &lsquo;day in the life&rsquo; look like for you?&nbsp;</strong><br><br>I wake up in the morning with a fresh cup of matcha super green tea and join in the stand-up meetings. Then I&rsquo;ll review LinkedIn for insight and leads, respond to emails, and post new roles. Next up is sourcing candidates, screening and prepping applicants and putting together candidate summaries that put the candidate in the best place for the role. The other side of my role is developing rapport with my network, keeping in touch with account managers, candidates and contractors and making sure everyone is getting what they need. After that, it&rsquo;s rinse and repeat!<br><strong><br>How would you describe the culture at Lorien?&nbsp;</strong><br><br>It&rsquo;s my favorite thing about working here! Not only does Lorien support a flexible working culture, but it also harbors a community of smart professionals learning and growing through an everchanging and progressive workforce. We like to work hard AND still have fun while doing it! Our leadership team is incredible, fostering motivation, positivity, equality, and opportunity to advance every day. It really makes you feel like you&rsquo;re a part of a family, and I think that is more influential for your job satisfaction than anything else.&nbsp;<br><strong><br>What are your top tips for career success in recruitment?&nbsp;</strong><br><br>In recruitment you deal with emotions and people, that is your product &ndash; don&rsquo;t let the emotions get the best of you. Patience is a virtue, take deep breaths and trust the process. Pick up that phone and make those calls, the success will follow.&nbsp;</p>

Q&A with Anna Leszczynski, Technical Recruiter

<h1>We are the house of global<br>tech recruitment</h1><p>Lorien is a digital, transformation and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

<h2>Subscribe to our newsletter</h2><p>With insight across the whole of Lorien, we'll keep you ahead of the curve on the talent market.</p>

<h3>What Tech Candidates Want 2024</h3><p>Fill out the form below to gain exclusive access to the report.</p>

   <h1>What are the 3 C’s of Talent Management?</h1>             <p>               The "3 C’s" of talent management—Competence, Commitment, and               Culture—are the foundational elements that drive a successful               talent management strategy:               <ol start="1"  type="1">                 <li>                   <strong>Competence:</strong> Employees need to have the right                   skills, knowledge, and abilities to perform their roles                   effectively. By offering continuous learning, professional                   development opportunities, and the necessary resources,                   organizations help employees build and maintain their                   competence.                 </li>                 <li>                   <strong>Commitment: </strong> Building employee commitment is                   crucial for long-term retention and engagement. Organizations                   foster commitment by valuing employees, supporting their                   growth, and aligning their goals with the company’s mission.                 </li>                 <li>                   <strong>Culture:</strong>A strong organizational culture binds                   the team together and shapes how employees interact, make                   decisions, and perceive their roles. By creating a positive,                   inclusive culture, organizations attract top talent, boost                   employee satisfaction, and encourage collaboration and                   innovation.                 </li>               </ol>             </p>             <h1>What is the process of talent management?</h1>             <p>               The talent management process is about aligning your               organization’s human capital with your business goals, ensuring               that the right people are in the right roles at the right time.               Key components of a talent management process include workforce               planning, talent acquisition, onboarding, learning and               development, performance management, succession planning, and               retention strategies.             </p>             <h2>What is a great talent management process?</h2>             <p>               A great talent management process involves a strategic and               comprehensive approach to managing the entire employee lifecycle.               It starts with identifying the organization's talent needs and               continues through recruitment, development, performance               management, and succession planning. Effective talent management               addresses immediate staffing needs and prepares your organization               for future challenges by fostering a culture of continuous               improvement and growth. A great talent management process takes an               integrated, ongoing approach rather than a series of isolated               activities, creating a sustainable competitive advantage through               their people.             </p>

  <h1>What are the 5 C’s of Talent Management?</h1>             <p>               The five C’s of talent management provide a comprehensive               framework for building and sustaining a strong workforce,               particularly in the tech industry. These elements focus on               different aspects of managing talent, each playing a critical role               in achieving organizational success.               <ol start="1" type="1">                 <li>                   <strong> Culture:</strong> A strong organizational culture                   sets the tone for how employees interact, collaborate, and                   grow within the company. By cultivating a positive, inclusive                   culture, companies create an environment where innovation and                   creativity thrive.                 </li>                 <li>                   <strong>Competence: </strong> Developing and maintaining                   competence is essential for a workforce that can meet current                   and future challenges. Investing in employee training and                   development helps tech companies stay competitive by equipping                   their teams with the latest skills and knowledge.                 </li>                 <li>                   <strong> Compensation:</strong>Fair and competitive                   compensation is a key motivator for attracting and retaining                   top talent. In the tech industry, where skilled professionals                   are in high demand, offering attractive compensation packages                   is crucial.                 </li>                 <li>                   <strong> Career Development</strong>Supporting employees in                   their career growth leads to greater job satisfaction and                   loyalty. By providing clear paths for advancement, companies                   can keep their talent engaged and committed to long-term                   success.                 </li>                 <li>                   <strong> Communication</strong>Open and effective                   communication fosters trust and alignment within the                   organization. When employees understand the company’s vision                   and their role in it, they are more likely to contribute                   positively to its goals.                 </li>               </ol>               These five components of talent management work together to create               a cohesive strategy that drives business success. By focusing on               these areas, tech companies can build a resilient and innovative               workforce.             </p>             <h1>What Are the 5 Stages of the Talent Management Model?</h1>             <p>               The talent management model provides a structured approach to               managing the entire lifecycle of employees within an organization.               It’s a comprehensive framework that guides companies in               identifying, nurturing, and retaining the talent that drives               business success. By following this model, organizations can align               their workforce strategies with their overall business objectives,               creating a cohesive plan that supports both current and future               needs.             </p>             <p>               The model typically includes five main stages: attracting talent,               recruiting and selecting talent, onboarding and integrating new               hires, developing employees, and retaining talent. Each stage               plays a critical role in building a workforce that is not only               capable but also engaged and committed to the company’s mission.               This approach helps companies create a dynamic and resilient team               that can adapt to changing business environments and sustain               long-term growth.             </p>             <h1>What Are Talent Management Processes?</h1>             <p>               Talent management processes are the specific actions and               strategies that organizations implement to manage their workforce               effectively. These processes are designed to cover every aspect of               the employee lifecycle, from recruitment to retention to               offboarding, and everything in between. In the tech industry,               where the demand for skilled talent is high and the pace of change               is rapid, having well-defined talent management processes is               essential for maintaining a competitive edge             </p>             <p>               These processes involve a variety of activities, including               identifying skill gaps, sourcing and hiring talent, providing               training and development opportunities, and implementing               performance management systems. By systematically managing these               processes, companies can create a talent management system that               aligns with their strategic goals and drives business success.             </p>

   <h1>What are the 5 core functions of talent management?</h1>              <ol start="1" type="1">               <li>                 <strong>Workforce Planning and Analysis:</strong> Organizations                 forecast future talent needs by analyzing their strategic                 objectives. They evaluate current workforce capabilities and                 identify gaps that must be filled to support growth and                 innovation.               </li>               <li>                 <strong>Talent Acquisition and Recruitment:</strong> Acquiring                 the right talent is essential. Companies attract, source, and                 select candidates who meet both the technical requirements of                 the job and fit well with the company culture.               </li>               <li>                 <strong>Learning and Development: </strong>Organizations ensure                 continuous learning to keep their workforce agile and                 competitive. They provide training programs, leadership                 development, and upskilling initiatives to help employees grow                 and prepare for future challenges.               </li>               <li>                 <strong>Performance Management:</strong> Companies align                 individual contributions with their strategic goals through                 effective performance management systems. They set clear                 expectations, offer regular feedback, and recognize achievements                 to maintain high levels of engagement and productivity.               </li>               <li>                 <strong>Succession Planning and Career Development:</strong>{" "}                 Organizations prepare for future leadership needs by identifying                 and developing internal talent for key roles. They also provide                 clear career paths to help employees advance within the company.               </li>             </ol>

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<h1>Talent Management Strategy</h1>             <p>               An organization’s ability to attract and retain high-quality               employees can be the X-factor in achieving success. It’s not just               about finding people to fill roles—companies are often looking for               specific skill sets and experience levels, which makes it more               difficult—yet all the more important—to create a highly-qualified               workforce. This underscores the importance of talent management               and implementing a successful talent management strategy—whether               that means adding new employees on a permanent basis, a               contingency basis, or a combination of the two.{" "}             </p>             <p>               Let’s back up a bit. What is talent management? According to{" "}               <span>                 <a                   href={                     "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                   }                   target="_blank"                 >                   McKinsey                 </a>               </span>               , it “includes all the ways that organizations bring employees on               board, keep them happy and productive, and help them continue to               develop their skills over time.” In other words, the scope of               talent management touches virtually every stage of the employee               lifecycle—including talent acquisition, development, and               retention—making it important to create a comprehensive strategy.               Additional components include strategies for recruitment,               onboarding, performance management, development, and succession               planning. That way, your company can find the right talent at the               right time and achieve positive business outcomes.             </p>

<h1>About Us</h1><p>Lorien is an award-winning digital, transformation and technology recruitment specialist with over 45 years' experience in the industry. Driven by both clients and candidates, with locations over Europe and the US, we pride ourselves on offering an innovative service for all sectors, sizes, and needs.</p>

<h2>Insights&nbsp;</h2><p style="text-align: left;"><strong>We believe in the power of technology; that&rsquo;s why we keep up to date with tech advancements and the latest trends to provide regular market insight to our clients and candidates.</strong></p>

<h1>Read our insights</h1><p>We are always learning, adapting, and educating.</p>

<h2>Latest Salary Survey</h2><p>Fill out the form below to gain exclusive access to the 2023 Salary Survey results!</p>

<div class="OutlineElement Ltr SCXW159907679 BCX8"><h1 class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">Contractor</span> <span class="NormalTextRun SCXW159907679 BCX8">Support</span></span><span class="EOP SCXW159907679 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></h1></div><div class="OutlineElement Ltr SCXW159907679 BCX8"><p class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">Your success is our priority. </span><span class="NormalTextRun SCXW159907679 BCX8">That&rsquo;s</span><span class="NormalTextRun SCXW159907679 BCX8"> why </span><span class="NormalTextRun SCXW159907679 BCX8">we&rsquo;re</span><span class="NormalTextRun SCXW159907679 BCX8"> here to support you every step of the way</span> <span class="NormalTextRun SCXW159907679 BCX8">during your temporary or contract assignment with </span><span class="NormalTextRun SCXW159907679 BCX8">us.</span> </span></p><p class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">W</span><span class="NormalTextRun SCXW159907679 BCX8">e look after the </span><span class="NormalTextRun SCXW159907679 BCX8">admin</span><span class="NormalTextRun SCXW159907679 BCX8"> and compliance, </span><span class="NormalTextRun SCXW159907679 BCX8">so you can focus on your </span><span class="NormalTextRun SCXW159907679 BCX8">work</span><span class="NormalTextRun SCXW159907679 BCX8"> with the confidence </span><span class="NormalTextRun SCXW159907679 BCX8">you&rsquo;ll</span><span class="NormalTextRun SCXW159907679 BCX8"> be paid accurately and on time</span><span class="NormalTextRun SCXW159907679 BCX8">. </span><span class="NormalTextRun SCXW159907679 BCX8">To l</span><span class="NormalTextRun SCXW159907679 BCX8">earn more about</span> <span class="NormalTextRun SCXW159907679 BCX8">working with us</span><span class="NormalTextRun SCXW159907679 BCX8">, </span><span class="NormalTextRun SCXW159907679 BCX8">please</span> <span class="NormalTextRun SCXW159907679 BCX8">contact our </span><span class="NormalTextRun SCXW159907679 BCX8">Lorien</span> <span class="NormalTextRun CommentStart CommentHighlightPipeRestV2 CommentHighlightRest SCXW159907679 BCX8">Contractor</span> <span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">Support </span><span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">T</span><span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">eam</span><span class="NormalTextRun CommentHighlightPipeRestV2 SCXW159907679 BCX8">.</span></span><span class="EOP SCXW159907679 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></div>

<h2 class="MsoNormal">Get in Touch!</h2><p class="MsoNormal">Unresolved query? Let us help. Get in touch with the Lorien Contractor Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.</p><p class="MsoNormal">&nbsp;</p><h4 class="MsoNormal">Our hotline is:</h4><p class="MsoNormal">Contractor Support Team<br><a href="mailto:contractorsapac@lorienglobal.com">contractorsapac@lorienglobal.com</a><br>1800 314 783</p>

<p><span class="TextRun SCXW16527483 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW16527483 BCX8">For all other enquiries, please complete our form or reach out to us on </span><a href="1800314783">1800 314 783</a><span class="NormalTextRun SCXW16527483 BCX8">.</span></span><span class="EOP SCXW16527483 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>

<h2>Our Recruitment Expertise - Specialist Markets</h2><p>Helping you to find a foothold in some of the toughest tech markets out there, our Specialist Markets solutions are the definition of expert-led.</p>

<h2>Our Insights | News, Events &amp; Case Studies</h2><p>We believe in the power of technology; that&rsquo;s why we keep up to date with tech advancements and the latest trends to provide regular market insight to our clients and candidates.</p><p>We are always learning, adapting, and educating.&nbsp;</p>

<h1>Business Solutions</h1><p>Our business solutions are shaped to meet your needs and goals, with the agility to adapt as you grow. Covering all technology verticals, from entry-level to c-suite, with solutions from one-off hires to full enterprise models, we specialise in bringing expert talent solutions across the full digital spectrum.</p>

<h2>Drive better workforce performance</h2><p>Book a call with us and find out how we can help you and your team achieve greater heights.</p>

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<h1>Candidate FAQ</h1><p>Are you a candidate and have a question for us? Check below for our frequently asked questions for our top candidate enquiries to streamline the job application process for all candidates. From application updates to locked accounts, you can find your answer here.</p>

<h1>What Are the Common Approaches to Sourcing Talent in Tech?</h1>             <p>               Depending on the organization’s current needs and both short- and               long-term strategic priorities, they may opt for permanent or               contingent solutions—or a combination of both. How do you know               which is right for your organization? Let’s take a closer look at               each of these segments that define traditional talent management               approaches.               <ul>                 <li>                   <strong>Permanent workers</strong> are employed on a                   long-term, often salaried basis—the traditional or go-to                   approach for most companies. They are typically entitled to                   employee benefits (like PTO and retirement benefits), and                   contribute to the overall organizational culture.                 </li>                 <li>                   <strong>Contingent workers</strong> are not usually considered                   “employees” of the company in the same way permanent workers                   are, yet their contributions can be just as vital to the                   success of the organization. They can be brought on to work on                   specific projects, offering support to your permanent workers.                 </li>               </ul>               As you can imagine, for many companies, the best results come from               combining these two approaches. By doing so, employers benefit               from maximum flexibility, as well as an improved ability to               optimize hiring budgets and get crucial roles filled with               qualified talent. This is especially true for tech companies,               which often have a balance of long-term employees and               project-specific teams of contingent workers.{" "}             </p>             <p>               <strong>                 No matter where you’re at in the process of talent management                 and strategy development,               </strong>{" "}               <span>                 <a href="/us">Lorien is ready to help</a>               </span>               . Whether you’re working to assess your needs, or you’re looking               for the best talent to fill one or more specific roles, we can               provide you with the insights you need to make the best possible               staffing decisions for your organization.             </p>             <p>               Once you’re familiar with the fundamentals of talent management,               you’re ready to start thinking through what an effective talent               management framework looks like for your organization. Then, you               can develop and fine-tune specific staffing strategies in response               to the needs of the business.             </p>

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 <h1>What Are the 7 Components of the Talent Management Process?</h1>             <p>               While every organization’s talent management framework should be               tailored to their particular needs and priorities, there are seven               components that the most successful frameworks are built around:               <ul>                 <li>                   <strong>Talent Acquisition:&nbsp;</strong>Determining                   personnel needs and developing a strategy for bringing the                   right talent into the organization.                 </li>                  <li>                   <strong>Employee Experience:</strong> Ensuring that new hires                   feel welcome, included, and set up for success.                 </li>                  <li>                   <strong>Performance Management:</strong> Developing a                   framework for incentivizing and improving employee performance                   throughout the organization.                 </li>                  <li>                   <strong>Change Management:</strong> Helping the organization                   to navigate change through effective communication and                   employee empowerment.                 </li>                  <li>                   <strong>Learning &amp; Development:</strong>Investing in                   employee growth by offering meaningful opportunities to                   develop new skills and grow professionally.                 </li>                  <li>                   <strong>Organizational Design:</strong> Aligning talent                   management strategies with the short- and long-term priorities                   of the organization in order to increase efficiency.                 </li>                  <li>                   <strong>Succession Management:</strong>Creating a framework to                   identify and encourage internal candidates to fill current                   vacancies, as well as those that emerge over time.                 </li>               </ul>               In addition to the seven talent management framework elements               listed above, the most effective talent management strategies are               those that best understand the talent management life cycle. When               developing a strategy, be sure to take concrete and data-driven               steps to enhance the ability to attract and retain the best talent               by optimizing each step of the talent management life cycle.             </p>

<h2>Do you work for Lorien?&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">If you are a contractor working for Lorien and have a question about your assignment, payment or timesheet, then please contact the Ask team at <a href="mailto:ask@impellam.com">ask@impellam.com</a> or phone <a href="tel:03333 23 24 50">03333 23 24 50</a>.</span></p><p>&nbsp;</p><h2>General Enquiries&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">For General Enquiries, please contact the relevant branch below.</span></p>

<h3>Send Us Your CV/Resume</h3><p>With a strong focus on learning and development and a culture that encourages you to spread your wings, we&rsquo;re all about giving people the room to try new things and thrive in a role they really enjoy. Join somewhere you can be yourself, be your best, and be part of something special. Join Lorien today.</p>

<h5>Submit your CV/Resume</h5><p><span style="color: rgb(43, 42, 41); background-color: rgb(255, 255, 255);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch</h2><p>Are you looking for talent to transform your business? Or are you looking to take the next step in your tech career?</p><p>Whatever your ambition, we&rsquo;ve got the experience and expertise to get you there.&nbsp;</p><p>Register your resume and job preferences with our team to start your new career journey or search current vacancies.</p><p>We&rsquo;re more than happy to help with any questions.</p>

What are the benefits to Contract &amp; Permanent Recruitment?

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<p>A brief description of what we can help our clients achieve</p>

<h2>Get in Touch!</h2><p>Unresolved query? Let us help. Get in touch with the Lorien Contractor and Candidate Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.</p><p>&nbsp;</p><h5>Our hotlines are:</h5>

<p>For all other enquiries, please complete our form or reach out to us on <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">0<span style="color: black; background: white;">207 654 1000.</span></span></p>

<h2>Contractor Portal</h2><p>The Contractor Portal is your single repository for logging timesheets and raising invoices.</p>

<h2>Ask David - Lorien's Managing Director</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>If you&rsquo;re a current contractor at Lorien with a question, concern or request, then get in touch with Lorien's Managing Director, David Gettins With more than 20 years&rsquo; experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can&rsquo;t, he&rsquo;ll put you in touch with someone who can).</p>

<h1>Contractors</h1><p>Your success is our priority. That’s why we’re here to support you every step of the way in your contract career. We want to make sure we really get to know you and your goals - so you'll be appointed a dedicated tech recruitment specialist to find the contract opportunities suited to you. Learn more about how to kick-start your new contract career.</p>

<h2>Our CSR Partners</h2><p>We’re determined to build a better future for everyone. In 2022 Lorien, alongside sister brands SRG and Carbon60, appointed Chris Blackburn as our Head of CSR. Chris is helping us find ways to give back to our local community and to solve key issues our world faces – such as STEM skill shortages, equal opportunities, and access to resources.&nbsp;</p><p>We’re working with a number of partners to help us achieve this, including MAMA.codes, Lucy Air Ambulance for Children and TechGirls. Find out more about these amazing businesses and charities below.</p>

<p>For all other enquiries, please complete our form or reach out to us on <a href="tel:02039109446" rel="noopener noreferrer" target="_blank">02039109446</a>.</p>

<p>We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. Lorien is a leader in technology and digital recruitment, and as part of the Impellam Group, we work closely with our sister brands, SRG (a specialist scientific recruitment business), and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.</p>

<h2>Ask David</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>As a concept, it’s simple: if you’re a current contractor at Lorien with a question, concern or request, then get in touch using the below contact form and David will respond directly to you himself within 24 hours. With more than 20 years’ experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can’t, he’ll put you in touch with someone who can).</p>

<h1>CSR &amp; Partnerships</h1><p>Lorien's purpose is to unlock untapped potential in people, enhance ways of working, and give back to the local community. We&rsquo;re determined to build a better future for everyone and work towards solving the key issues our world faces.</p>

<h2>Discover more_</h2><p><span style="background-color: rgb(255, 255, 255);">With insight across the whole of Lorien, we’ll keep you ahead of the curve. Get in touch with our team today. </span></p>

<h2>Latest Salary Survey</h2><p>Fill out the form below to gain exclusive access to the 2023 Salary Survey results. </p>

    <h1>What Is an Example of a Talent Strategy Framework?</h1>             <p>               One practical example of a talent strategy framework is the 9-cell               matrix for talent management. This well-known talent management               framework that{" "}               <span>                 <a                   href={                     "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                   }                   target="_blank"                 >                   McKinsey                 </a>               </span>{" "}               promotes allows companies to identify high-potential employees,               plan for their development, and align their growth with the               company’s future needs. The 9-cell matrix is a tool used to               evaluate and categorize employees based on their performance and               potential. This matrix divides employees into nine categories,               allowing you to identify top performers, those with high               potential, and areas where improvement is needed.             </p>             <p>               High performers with high potential might be identified for               leadership development programs, while those with lower               performance might receive targeted coaching or training. This               approach helps you make informed decisions about talent               development, succession planning, and where to focus your               resources.             </p>             <p>               You can adopt this approach internally, using the matrix to assess               and develop your team. However, many companies partner with               experts like Lorien to implement such frameworks effectively. With               our deep industry knowledge and experience, we can help you               integrate tools like the 9-cell matrix into your broader talent               strategy, ensuring you’re making the most of your workforce and               positioning your company for success.             </p>             <p>               Whether you take this approach alone or collaborate with a partner               like Lorien, leveraging a structured framework like the 9-cell               matrix will help you manage your talent more strategically and               align your workforce with your long-term business goals.             </p>

<h1>What Are Some Examples of Talent Management?</h1>             <p>               At Lorien, we understand that effective talent management requires               a diverse set of strategies tailored to meet the specific needs of               your organization. Below are some of the key services we offer               that illustrate different talent management approaches, each               designed to help tech companies build, manage, and retain a               top-tier workforce.             </p>             <ul>               <li>                 <strong>Contract & Permanent Recruitment:</strong> Whether your                 company needs short-term contractors to handle peak workloads,                 or permanent employees to drive long-term growth, Lorien’s                 recruitment services ensure you find the right talent. We                 specialize in connecting tech companies with skilled                 professionals who fit their specific needs, helping to fill                 critical roles quickly and efficiently.               </li>               <li>                 <strong> Executive Search:</strong> Leadership plays a pivotal                 role in steering your company toward success. Our Executive                 Search service focuses on identifying and recruiting top                 executives who align with your company’s culture and strategic                 objectives. We tap into our extensive network and industry                 expertise to find leaders who can drive innovation and growth                 within your organization.               </li>               <li>                 <strong>                   Managed Service Provider (MSP) & Contingent Workforce                   Solutions (CWS):                 </strong>{" "}                 Managing a contingent workforce can be complex, but our MSP and                 CWS solutions simplify the process. We take on the                 responsibility of managing your temporary workforce, from                 sourcing and onboarding to compliance and reporting. This allows                 your company to scale up or down with ease while maintaining                 control over quality and costs.               </li>               <li>                 <strong>Project Recruitment: </strong>                 When working on critical projects with tight deadlines, finding                 the right talent is essential. Lorien’s Project Recruitment                 services provide you with specialized teams that are ready to                 jump in and contribute immediately. We manage the entire                 recruitment process, so you can focus on delivering your                 projects on time and within budget.               </li>               <li>                 <strong>Recruitment Process Outsourcing (RPO): </strong>                 Outsourcing your recruitment process can free up valuable time                 and resources. Lorien’s RPO services take over your recruitment                 function, from candidate sourcing to onboarding, allowing your                 HR team to focus on strategic initiatives. We customize our                 approach to meet your specific needs, ensuring you attract and                 retain the best talent in the market.               </li>               <li>                 <strong>Services Procurement Management:</strong> For tech                 companies that rely on external vendors, managing service                 contracts can be challenging. Our Services Procurement                 Management solutions help you streamline the procurement                 process, ensuring that you engage the right suppliers and manage                 contracts effectively. We handle everything from vendor                 selection to contract negotiation, so you can focus on your core                 business activities.               </li>               <li>                 <strong>Specialist Markets:</strong> The tech industry is vast,                 and finding talent with niche skills can be difficult. Lorien                 specializes in recruiting for specialist markets, whether you                 need experts in cybersecurity, data science, or software                 development. Our deep industry knowledge and targeted approach                 help you find professionals with the specific skills your                 business requires.               </li>               <li>                 <strong>                   Statement of Work (SOW) / Managed Services Delivery:{" "}                 </strong>                 Managing projects with clear deliverables and timelines requires                 a precise approach. Our SOW and Managed Services Delivery                 solutions allow you to define project requirements and outcomes,                 while we handle the talent and execution. This service is ideal                 for companies that need to deliver complex projects without the                 hassle of managing individual resources.               </li>             </ul>             <p>               Each of these examples demonstrates how Lorien’s talent management               services can help your tech company thrive. By offering a range of               solutions tailored to your needs, we empower you to build a               workforce that drives innovation and success. <br /> To learn more               about how we can help you, explore our{" "}               <span>                 <a href="/us/business-solutions">business solutions</a>               </span>               , or{" "}               <span>                 <a href="/us/contact-us">contact us </a>               </span>{" "}               today to start a conversation.             </p>

  <h1>What Is the First Step of the Talent Management Process?</h1>             <p>               The first step of the talent management process involves deciding               how you will approach talent management within your organization.               This critical decision shapes the entire strategy that follows and               can significantly impact your success in attracting, developing,               and retaining top talent.             </p>             <p>               One of the primary talent management approaches is determining               whether to handle the process internally or to partner with an               expert like Lorien. Managing talent internally means dedicating               resources, time, and expertise to every aspect of the employee               lifecycle—from recruitment and onboarding to development and               retention. This approach can work well for companies with a robust               HR infrastructure and a deep understanding of the industry’s               specific talent needs.             </p>             <p>               However, many tech companies find that partnering with a talent               management expert like Lorien offers distinct advantages. With our               extensive experience and specialized knowledge, we help you               navigate the complexities of the talent market, ensuring that your               strategy aligns with your business goals. Whether you’re looking               to scale quickly, fill niche roles, or retain top talent in a               competitive market, we provide the support and expertise needed to               build a strong, capable workforce.             </p>             <p>               On the other hand, some companies choose a hybrid               approach—partnering with an expert like Lorien for one component               of their talent management, like an executive search or               performance management—while using their internal resources to               manage the rest of the talent management process.             </p>             <p>               Choosing the right talent management approach is the foundation of               your strategy. By making an informed decision at this stage, you               set the stage for a successful talent management process that               drives your company’s growth and innovation.             </p>

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 <h1>How Do You Turn a Framework into a Strategy?</h1>             <p>               Once you’ve thought about each of the essential components, you’re               ready to start fleshing out the details, ultimately constructing               your own talent management strategy framework. Knowing how to               build a talent management model that works for your business               probably isn’t as difficult as you think, and it can have a giant               impact on your ability to attract and retain your organization’s               most valuable talent. Next, let’s break down the process for               developing and implementing a typical talent management process,               in 5 steps:             </p>             <h4>Step 1: Setting/Aligning Organizational Objectives</h4>             <p>               First, determine or review your strategic business priorities.               That way, you can take a tactical approach to identifying and               filling recruitment and staffing needs. Is now the right time to               expand? What skills should we look for in potential job               candidates? The more focused your priorities are, the easier it               will be to develop the ideal talent strategy. Once you&rsquo;ve               reviewed your priorities, you can set specific objectives and               milestones. Ideally, you can work to collaborate and align with               stakeholders throughout the organization, to better ensure               strategic alignment throughout the process.             </p>             <h4>Step 2: Forecasting/Gap Analysis</h4>             <p>               Assess/audit your current employee lifecycle, paying special               attention to challenges. As far as talent is concerned, where are               the biggest gaps? By assessing present needs and forecasting for               the short- and long-term future, you can develop a strategy that               is well aligned and conducive to business objectives.             </p>             <p>               An important part of forecasting and gap analysis relates to the               employee experience, since a positive experience has a direct               correlation with employee retention. Which aspects of your current               employee lifecycle are working well? Are there any blockers or               persistent challenges in need of solutions? Thinking through these               questions can help you zero in on the aspects of the employee               lifecycle that provide the biggest opportunities for improvement.             </p>              <h4>Step 3: Choosing the Right Model/Approach</h4>             <p>               There&rsquo;s no &ldquo;one right way&rdquo; to approach the               development of talent management strategies. Rather, these               strategies should be custom-designed so they align with the               priorities and objectives of the business. Start by determining               whether you can address talent gaps in-house or if you should               consider outsourced{" "}               <a href="https://www.lorienglobal.com/us">                 <span>talent acquisition solutions</span>               </a>               . If you&rsquo;re going to need outside help, your next question               should be whether{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">                 <span>full-time/permanent</span>               </a>               ,{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">                 <span>project-based</span>               </a>               , or{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">                 <span>part-time/contingent</span>               </a>{" "}               solutions make the most sense.             </p>             <p>               Consider which talent management practices will provide the               biggest impact/lift, and start with those. When it comes to talent               management, any improvement can provide significant advantages,               and any time is a great time to start reaping the benefits. Keep               in mind, too, that the best strategies should evolve as your               business needs change, meaning no talent management strategy               should ever be considered &ldquo;done.&rdquo;             </p>             <h4>Step 4: Developing/Executing the Strategy</h4>             <p>               Once you&rsquo;ve identified and prioritized your objectives and               decided on a talent management approach/solution, it&rsquo;s time               to start putting together the actual strategy&mdash;and putting it               into action. This includes a few specific steps, like:             </p>             <div>               <ul>                 <li>                   <strong>                     Conceptualizing ideal HR workflows for talent management.                   </strong>{" "}                   Streamlining existing processes and experimenting with modern                   tools for incorporating AI/automation are excellent ways for                   organizations of all sizes to take steps toward improvement.                   Think through each stage of the employee lifecycle and talent                   management framework, looking for areas that could be improved                   or optimized.&nbsp;                 </li>                  <li>                   <strong>                     Determining individual roles/responsibilities related to                     talent management strategy development and execution.&nbsp;                   </strong>                   Which teams/departments should be involved in developing the                   strategy, and who takes the lead? Who will direct or oversee                   its implementation? Based on your priorities and objectives,                   it&rsquo;s important to assemble the right team of                   stakeholders to ensure alignment.&nbsp;                 </li>                  <li>                   <strong>                     Providing meaningful training and development opportunities                     to empower employees and help them to grow their skill                     set.&nbsp;                   </strong>                   Depending on the needs of the business&mdash;and the resources                   available&mdash;even a little training can go a long way                   toward a more supportive and inclusive workplace. Upskilling                   existing employees doesn&rsquo;t just improve employee                   engagement, it&rsquo;s also much more cost-effective than                   recruiting and bringing new talent on board.&nbsp;                 </li>               </ul>             </div>              <h4>Step 5. Establishing Accountability Measures/Metrics</h4>             <p>               How do you know if your strategy is working? You&rsquo;ll want to               start by revisiting your strategic objectives. Ideally,               you&rsquo;ve set specific and measurable objectives&mdash;like               increasing headcount by 10% by the end of the quarter&mdash;so               it&rsquo;s relatively easy to define success.&nbsp;             </p>             <p>               On a point by point basis, determine what strategies or strategy               components have been effective, and which have not been as               successful. There are a number of worthwhile indicators to               consider when setting or evaluating objectives, such as turnover               rates, productivity metrics, and employee engagement scores.             </p>

        <h1>What Does a Good Talent Strategy Look Like?</h1>             <p>               A good talent strategy is tailored to your organization’s needs,               goals, and challenges. It’s not a one-size-fits-all solution, but               a customized plan that aligns your workforce with your company’s               long-term objectives. In the fast-paced tech industry, where the               right talent can make or break your success, having a well-defined               talent strategy is crucial.             </p>             <p>               Talent strategy examples vary depending on the unique requirements               of each business. For some companies, the focus might be on               aggressive recruitment to quickly scale up operations. For others,               it might involve developing existing employees to fill critical               roles or building a culture of continuous learning and innovation.               What’s important is that your strategy directly supports your               business goals and is flexible enough to adapt as those goals               evolve.             </p>             <p>               A talent strategy company like Lorien can help you craft a               strategy that goes beyond generic solutions. We understand that               using a talent strategy framework template can be tempting, but               it’s not the best approach. A pre-made template might not consider               the nuances of your industry, the specific skills you need, or the               culture you want to build. Instead of relying on a               one-size-fits-all template, we work with you to create a strategy               that’s as unique as your business.             </p>             <p>               By partnering with a talent strategy company, you gain access to               expertise and insights that help you design a strategy tailored to               your needs. Whether you need to attract top-tier talent, develop               your existing workforce, or plan for future growth, a customized               approach will give you the competitive edge you need to thrive. At               Lorien, we help you build a talent strategy that’s both effective               and adaptable, ensuring your company is well-positioned for               success in the ever-evolving tech industry.             </p>             <h1>What Is Your Talent Strategy?</h1>             <p>               At Lorien, we believe that your talent strategy should be as               dynamic and forward-thinking as your business. A well-crafted               strategy aligns your workforce with your company’s goals, drives               innovation, and positions you for long-term success. Whether               you’re looking to attract top talent, develop the skills of your               current team, or prepare for future growth, your strategy needs to               be tailored to your unique needs and challenges.             </p>             <p>               We work closely with you to design a talent strategy that’s more               than just a plan—it’s a roadmap to success. By leveraging our               industry expertise and deep understanding of the tech landscape,               we help you build a strategy that supports your vision and adapts               as your business evolves. From identifying the right talent to               creating development programs that keep your team engaged and               competitive, we’re here to support you every step of the way.             </p>             <p>               Let’s create a talent strategy that’s built for your business.               <span>                 <a href="/us/contact-us">Contact us</a>               </span>{" "}               today to learn how Lorien can help you develop a customized               approach that drives growth, innovation, and long-term success.               Your future starts with the right strategy—let’s build it               together.             </p>

 <h1>               What does a good talent strategy look like for the tech industry?             </h1>             <p>               A strong talent strategy in the tech industry starts with               understanding the unique challenges of the field. The competition               for skilled professionals is intense, and the rapid pace of               technological change means that today’s in-demand skills might               become obsolete tomorrow.             </p>             <p>               In tech, where innovation drives success, companies must attract               and retain talent that can keep up with these rapid advancements.               A well-rounded strategy will not only focus on hiring the right               people but also on nurturing their growth and equipping them with               the tools to thrive in a constantly evolving environment. This               includes offering opportunities for continuous learning, fostering               a culture that encourages creativity and problem-solving, and               providing clear pathways for career progression.             </p>             <p>               Talent management strategy examples in the tech industry often               include a mix of innovative recruitment practices—it doesn’t have               to be a solitary effort! Many tech companies benefit from               partnering with experts like Lorien, a company that understands               the unique nuances of the industry. Rather than relying on a               generic talent strategy template, companies like Lorien can craft               a talent strategy tailored specifically to your company, providing               guidance on everything from innovative recruitment techniques to               employee retention strategies.             </p>             <p>               One significant advantage of working with Lorien is access to               extensive talent pools and specialized communities. By tapping               into these networks, tech companies can reach highly skilled               candidates who may not be accessible through traditional channels.               This access, combined with Lorien’s industry expertise, helps               build a more effective and resilient talent strategy, ensuring               your company remains competitive and innovative in the fast-paced               tech landscape.             </p>

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 <h1>               How to create an effective talent management strategy for your               tech company             </h1>             <p>               At Lorien, we understand that creating an effective talent               management strategy for your tech company requires more than just               a checklist—it demands a tailored approach that addresses your               unique challenges and goals. We work closely with you to develop a               strategy that aligns with your business objectives, attracts top               talent, and fosters a culture of continuous growth and innovation.             </p>             <p>               We start by conducting a thorough analysis of your current               workforce and identifying gaps in skills and capabilities. From               there, we help you design a talent management framework that               covers every aspect of the employee lifecycle—from recruitment and               onboarding to performance management and succession planning. Our               expertise in the tech industry means we know how to find the right               talent, develop their potential, and keep them engaged in a               fast-paced, ever-evolving environment.             </p>             <p>               But we don’t stop at strategy development. We partner with you               every step of the way to implement and refine your talent               management processes, ensuring that they remain aligned with your               company’s evolving needs. Whether you’re scaling up quickly or               navigating the complexities of new technologies, we provide the               support and expertise needed to turn your talent strategy into a               powerful driver of business success.             </p>             <p>               Ready to build a talent management strategy that propels your tech               company forward?{" "}               <span>                 <a href="/contact-us" target="_blank">Contact us today</a>               </span>{" "}               to learn how Lorien can help you achieve your goals.             </p>

<h1>How Do You Write a Talent Management Strategy?</h1>             <p>               When it comes to the question of how to formulate a talent               management strategy capable of achieving key objectives, what               works perfectly for one company may not meet the needs of another.               That’s why it’s so important for companies to develop their own               specific strategies, and to revisit and strengthen them over time.             </p>             <p>               There are several steps involved in developing a talent management               strategy and putting it into practice, including a number of what               amount to must-have inclusions. Let’s start with the latter point,               and what your talent management strategy should include or account               for—and then we’ll move on to the actual strategy development               points.             </p>             <h1>What Is Included in a Talent Strategy Framework?</h1>             <p>               The most successful talent management strategies are those that               bridge the gap between organizational strategy and measurable               results.             </p>             <p>               They’re also custom-designed to achieve specific objectives or               overcome specific challenges, and yet agile enough to be modified               and adjusted as needed. Despite the amount of variation between               different organizations’ talent strategies, we can still identify               some key inclusions that every strategy should address.             </p>             <p>               Organizations like Gartner have determined the key factors the               most effective strategies have in common, for example, even               creating a <span>talent management strategy template</span> you               can{" "}               <a href="https://www.gartner.com/en/human-resources/trends/talent-management-strategy-template">                 <span>download</span>               </a>{" "}               from their website. It outlines seven vital{" "}               <span>components of talent management:</span>             </p>             <ol start="1" type="1">               <li>                 <strong>Talent Acquisition:&nbsp;</strong>Finding the right                 talent for achieving positive organizational outcomes               </li>                <li>                 <strong>Employee Experience:</strong> Creating an inclusive and                 productive workplace where employees can thrive.&nbsp;               </li>                <li>                 <strong>Performance Management:</strong> Developing a framework                 for assessing employee performance and incentivizing                 growth.&nbsp;               </li>                <li>                 <strong>Change Management:</strong> Maintaining effective                 communication and principles of employee empowerment during                 times of transition.&nbsp;               </li>                <li>                 <strong>Learning &amp; Development:</strong> Prioritizing                 employee empowerment and providing meaningful opportunities to                 upskill and advance.&nbsp;               </li>                <li>                 <strong>Organizational Design:</strong> Increasing efficiency by                 aligning the talent management strategy to specific business                 needs, initiatives, and priorities.&nbsp;               </li>                <li>                 <strong>Succession Management:</strong> Developing a framework                 for identifying internal candidates to fill current and future                 positions.&nbsp;               </li>             </ol>             <p>               While you may work from a template or sample process, each               organization&apos;s talent management strategy should be               unique&mdash;to that business and to its most pressing objectives.               Additional elements often include activities related to workforce               planning, employee retention, diversity and inclusion initiatives,               and even compensation and benefits.&nbsp;             </p>

 <h1>Importance of Talent Management </h1>             <p>               Without the right talent in place, an organization’s ability to               meet its objectives is severely limited. Learn why talent               management is so important, and where to start.             </p>

 <h1>The Importance of Talent Management</h1>             <p>               What would you say is the most difficult part about attracting and               retaining high-quality talent? We would venture to guess that if               we were to ask a half-dozen different companies, we might               anticipate just as many different answers.             </p>             <p>               <ul>                 <li>                   Some would quickly point to the challenges of recruiting and                   competing for potential talent, especially in the tech                   industry.                 </li>                 <li>                   Others might point to difficulties related to effectively                   onboarding new talent or helping new members quickly feel like                   a valued part of the team.                 </li>                 <li>                   Finally, some companies are well aware that their learning and                   development programs might not be up to par—while others see                   offboarding as the trickiest piece of the talent management                   puzzle.                 </li>               </ul>               Clearly, though, there is one thing each of these talent               hypotheticals has in common—each dilemma falls within the scope of               talent management, and each plays a role in an effective talent               management strategy. By creating strategies that align with each               stage of the talent life cycle, companies can avoid many of the               challenges of attracting, recruiting, and retaining the best               talent available.               <p>                 Before we get too deep into the objectives of talent management,                 it’s important to define what, exactly, we’re talking about when                 we use the term.               </p>               <p>                 <strong>What Is Talent Management?</strong> According to{" "}                 <span>                   <a                     href={                       "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                     }                     target="_blank"                   >                     McKinsey                   </a>                 </span>                 , there are five main components of talent management:               </p>               <ul>                 <li>                   <strong>                     Identifying, hiring, and retaining the right people.                   </strong>{" "}                   The productivity gap between high-performing employees and the                   rest is significant, with high-performing employees being “up                   to eight times more productive than others.”                 </li>                 <li>                   <strong>                     Empowering employees to learn, grow, and thrive within their                     role.{" "}                   </strong>                   Encouraging employees to develop their skill set not only                   empowers them, it also demonstrates that the organization                   values its employees and wants them to be successful.                 </li>                 <li>                   <strong>                     Providing meaningful incentives around employee performance                     and productivity.                   </strong>{" "}                   Incentivizing performance is far from a new concept, but not                   every organization understands how to motivate their employees                   in meaningful ways. By tracking the right metrics and helping                   employees understand what matters most, you can start building                   a culture that champions improvement.                 </li>                 <li>                   <strong>                     Understanding and optimizing the employee experience.                   </strong>{" "}                   It’s difficult to overstate the impact a positive employee                   experience—one where employees feel understood, valued, and                   supported—can have on an organization’s ability to retain                   their highest-performing talent.                 </li>                 <li>                   <strong>Optimizing workforce planning strategies</strong>{" "}                   Especially in tech, the most in-demand skills can quickly                   change, so companies shouldn’t be hesitant to adjust or                   refocus their strategy as an organization’s needs inevitably                   evolve over time.                 </li>               </ul>               As McKinsey notes, establishing a “talent-first culture” can help               virtually any company to “improve organizational performance and               potentially gain a competitive advantage.” (You can learn more               about this by reading the{" "}               <span>                 <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">                   full article                 </a>               </span>               .)             </p>

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  <h1>What Are the Pillars of Talent Strategy?</h1>             <p>               A solid talent strategy stands on several key pillars, each               essential to building a strong and effective team:               <ol start="1" type="1">                 <li>                   <strong>Workforce Planning: </strong>Analyze your current                   workforce and predict future needs based on your business                   goals. Effective workforce planning includes understanding the                   skills required and planning how to acquire or develop them.                 </li>                 <li>                   <strong>Talent Acquisition:</strong> Attract the right talent                   to your organization by focusing on sourcing, recruiting, and                   hiring individuals who possess the necessary skills and align                   with your company culture.                 </li>                 <li>                   <strong>Employee Development:</strong> Invest in continuous                   development to keep your team engaged and growing, including                   training programs, mentorship, and opportunities for career                   advancement.                 </li>                 <li>                   <strong>Performance Management:</strong> Regularly assess and                   manage employee performance to keep everyone aligned with your                   business goals. Set clear expectations, provide feedback, and                   recognize achievements to drive continuous improvement.                 </li>                 <li>                   <strong>Retention and Succession Planning:</strong> Focus on                   retaining top talent and planning for future leadership needs.                   Create an environment where employees want to stay and grow,                   ensuring a smooth transition when leadership changes occur.                 </li>               </ol>               These pillars work together to create a talent strategy that               drives business success and supports long-term growth.             </p>             <h3>               What Is the Difference Between HR Strategy and Talent Strategy?             </h3>             <p>               HR and talent strategy serve distinct purposes within an               organization, yet they often overlap. HR strategy covers the               broader management of human resources, including compliance with               labor laws, managing benefits, handling payroll, and maintaining               workplace safety. The framework governs how your organization               manages its people on an operational level.             </p>             <p>               Talent strategy, on the other hand, takes a more focused approach.               It zeroes in on how your organization attracts, develops, and               retains the talent crucial for achieving business goals. While HR               strategy handles the day-to-day management of employees, talent               strategy is about building a workforce that aligns with your               company’s long-term vision and drives its success.             </p>             <p>               In short, HR strategy manages the "how" of employee relations and               operations, while talent strategy focuses on the "who" and               "why"—who you need on your team and why they are essential to your               company’s future.             </p>

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<h1>               Lorien: Providing Custom Human Capital Solutions to Meet Your               Needs             </h1>             <p>               The end-to-end process of talent management strategy development               might sound like a lot for one individual or department to keep               track of—yet each step plays a vital role in an organization’s               ability to meet its staffing challenges in the most efficient and               cost-effective ways. Fortunately, expert help is available! At               Lorien, we provide a variety of dynamic workforce solutions, all               developed to help tech companies find the talent they need, when               they need it.{" "}             </p>             <p>               Our workforce solutions experts are ready to collaborate with your               organization to enhance its talent acquisition and recruitment               capabilities with customizable and scalable workforce solutions               that can grow and evolve along with your business. Learn more               about all we offer by{" "}               <span>                 <a href="/us" target="_blank">                   visiting our website                 </a>               </span>               , or{" "}               <span>                 <a href="/us/contact-us" target="_blank">                   reaching out to us{" "}                 </a>               </span>               directly.             </p>

  <h1>               What Is the Purpose (and Benefits) of a Talent Management               Strategy?             </h1>             <p>               The primary role of a talent management strategy is to serve as a               well-rounded and effective framework for identifying talent needs,               attracting the right candidates, and empowering employees to               thrive. In other words, optimizing the talent management process               and strategy helps to ensure each stage of the talent management               life cycle is considered.             </p>             <p>               Over time, organizations can fine-tune and adjust their strategy               as needed. Taking this approach—rather than having to start from               scratch every time you have roles to fill—is much more               cost-effective and helps to ensure business continuity.             </p>

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<h2 class="ql-align-center">Our Insights | News, Events &amp; Case Studies</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

   <h1>What Are the Seven Steps of Talent Management?</h1>             <p>               A successful talent management strategy involves a series of               structured steps that guide the entire process from start to               finish. These talent management process steps are crucial for               building a workforce that is aligned with the company’s objectives               and capable of driving growth and innovation.             </p>             <ol start="1" type="1">               <li>                 <strong> Workforce Planning:</strong> The first step is                 understanding your current and future workforce needs. This                 involves analyzing your organization’s goals and determining the                 types of talent required to achieve them.               </li>                <li>                 <strong>Talent Acquisition: </strong>This step focuses on                 sourcing and attracting the right candidates. Using a targeted                 approach, you can identify individuals with the skills and                 potential to contribute to your company’s success.               </li>                <li>                 <strong>Recruitment and Selection: </strong> After identifying                 potential candidates, the next step is recruitment and                 selection. This involves evaluating applicants based on their                 skills, experience, and cultural fit, ensuring that you bring                 the best talent on board.               </li>                <li>                 <strong>Onboarding:</strong> Once new hires are selected,                 onboarding helps them integrate into the company. This step is                 critical for helping employees understand their roles, the                 company culture, and how they can contribute to the                 organization’s success.               </li>                <li>                 <strong>Learning and Development: </strong>Continuous                 development is key to keeping employees engaged and ensuring                 they remain competitive in their roles. This step involves                 offering training, mentoring, and career development                 opportunities.               </li>                <li>                 <strong> Performance Management:</strong> Monitoring and                 managing employee performance is essential for maintaining                 alignment with company goals. This step includes setting clear                 expectations, providing regular feedback, and recognizing                 achievements.               </li>                <li>                 <strong>Retention and Succession Planning:</strong> The final                 step focuses on retaining top talent and preparing for future                 leadership needs. This involves implementing strategies to keep                 employees engaged and committed, as well as planning for their                 long-term growth within the company.               </li>             </ol>             <p>               By following this talent management process step by step,               companies can build a robust talent management process model that               supports both immediate needs and long-term objectives. These               talent management process steps create a foundation for sustained               success in a competitive and rapidly changing industry.             </p>

<h1>               What Are the 6 Core Functions of a Talent Management Strategy?             </h1>             <p>               The best talent management systems are tailored to the needs of               the business and tend to include at least six core functions:               recruitment, orientation, engagement and motivation, learning and               development, retention, and offboarding and outreach. Let’s               briefly define each of these, and how each can impact an               organization’s overall talent management strategy.             </p>             <ul>               <li>                 <strong>Recruitment: </strong>The effectiveness of an                 organization's recruitment strategies greatly affects its                 ability to attract and retain great talent. Recruitment includes                 spreading awareness, promoting the company as an employer, and                 seeking out talent at job fairs or similar events. While tech                 recruiting can be challenging, working with a staffing partner                 like Lorien can have an invaluable impact.               </li>               <li>                 <strong>Onboarding/Orientation:</strong> Once a candidate                 accepts an offer, their onboarding and orientation process is                 meant to provide valuable information about the company as well                 as their specific role and responsibilities. This includes                 educating them about workplace expectations, employee benefits,                 and other practical matters.               </li>               <li>                 <strong>Engagement and Motivation: </strong>The onboarding and                 orientation process naturally leads to the next core function of                 talent management: engaging and motivating employees. No matter                 what industry they work in, people do their best work when they                 feel valued, respected, and included in the company culture.                 While it shouldn’t be your primary motivation, there’s also a                 direct correlation between employees’ happiness with their                 employer and their productivity.               </li>               <li>                 <strong>Learning and Development: </strong>Especially in dynamic                 industries like tech, it’s hard to overstate the importance of                 committing to employee development. There are plenty of                 statistics to support this connection, including the fact that a                 majority (86%) of professionals “said that they would change                 jobs if a new company offered them more opportunities for                 professional development,” as one study found.               </li>               <li>                 <strong>Retention:</strong> Replacing employees is expensive—so                 is leaving vacant positions unfilled. In fact, turnover costs                 U.S. businesses an estimated $1 trillion annually due to lost                 productivity and the disruption of operations. In many ways,                 reducing employee turnover is among the most significant                 benefits of having a solid talent management strategy in place.                 The keys to retention can be found in the previous points:                 finding the right people, engaging and motivating them, and                 committing to their growth.               </li>               <li>                 <strong>Offboarding and Outreach:</strong> Departing employees                 can be an invaluable resource for understanding the employee                 experience and where it could be improved in order to increase                 retention. Through exit interviews, companies that ask the right                 questions can uncover actionable insights that can enhance their                 ability to secure the best talent over time.               </li>             </ul>             <h1>               The Right Talent Is Out There. We’ll Help You Bring It Aboard.             </h1>             <p>               At Lorien, we have deep experience with navigating the distinct               <span>                 <a                   href="https://www.forbes.com/consent/ketch/?toURL=https://www.forbes.com/councils/forbestechcouncil/2024/01/22/why-its-difficult-to-hire-and-retain-quality-tech-talent/"                   target="_blank"                 >                   {""} challenges of talent acquisition and retention in tech,                 </a>               </span>{" "}               like the increasing demand for—and price of—high-quality tech               talent. We understand that every organization is unique, and we               are committed to helping companies find the right talent at the               right time. Whether you’re looking to fill roles on a permanent or               contingency basis, we can help you develop and implement the right               talent management strategy for your needs. Visit our website to               learn more about our solutions, or{" "}               <span>                 <a href="/us/contact-us">get in touch</a>               </span>{" "}               today to speak with one of our experts.             </p>

 <h1>What Are the Six Primary Talent Management Strategies?</h1>             <p>               While every organization’s talent management strategy should be               tailored to its specific needs and priorities, there are certain               strategies that talent management programs should include in one               form or another. The goal is to ensure that each stage of the               employee life cycle is optimized, organized, and consistent. Some               of these stage-based strategies include:               <ol start="1" type="1">                 <li>                   <strong>                     Understanding and Improving the Employee Experience:&nbsp;                   </strong>                   With so much competition for high-quality talent, the best                   candidates tend to have <em>plenty</em> of options to                   consider. Making yourself an attractive destination with a                   reputation for employee empowerment is a great way to remain                   competitive.                 </li>                  <li>                   <strong>Adopting a Flexible Mindset:</strong> In an industry                   as unpredictable and innovative as tech,                   &ldquo;traditional&rdquo; approaches to staffing and the                   employee experience aren&rsquo;t always going to cut it.                   Today&rsquo;s candidates have evolving preferences and ways of                   working that employers often must cater to if they want to                   attract the best talent. This might even include working with                   a workforce solution like those provided by{" "}                   <a href="https://www.lorienglobal.com/us">                     <span>Lorien</span>                   </a>                   &mdash;who can help with everything from talent strategy                   development to finding the perfect candidate for any opening.                   As it applies to talent management, a flexible mindset also                   means considering different types of workforce solutions, such                   as direct or statement of work (SOW) hires.&nbsp;                 </li>                 <li>                   <strong>Creating a Culture of Learning and Growth:</strong>{" "}                   Tech workers are just as aware as their employers should be of                   the importance of meaningful development opportunities.                   Companies should make learning and development a core                   component of their culture, empowering employees by                   encouraging and incentivizing them to grow their skillsets.                 </li>                 <li>                   <strong>Developing Clear Objectives:&nbsp;</strong>Creating a                   winning talent management strategy requires clear strategic                   objectives. This includes, among other things, thinking                   carefully about the organization&rsquo;s short- and long-term                   priorities and seeking out candidates with the optimal                   skillset.                 </li>                  <li>                   <strong>Managing Performance:</strong> Employers can&rsquo;t                   improve what they aren&rsquo;t measuring, so an effective                   performance review process&mdash;including meaningful                   follow-up&mdash;is an absolute must. Engaging in productive                   dialogue with employees to identify areas for growth and                   outline steps for improvement should be an empowering process.                   It&rsquo;s less about &ldquo;fixing&rdquo; an employee&rsquo;s                   shortcomings and more about showing them they are valued by                   setting them up for success.                 </li>                 <li>                   <strong>Career Pathing:&nbsp;</strong>Many tech employees                   leave companies because they feel stuck at their current level                   or in their present position. By providing clear career                   development paths and upskilling opportunities, employers can                   ensure that their best talent remains fully engaged (rather                   than complacent).                 </li>               </ol>             </p>

<h2>Our Delivery</h2><p>Our experts have real world experience and understand what is required to deliver immediate value and achieve results. We begin by conducting discovery sessions to analyse your project, identify your goals, define the scope, and establish key milestones. We work closely with you to understand the challenges you face, then provide the necessary capabilities to execute your projects successfully.&nbsp;</p><p>Our teams work collaboratively with yours to drive discovery, boost productivity, enhance delivery capability, and promote continuous learning.&nbsp;</p><p>&nbsp;</p><h2>Why choose us?</h2><p>A Statement of Work offers an alternative to conventional recruitment models. Instead of supplying resources on an hourly basis, a SOW provides fixed costs for achieving set milestones or deliverables. Our Project Delivery team manages the process with expert PMO governance, implementing tracking and constant evaluation to ensure the outcome meets the objectives.</p><p>&nbsp;</p>

<h1>Statement of Work (SOW) / Managed Services Delivery</h1><p>&nbsp;</p><p><em><strong>Technology is changing the world. We help deliver that change.</strong></em></p><p>In a rapidly evolving, technology-driven world, digital transformation has become vital for businesses to stay relevant. We empower our clients to embrace agility, bridge capability gaps, and build better businesses, by combining local insights with deep tech expertise in key areas such as Cloud, Data, Cyber Security, AI, Software, and more.&nbsp;</p><p>Led by industry experts, we combine deep tech sector knowledge with advanced analytics and years of experience in specialist project and programme delivery to solve critical business challenges. This solution is managed by the technology specialism within <strong>Impellam Project Services</strong>.&nbsp;</p>

<h2>What is a Statement of Work?</h2><p>A Statement of Works agreement is a contract that captures the details of the services that we will deliver. It typically outlines the work that needs to be completed, or the scope of work being delivered, project milestones, timelines, work locations, and payment terms. By offering meaningful metrics and strategic reporting on a weekly, monthly, and quarterly basis, we supply you with concrete data and insights into our team&rsquo;s performance. We prioritise setting up the right framework from the outset of any project to ensure that our clients&rsquo; expectations are clearly understood and met.</p>

<h2>What are the benefits to a Statement of Work solution?</h2><details><summary><strong>Transparency</strong></summary><p>At the beginning of our service, we set realistic timeframes that deliver you the best results in the shortest timeframe. Our service is a collaborative journey. We promote visibility and control through weekly and monthly operational meetings, business reviews, progress updates and project performance reports.</p></details><details><summary><strong>Efficiency</strong></summary><p>Partnering with us allows you to refocus on core operations and business goals, reducing labour costs and boosting profitability.</p></details><details><summary><strong>Governance</strong></summary><p>Our team deliver solutions in accordance with a robust governance framework, supported by our expert Account Directors and Project Services teams.</p></details><details><summary><strong>Reduced Risk</strong></summary><p>We understand the importance of maintaining a fluid workflow, whilst allowing for agility, accountability, and risk management. Partnering with us allows you to transfer many of the risks involved in delivering complex, business-critical projects.</p></details><details><summary><strong>Expertise</strong></summary><p>We have been at the forefront of technology for over 45 years, so we understand today&rsquo;s business challenges. Our experts are highly skilled and vetted, empowered by our ethos of virtuosity, best in class training and a culture of continuous improvement. Our team are passionate about delivering change and driving for results.</p></details><details><summary><strong>Management</strong></summary><p>Our team are passionate about delivering change and driving for results, we ensure your project is managed end-to-end.</p></details>

 <h1>Steps in talent development</h1>             <p>               <ul>                 <li>                   <strong> Workforce Planning and Analysis:</strong>The first                   step in the talent management process involves assessing the                   current workforce and identifying future talent needs based on                   the organization’s strategic goals. Companies analyze their                   current capabilities, identify gaps, and plan for future                   staffing requirements. This proactive approach ensures that                   the right talent is available at the right time to support the                   organization’s growth and innovation.                 </li>                  <li>                   <strong>Talent Acquisition and Recruitment:</strong> Once the                   workforce needs are identified, the organization moves on to                   attracting and recruiting the right talent. This step involves                   sourcing candidates, evaluating their fit with the company                   culture, and selecting those who possess the necessary skills                   and experience. Effective recruitment strategies, such as                   leveraging technology and employee referrals, play a crucial                   role in securing top talent.                 </li>                  <li>                   <strong>Onboarding and Integration:</strong> After hiring, the                   focus shifts to onboarding and integrating new employees into                   the organization. A well-structured onboarding process helps                   new hires acclimate to the company’s culture, understand their                   roles, and build relationships with their colleagues. This                   step is critical in setting the stage for long-term employee                   engagement and productivity.                 </li>                  <li>                   <strong>Learning and Development: </strong> Continuous                   development is a cornerstone of a successful talent management                   strategy. Organizations invest in training programs,                   leadership development, and upskilling initiatives to help                   employees grow in their roles. By fostering a culture of                   learning, companies ensure that their workforce remains agile,                   competitive, and equipped to meet future challenges.                 </li>                  <li>                   <strong>Performance Management:</strong> Regularly assessing                   and managing employee performance is essential for aligning                   individual contributions with organizational goals.                   Performance management includes setting clear expectations,                   providing feedback, and recognizing achievements. This step                   helps maintain high levels of engagement and productivity                   while identifying areas for improvement.                 </li>                  <li>                   <strong> Succession Planning and Career Development:</strong>{" "}                   Preparing for future leadership needs and providing employees                   with clear career paths are vital for long-term success.                   Succession planning involves identifying and developing                   internal talent to fill key roles, while career development                   focuses on helping employees advance within the organization.                   This ensures business continuity and reduces the risk of                   talent shortages in critical areas.                 </li>                  <li>                   <strong>Retention and Engagement:</strong> Retaining top                   talent is as important as attracting it. Organizations foster                   retention by creating a positive work environment, offering                   competitive compensation, and providing opportunities for                   career growth. Engaged employees are more likely to stay with                   the company, contribute to its success, and act as advocates                   for the organization.                 </li>                 <li>                   <strong>Offboarding and Transition:</strong> The talent                   management process also includes offboarding employees who are                   leaving the organization. A structured offboarding process                   ensures a smooth transition, captures valuable feedback, and                   maintains positive relationships with departing employees.                   This step can also provide insights into potential areas for                   improvement in the overall talent management strategy.                 </li>               </ul>             </p>

 <h1>What Are the Steps in the Talent Management Life Cycle?</h1>             <p>               Depending on their chosen approach and specific needs, an               organization’s talent management lifecycle may consist of anywhere               from a handful of steps to nearly a dozen (or more) different               activities. At a minimum, virtually every organization’s talent               lifecycle addresses at least five key focus areas, including…               <ul>                 <li>                   Recruitment: Identifying and attracting the right talent at                   the right time.                 </li>                 <li>                   Onboarding: Getting new hires up to speed and acclimated to                   the work environment.                 </li>                 <li>                   Engagement: Demonstrating that employees are valued, through                   developing an inclusive workplace culture, recognizing                   individual contributions, and ensuring that new hires feel                   welcome and supported.                 </li>                 <li>                   Learning and Development: Providing opportunities for                   employees to grow their skill set through learning and                   development initiatives.                 </li>                  <li>                   Offboarding: Gaining valuable insights into the employee                   experience through meaningful exit interviews and efficient                   offboarding processes.                 </li>               </ul>               As noted earlier, these routine activities are not always as               simple or straightforward as they seem, especially for tech               companies. And this is precisely how partnering with Lorien can               strengthen your organization and help you compete for (and secure)               the best talent on the market. Our workforce and recruitment               solutions can be tailored to meet your needs, so you can spend               less time recruiting and more time innovating.             </p>

<h1>What Are the Steps of the Talent Management Life Cycle?</h1>             <p>               While every organization’s talent management strategy should be               tailored to its specific needs and priorities, there are certain               strategies that talent management programs should include in one               form or another. The goal is to ensure that each stage of the               employee life cycle is optimized, organized, and consistent. Some               of these stage-based strategies include:               <ol start="1" type="1">                 <li>                   <strong>Recruitment:</strong> Evaluating organizational needs                   and working to identify and attract the best talent available.                 </li>                 <li>                   <strong>Orientation:</strong> Setting new employees up for                   success, including acclimating them to the company culture and                   work environment.                 </li>                 <li>                   <strong>Engagement:</strong> Making sure new hires feel                   welcome and valued by creating an inclusive and supportive                   workplace and recognizing individual contributions.                 </li>                 <li>                   <strong> Learning & Development:</strong> Investing in the                   organization’s best asset—its talent—by providing meaningful                   opportunities to grow their skill set and/or advance their                   career.                 </li>                  <li>                   <strong> Retention: </strong>Reducing employee turnover                   through the entire process.                 </li>                 <li>                   <strong>Offboarding & Outreach:</strong> Ensuring that when an                   employee leaves the organization, it’s on the best terms                   possible—and leadership understands their motivations or                   reasons for leaving.                 </li>               </ol>               While these phases may overlap or occur out of order in some               cases, it’s important to develop individual strategies for each.               This ensures that there are no blind spots in the strategy or weak               points within the employee lifecycle. Let’s take a closer look at               each of these six core functions.             </p>

   <h1>Talent Management Strategy</h1>             <p>               A company’s ability to attract high-quality talent can be one of               its biggest indicators of success. Learn what it takes to build a               winning talent management strategy.             </p>

 <h1>Why Is Talent Management So Important?</h1>             <p>               The importance of talent management in the workplace essentially               comes down to its beneficial impact(s) on an organization’s               productivity and culture. The right talent management strategy can               positively impact an organization on multiple fronts, with its key               benefits including the ability to:             </p>             <ul>               <li>                 Improve business performance and outcomes. When the right people                 are in the right roles, it makes success much, much easier to                 come by. By carefully considering the approach to talent                 management and putting a talent management framework in place,                 organizations can put themselves in the best possible position                 to succeed.               </li>               <li>                 Reduce costs. Not only is great tech talent costly and                 frequently difficult to attract and retain, there is also a                 major (negative) cost impact that comes from unfilled positions.                 When crucial positions go unfilled, it hinders innovation and                 productivity. Replacing departed talent is expensive, too,                 underscoring the importance of underscoring the importance of                 recruiting and securing the best talent available.               </li>               <li>                 Empower employees. Most modern business leaders understand the                 importance of employee experience within their organizations,                 including its impact on their ability to attract and retain                 talent. While some employee churn is inevitable, effective                 talent management strategies help to make employees feel                 understood and valued—leading to increased productivity and                 loyalty over time.               </li>               <li>                 Unlock competitive growth. One of the biggest competitive                 differentiators among today’s employers is their ability to                 attract and retain the best talent on the market. When the right                 talent is in place, teamwork, collaboration, and innovation also                 tend to improve. Finally, implementing a comprehensive talent                 management strategy helps companies find the right talent                 without up-ending their budgets.               </li>             </ul>

 <h1>               Talent Management in Tech: What Are the Biggest Challenges to               Overcome?             </h1>             <p>               Within virtually every modern industry, effective talent               management can make or break an organization’s ability to innovate               and succeed within a competitive marketplace. There are often               significant challenges to overcome, underscoring the importance of               a well-designed talent management strategy. Some of the top talent               management challenges facing these companies include:             </p>             <p>               <h4>                 Challenge #1: The Increasing Demand for (and Price of) Talent               </h4>               <p>                 Especially since the COVID-19 pandemic redefined many aspects of                 how many people live and work, &ldquo;IT has risen in prominence                 as an engine for business sustainability and growth across all                 industries,&rdquo; according to{" "}                 <a href="http://cio.com">                   <span>CIO.com</span>                 </a>                 .&nbsp;               </p>                <p>                 As such, there is increased competition for a limited number of                 highly-qualified candidates for any given role, as the demand                 for tech-aligned talent has increased &ldquo;by 50% to 60% in                 the last two years.&rdquo; In response, many executives and                 decision-makers are increasingly open to outsourcing and other                 non-traditional staffing avenues.               </p>               <h4>Challenge #2: Finding the Right Skills and Talent</h4>               <p>                 Another major barrier facing modern companies (and their IT                 departments) is a widespread{" "}                 <a href="https://www.impellam.com/insights/lack-of-technical-expertise-has-fuelled-skills-shortage">                   <span>lack of technical expertise</span>                 </a>                 &mdash;responsible for roughly one-third of current vacancies in                 tech. This isn&rsquo;t a brand new concern; instead, the                 &ldquo;skills shortage&rdquo; has been developing over the                 course of the last two decades.&nbsp;               </p>                <p>                 And it&rsquo;s not just an inconvenience for employers;                 it&rsquo;s a strategic riddle in need of a solution, one                 that&rsquo;s causing organizations to leave positions open                 despite a pressing need to fill them. According to{" "}                 <a href="https://www.forbes.com/sites/forbestechcouncil/2024/03/19/expect-to-see-these-technical-skills-gaps-in-the-next-year/">                   <span>Forbes</span>                 </a>                 , these gaps are expected to persist, with the National                 Institute of Standards and Technology (NIST) estimating that                 there&rsquo;s a current shortage of over 3 million cybersecurity                 professionals.&nbsp;               </p>                <h4>Challenge #3: Increased Competition for Limited Talent</h4>               <p>                 Identifying potential candidates for open positions is just the                 start of the battle. When you have an increasing demand for                 talent, paired with increasing skills shortages, you wind up                 with a real challenge. High-quality candidates are simply in too                 high demand.&nbsp;               </p>               <p>                 Talent is also expensive and{" "}                 <a href="https://www.cbre.com/insights/books/scoring-tech-talent-2023/how-is-tech-talent-quality-vs-cost-measured">                   <span>its quality can be tricky to evaluate</span>                 </a>                 , especially in industries like tech. Some of the leading skills                 shortages facing the industry today relate to areas like                 generative AI, cybersecurity and data privacy, and cloud                 computing.               </p>               <h4>Challenge #4: A Poor Employee Experience</h4>               <p>                 Another reason it&rsquo;s hard to find great tech talent is that                 there&rsquo;s a{" "}                 <a href="https://www.prnewswire.com/news-releases/tech-worker-dissatisfaction-foreshadows-brain-drain-for-employers-302139745.html">                   <span>growing dissatisfaction among tech workers</span>                 </a>                 ; recent data indicates that a majority&mdash;between 85% and                 90%&mdash;of North America&rsquo;s current tech talent pool is                 actively seeking new opportunities. This, of course, isn&rsquo;t                 just a &ldquo;tech industry&rdquo; problem; it impacts a wide                 range of industries.               </p>               <p>                 These workers&rsquo; reasons for moving on from their current                 company include not just the desire for a different career but                 also &ldquo;dissatisfaction with current employers&rdquo; and                 &ldquo;preferred ways of working.&rdquo; The better an employer                 understands what their employees want or expect, the better                 position they&rsquo;ll be in to retain quality talent once                 acquired.&nbsp;               </p>                <p>                 What do today&rsquo;s workers <em>really</em> want? Career                 advancement, flexible work environments, and meaningful learning                 and development opportunities top the list.               </p>                <h4>Challenge #5: Inefficient Hiring and Onboarding Processes</h4>               <p>                 For all too many organizations, lengthy recruiting and hiring                 practices work against them in the fight for quality talent.                 It&rsquo;s a tricky situation, since talent is in-demand and yet                 finding the <em>right</em> candidate isn&rsquo;t often an                 efficient process. Logistically, this causes problems for both                 recruiters (who may miss out on the best candidates) and                 candidates looking for work. If hiring teams can&rsquo;t find                 better ways to identify, recruit, and hire new talent, they risk                 missing out and losing great candidates to competing                 organizations.               </p>                <p>                 Another problem associated with long hiring and onboarding                 processes is that the most in-demand technical skills seem to be                 in a constant state of flux. In extreme cases, the very skills                 that companies were looking for weeks or months ago can become                 obsolete by the time new talent is fully onboarded. Gartner                 research actually found that over half (58%) of the tech                 workforce will need to{" "}                 <a href="https://www.gartner.com/en/newsroom/press-releases/2021-02-03-gartner-hr-research-finds-fifty-eight-percent-of-the-workforce-will-need-new-skill-sets-to-do-their-jobs-successfully">                   <span>develop new skills</span>                 </a>{" "}                 in order to perform their responsibilities.               </p>                <p>                 This is precisely why many companies opt to partner with a{" "}                 <a href="https://www.lorienglobal.com/us">                   <span>staffing or recruiting agency</span>                 </a>                 . But we&rsquo;re getting ahead of ourselves. What is the                 typical talent management, and what are the challenges companies                 face when trying to attract and retain high-quality talent? In                 this article, our ultimate guide to talent management strategy                 development, we&rsquo;ll answer these questions and more.&nbsp;               </p>             </p>

 <h1>Talent Management Process </h1>             <p>               Discover effective talent management strategies for tech               companies, from recruitment to specialized services, that drive               growth and success.             </p>

  <h1>Talent Management Process</h1>             <p>               Building a strong team is critical for any tech company aiming to               stay competitive. A well-executed talent management strategy plays               a vital role in attracting, developing, and retaining the right               talent to drive your business forward. But where do you start?               What is the process of talent management that leads to success? In               this article, we’ll explore key examples of talent management               solutions that can help your company thrive, from recruitment to               specialized services that align with your strategic goals.             </p>             <h2>What Is Talent Management and Its Benefits?</h2>             <p>               Talent management is the strategic process of attracting,               developing, and retaining the right talent to meet a company’s               goals. In the tech industry, where competition for top talent is               fierce, managing talent effectively is crucial. This process               involves more than filling positions—it’s about fostering an               environment where employees can grow, innovate, and contribute to               the company’s success.             </p>             <p>               The benefits of talent management are clear. Companies that invest               in their people see higher engagement, reduced turnover, and a               more agile workforce. In fact, 72% of organizations believe they               can drive higher company performance if they have the right talent               management strategies in place. By focusing on talent management,               tech companies can build a team that is capable of driving               innovation and adapting to industry changes. This approach can               improve performance and create a workplace that attracts and               retains high-caliber professionals, ultimately leading to               long-term success.             </p>             <p>               You don’t have to do it alone. Lorien’s talent management               solutions are designed to help tech companies stay ahead in this               competitive landscape. By partnering with Lorien, you can ensure               that your organization not only finds the best talent but also               develops and retains them, fostering an environment where your               team can thrive and drive your company’s success. Whether you need               permanent hires or flexible workforce solutions, Lorien’s tailored               approach will support your talent management goals and help you               build a winning team.             </p>             <h3>What Is the Key Point of Talent Management?</h3>             <p>               While there can be many objectives of talent management, the key               point is to align the company’s human resources with its strategic               goals. In other words, it’s about ensuring that the right people               are in the right roles and equipped with the right skills to               achieve the organization’s long-term objectives. This alignment               not only supports current business needs but also positions the               company for future growth and success. By strategically managing               talent, companies can optimize their workforce, drive innovation,               and maintain a strong competitive edge in the tech industry.             </p>

  <h1>Talent Management Strategy</h1>             <p>               A company’s ability to attract high-quality talent can be one of               its biggest indicators of success. Learn what it takes to build a               winning talent management strategy.             </p>

 <h1>Talent Management Strategy Examples </h1>             <p>             Discover how to build a talent management strategy that aligns with your tech company’s goals, driving growth, innovation, and long-term success.             </p>

  <h1>Talent Management Strategy Go-To Steps</h1>             <p>               In today’s tech-driven world, your company’s success relies               heavily on how you manage your most valuable resource: your               people. A well-defined talent management strategy is key to               building a workforce that is skilled and fully aligned to your               business objectives. This strategy serves as a blueprint for               attracting, developing, and retaining talent that can propel your               company forward.             </p>             <p>               Effective talent management involves more than just filling open               positions. It’s about understanding the unique strengths and               potential within your team and creating an environment where they               can thrive. By focusing on both the present needs and future               growth of your workforce, you can cultivate a culture of               continuous improvement and innovation. Partnering with experts               like Lorien can enhance your talent management efforts by               providing access to specialized talent pools and industry insights               that align with your unique needs.             </p>             <p>               In this blog, we’ll explore the core components of a successful               talent management strategy, tailored specifically for the tech               industry. Whether you’re navigating rapid growth or facing the               challenges of a competitive talent market, the right strategy will               help you harness the full potential of your team and drive               long-term success.{" "}             </p>             <p>               Let’s dive into the fundamental principles that can shape your               approach to talent management and help your company achieve its               goals.             </p>

 <h1>Talent Strategy Framework </h1>             <p>               Learn how to build a talent strategy framework that aligns your               tech workforce with business goals, driving growth and long-term               success             </p>

  <h1>Talent Strategy Framework</h1>             <p>               Building a successful tech program requires more than innovative               ideas and cutting-edge technology—it requires the right people in               the right roles working towards a common goal. That’s where a               solid talent management strategy comes into play. This framework               is the foundation that guides how your organization attracts,               develops, and retains talent, ensuring that your workforce is               aligned with your business objectives and capable of driving               long-term growth.             </p>             <p>               But what exactly does a talent strategy framework involve, and how               do you create one that truly supports your company’s vision? In               this article, we’ll explore the key components of an effective               framework, discuss how it differs from general HR practices, and               provide insights into how you can customize the framework to meet               your specific needs. Whether you’re a startup looking to scale               quickly, or an established firm aiming to maintain your               competitive edge, a well-crafted talent strategy framework is               essential for building and sustaining a high-performing team.               Let’s dive into what makes this strategy so crucial and how you               can start building one today.             </p>             <h2>What Is a Talent Management Framework?</h2>             <p>               A talent management framework is a structured approach that               outlines how an organization will attract, develop, and retain its               workforce to meet business objectives. It serves as a blueprint,               guiding all talent-related activities and ensuring they align with               the company’s long-term goals. In the fast-moving tech industry,               where the competition for skilled professionals is intense, having               a well-defined framework is essential for maintaining a strong,               capable team.             </p>             <p>               Talent management framework examples vary depending on the needs               and priorities of the business. A common framework might include               workforce planning, talent acquisition, employee development,               performance management, and succession planning. Each component               plays a critical role in building a workforce that is engaged,               motivated, and aligned with the company’s mission.             </p>             <p>               For instance, a talent management framework example might focus               heavily on continuous learning and development, ensuring that               employees keep their skills up-to-date in a rapidly evolving               field. Another example might prioritize succession planning,               preparing the next generation of leaders to step into key roles as               the company grows.             </p>             <p>               These frameworks are more than just guidelines—they’re strategic               tools that help you build and maintain a workforce capable of               driving your business forward. Using a tailored talent management               framework, you can create a cohesive strategy that supports your               company’s unique goals and ensures long-term success.{" "}             </p>             <h2>               What Are Talent Strategies? What Is a Talent Strategy Framework?             </h2>             <p>               Talent strategies and talent strategy frameworks are the               comprehensive plans that support your talent management framework.               Ultimately, your strategies will determine how your company               attracts, develops, and retains the talent needed to achieve its               business goals. These strategies align your workforce with               long-term goals, helping you build a team that supports both               current needs and future growth.             </p>             <p>               Creating talent strategies involves identifying the skills your               organization needs, developing programs to grow those skills               internally, and retaining top talent. By focusing on what drives               your business forward, a talent strategy acts as a roadmap to               build and sustain a workforce that’s capable, motivated, and               aligned with your company’s vision.             </p>

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<h1>About Us</h1><p>We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions.&nbsp;&nbsp;</p><p>We combine tech expertise with the scope, depth and breadth of large-scale talent organizations. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.&nbsp;</p><p>&nbsp;Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.</p>

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<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h1>Business Solutions</h1><p>Our business solutions are shaped to meet your needs and goals, with the agility to adapt as you grow. Covering all technology verticals, from entry-level to c-suite, with solutions from one-off hires to full enterprise models, we specialize in bringing expert talent solutions across the full digital spectrum.</p>

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<h3>Send Us Your CV/Resume</h3><p><span style="background-color: rgb(255, 255, 255); color: rgb(43, 42, 41);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Do you have any questions? </span><span class="NormalTextRun SCXW216223936 BCX0">Don't</span><span class="NormalTextRun SCXW216223936 BCX0"> hesitate to contact our Lorien Contractor</span> <span class="NormalTextRun SCXW216223936 BCX0">Team </span><span class="NormalTextRun SCXW216223936 BCX0">for quick </span><span class="NormalTextRun CommentStart SCXW216223936 BCX0">answers</span><span class="NormalTextRun SCXW216223936 BCX0">!&nbsp;</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to </span><span class="NormalTextRun SCXW216223936 BCX0">help</span><span class="NormalTextRun SCXW216223936 BCX0"> you</span> <span class="NormalTextRun SCXW216223936 BCX0">through</span><span class="NormalTextRun SCXW216223936 BCX0"> your journey with</span><span class="NormalTextRun SCXW216223936 BCX0"> Lorien</span><span class="NormalTextRun SCXW216223936 BCX0">.</span><span class="NormalTextRun SCXW216223936 BCX0"> No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p><p class="Paragraph SCXW216223936 BCX0">&nbsp;</p></div><div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><strong><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Contractor </span><span class="NormalTextRun SCXW135433514 BCX0">B</span><span class="NormalTextRun SCXW135433514 BCX0">enefits</span></span> </strong></h5><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><sup><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Benefits offered by Lorien </span><span class="NormalTextRun SCXW135433514 BCX0">m</span><span class="NormalTextRun SCXW135433514 BCX0">ay</span> <span class="NormalTextRun SCXW135433514 BCX0">include</span><span class="NormalTextRun SCXW135433514 BCX0">: </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></sup></h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Integrated prescription benefits with your medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Two standalone PPO dental plans (</span><span class="NormalTextRun SCXW135433514 BCX0">o</span><span class="NormalTextRun SCXW135433514 BCX0">ne plan includes orthodontic benefits for adults) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Savings&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">p</span><span class="NormalTextRun SCXW135433514 BCX0">rograms: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</span></span></p></li></ul><ul><li class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Direct deposit (weekly payroll) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span>&nbsp;</li></ul><p>&nbsp;</p></div><h2><sub>Our hotlines are:</sub></h2>

<h4><strong><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}"><span class="TextRun SCXW64043463 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW64043463 BCX0">Professional Referrals</span></span><span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></span></strong></h4><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">At Lorien, we believe in the power of professional connections to fuel our industry's future. </span><span class="NormalTextRun SCXW175820273 BCX0">That's</span><span class="NormalTextRun SCXW175820273 BCX0"> why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names—</span><span class="NormalTextRun SCXW175820273 BCX0">they're</span><span class="NormalTextRun SCXW175820273 BCX0"> seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">When a contractor refers a candidate to us, </span><span class="NormalTextRun SCXW175820273 BCX0">it's</span><span class="NormalTextRun SCXW175820273 BCX0"> a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients.</span><span class="NormalTextRun SCXW175820273 BCX0"> Please speak to your recruiting contact to discuss our referral bonus</span><span class="NormalTextRun SCXW175820273 BCX0"> program in greater detail.</span></span></p></div><p><strong>For all other questions, please complete our form or reach out to us at 954.433.4100</strong></p>

What are the benefits to Executive Search?

<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business.</p><p>Explore our latest collection of case studies, news, events, and insights</p>

<h1>We are the house of global tech recruitment</h1><p>Lorien is a digital, transformation, and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

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<h2>Want to be featured as an Employer?</h2><p>At Lorien, we support world-leading organizations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Lorien. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.</p>

<h2>Specialist Markets</h2><p>As the house of global tech and transformation recruitment, we specialise in bringing talent solutions across the full digital spectrum to life. Each one of our solutions is built to the specific needs of our clients, with great variety in size, shape, and scale of design, but with a unifying core of deep tech sector expertise.</p><p>This gives our clients the unique advantage of tech specialism at scale. Naturally, our background means that we cover all digital skillsets, but there are specific sub-sectors where we provide even deeper levels of insight&ndash;often in the places where skills are niche, rare, competitive, or just developing.</p><p>We call these our Specialist Markets.</p>

<h1>Unlock Your Potential.</h1><p>The technology industry is constantly evolving. Every day brings new breakthroughs &ndash; and you could be at the forefront of this progress. Each year, we help thousands of people find rewarding jobs in the ever-changing world of work.</p>

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<h1>Job Search</h1><p>Discover more of the industry&rsquo;s most exciting careers below.</p>

<h1>Meet the Team</h1><p>We have over 270 talented, ambitious, innovative, and determined people working for us across our US, UK, Ireland, and Germany offices. You can find us in the US in Atlanta, Boston, Chicago, Denver, Fairfax, Pembroke Pines, and Seattle. As an equal opportunities employer, we value and encourage diversity within our business.</p>

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What are the benefits to Managed Service Provider (MSP) &amp; Contingent Workforce Solutions (CWS)?

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<h2>The Lorien Pulse: Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights.</p>

What are the benefits to Specialist Markets?

What are the benefits to Services Procurement Management?

What are the benefits to Statement of Work (SOW) / Managed Services Delivery?

  <h1>What is a talent management strategy?</h1>             <p>               A talent management strategy is a blueprint that guides               organizations in how they attract, develop, and retain the talent               needed to meet their business objectives. This strategy connects               the goals of the company with its workforce, creating a path that               drives growth, innovation, and long-term success. Rather than just               filling roles as they arise, a solid talent management strategy               takes a proactive approach to managing talent across the entire               employee lifecycle.             </p>             <p>               When companies start developing a talent management strategy, they               typically begin by analyzing their current workforce to identify               any gaps in skills or capabilities. This analysis helps clarify               what kind of talent is necessary to achieve specific talent               management strategic objectives. From there, they design a talent               management strategy framework that outlines key initiatives, like               those listed above.             </p>             <p>               Beyond these core functions, a robust talent management strategy               also emphasizes creating a workplace culture that resonates with               workers. By cultivating an environment where people feel valued               and have clear opportunities for advancement, organizations can               attract and retain the best talent, turning their workforce into a               competitive advantage.             </p>             <p>               A talent management strategy is about more than just filling               seats. It’s about shaping a workforce that’s capable, motivated,               and aligned with your company’s vision for the future. A               thoughtful talent management strategy plan can be a powerful tool               for driving both immediate results and sustainable success.             </p>

<h1>               What Is a Talent Management Strategy, and Why Do You Need One?             </h1>             <p>               An organization’s talent management strategy outlines its approach               to the employee lifecycle—including attracting and recruiting               talent, onboarding and developing employees, and even optimizing               offboarding practices through automation. But do you really need               one? Next, let’s explore a few of the key advantages.             </p>              <ul>               <li>                 <strong>                   Improve Business Performance and Outcomes:&nbsp;                 </strong>                 For many companies, the ability to develop and implement an                 effective talent management strategy has a direct impact on                 business performance and outcomes. One{" "}                 <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/winning-with-your-talent-management-strategy">                   <span>McKinsey</span>                 </a>{" "}                 survey actually found that & 99 percent of respondents who                 reported their company's talent management was very effective                 said they outperform their competitors, compared with 56 percent                 of all other respondents."               </li>                <li>                 <strong>Reduce Costs:&nbsp;</strong>Not only does employee                 turnover hinder a company's ability to innovate, compete, and                 grow&mdash;it also costs the company a lot of money. According                 to{" "}                 <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx">                   <span>Gallup's</span>                 </a>{" "}                 conservative estimate, the cost to replace an employee & can                 range from one-half to two times the employee's annual salary.                 By contrast, upskilling and developing existing talent is                 typically a much more cost-effective approach. Companies are                 also starting to understand the true costs of <em>not</em>{" "}                 filling roles within the organization, further underscoring the                 importance of effective talent management strategies.               </li>                <li>                 <strong>Empower Employees:</strong> When companies aren&rsquo;t                 able to reliably attract and retain high-quality talent, it                 doesn&rsquo;t just hurt the organization. It also impacts the                 morale of otherwise loyal employees, potentially driving them                 away from the company. This is especially problematic when top                 talent goes elsewhere; as{" "}                 <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx">                   <span>Gallup</span>                 </a>{" "}                 puts it, &ldquo;Losing your best people means losing your                 reliable winners, your constant innovators and your most                 effective problem-solvers.&rdquo;&nbsp;               </li>                <li>                 <strong>Unlock Competitive Growth:&nbsp;</strong>Within the tech                 industry, the ability to find great talent is increasingly                 viewed as a competitive differentiator separating the best from                 the rest&mdash;especially when an organization understands the                 candidate journey and the importance of filling crucial roles                 and retaining key talent. The revolving-door effect of employee                 turnover holds organizations back from a productivity and                 innovation standpoint. And since tech workers are in such high                 demand, employees often demonstrate less loyalty than in years                 past. Today&rsquo;s employers are competing for talent like                 never before, and those with the best talent management                 strategies are in the best position to find&mdash;and                 hire&mdash;the best candidates.               </li>             </ul>             <p>               All too often, organizations struggle to overcome key talent               management challenges, which puts them in a difficult position               where the available talent never quite matches the needs of the               business. Left unaddressed, excessive employee turnover erodes               employee morale, making it even harder to attract and retain               talent over time.             </p>             <p>               The importance of a talent management strategy is difficult to               overstate, especially for larger organizations or those with               complex staffing needs. A well-rounded talent management strategy               brings about many benefits, many related to an increased ability               to attract and retain high-quality talent that meets the needs of               the organization. Other benefits include the ability to:             </p>             <ul>               <li>                 Identify and attract in-demand talent through a strong                 brand/reputation.               </li>               <li>                 Develop a more streamlined and agile talent pipeline that                 prevents or minimizes staffing-related disruptions or delays.               </li>               <li>                 Increase efficiency and effectiveness throughout the                 organization, leading to greater productivity and growth.               </li>               <li>                 Reduce costs related to attracting, recruiting, and onboarding                 new talent by slowing down the revolving door of hiring and                 attrition.               </li>               <li>                 Enhance the capacity for innovation by building strong, diverse                 teams with the exact skills needed for any given role.               </li>             </ul>             <p>               Just having a talent management strategy isn’t always enough to               guarantee positive results—especially within the ever-growing and               ever-evolving tech industry, where roles are constantly being               redefined as strategic priorities shift. Next, let’s look at some               of the unique challenges in finding high-quality tech talent.             </p>

   <h1>What is the purpose and benefits of talent management?</h1>             <p>               Talent management serves as the backbone of an organization's               ability to attract, develop, and retain top-tier talent. At its               core, talent management is about more than filling positions—it’s               about creating a strategic framework that aligns human capital               with business goals. The importance of talent management lies in               its ability to drive organizational success by ensuring that the               right people are in the right roles at the right time.             </p>             <p>               A well-executed talent management strategy offers numerous               benefits, including:             </p>             <ul>               <li>                 <strong>Enhanced Organizational Performance:</strong> Companies                 with effective talent management practices often see improved                 business outcomes, as they can better leverage their human                 resources to meet strategic goals. McKinsey research shows that                 companies with strong talent management are more likely to                 outperform their competitors.               </li>               <li>                 <strong>Reduced Costs:</strong> Effective talent management                 reduces the high costs associated with turnover and unfilled                 positions. By investing in employee development and retention,                 organizations can decrease the frequency and impact of turnover,                 leading to significant cost savings.               </li>               <li>                 <strong>Increased Employee Engagement and Retention:</strong>{" "}                 When employees feel valued and see opportunities for growth                 within an organization, they are more likely to stay. Talent                 management fosters a culture of continuous improvement and                 development, which is crucial for retaining top talent.               </li>               <li>                 <strong>Competitive Advantage:</strong> In today’s competitive                 market, having a strong talent management strategy is a                 differentiator. Organizations that excel in this area are better                 equipped to attract and retain high-quality talent, giving them                 a competitive edge.               </li>             </ul>

 <h1>What Should a Talent Strategy Include?</h1>             <p>               A comprehensive talent strategy should include several key               elements that address the entire employee lifecycle:             </p>             <ol start="1" type="1">               <li>                 <strong> Workforce Planning:</strong> Assess your current                 workforce and identify future needs. This helps you anticipate                 gaps in skills or resources and plan accordingly.               </li>                <li>                 <strong>Talent Acquisition: </strong>Develop a strategy for                 sourcing, recruiting, and hiring the best talent. This could                 involve using advanced recruitment technologies or tapping into                 new talent pools.               </li>                <li>                 <strong>Employee Development: </strong>Create programs that                 support continuous learning and skill development, keeping your                 team engaged and prepared to meet the demands of the industry.               </li>                <li>                 <strong> Performance Management:</strong> Implement processes                 for evaluating and improving employee performance. Regular                 feedback, goal setting, and recognition are key components.               </li>                <li>                 <strong>Retention and Succession Planning:</strong> Develop                 strategies to keep your top talent engaged and prepare for                 future leadership needs. This might include career development                 opportunities and succession plans.               </li>               <li>                 <strong>Culture and Engagement: </strong>Foster a company                 culture that aligns with your values and encourages high levels                 of employee engagement.               </li>               <li>                 <strong>Diversity and Inclusion:</strong> Ensure your talent                 strategy promotes a diverse and inclusive workforce, which is                 crucial for innovation and growth.               </li>             </ol>

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