The financial sector is grappling with talent management challenges. Heavy reliance on costly external professionals, who often take valuable knowledge with them when they leave, is creating instability. Meanwhile, with the increasing demands on managers and HR from regulations and daily pressures, there’s little time to onboard new talent effectively. This adds complexity to finding individuals who align both in motivation and skill. 𝘚𝘰𝘶𝘯𝘥 𝘧𝘢𝘮𝘪𝘭𝘪𝘢𝘳? These core challenges – dependency on external expertise, limited time for onboarding, the struggle to find the right fit, and retaining talent in a highly competitive market – are felt across the industry. 𝗣𝗼𝘀𝘀𝗶𝗯𝗹𝗲 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀? A hybrid approach, such as combining a flexible staffing model with a tailored development program, could offer the best of both worlds: flexibility without long-term commitment until a candidate's fit is confirmed. This approach can streamline the onboarding and development process, providing relief for recruitment, HR, and managers. However, this isn’t without its hurdles, as such models are often seen merely as external hiring solutions. But the potential benefits – less time and cost in hiring, higher retention, and a better cultural fit for the long term – are significant. 𝗧𝗶𝗺𝗲 𝗳𝗼𝗿 𝗮 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗦𝗵𝗶𝗳𝘁 Without new strategies, firms risk continued high spending on external hires and losing talent to competitors. It’s time to invest in a targeted approach and shifting away from reactive hiring. Sjoerd from Risketeers supports financial institutions with customised solutions for talent acquisition, onboarding, development and retention, combining flexibility with strategic, long-term fit. They have created a sustainable approach to talent development, helping organisations place the right people in the right roles without the heavy reliance on costly external hires. What talent management approach has worked best for your organisation in balancing cost, continuity, and retention? #TalentManagement #FinancialServices #FinancialSector #FutureOfFinance
Laten we het niet moeilijker maken dan het is: de financiële sector loopt vast op het gebied van talent management. Er is een enorme afhankelijkheid van externe professionals die bakken met geld kosten en het risico met zich meebrengen dat alle cruciale kennis de deur uitloopt zodra ze klaar zijn. Ondertussen hebben managers en HR-teams door de toenemende werkdruk en regelgeving nauwelijks tijd om nieuwe mensen goed in te werken. En dat maakt het niet bepaald makkelijk om de juiste match te vinden op basis van zowel motivatie als vaardigheden. Een artikel van Sjoerd Blom, Lead Risketeers. » https://lnkd.in/er3bKwnr
