How to Develop a Talent Strategy

Current State

Organizations today face intense competition for top talent. Developing a comprehensive talent strategy is crucial for attracting, retaining and developing the right people to drive business success. A well-crafted talent strategy aligns with the organization’s overall goals and objectives, ensuring that the workforce has the skills, capabilities and mindset needed to achieve long-term success.


Creating an effective talent strategy can be challenging due to various factors, such as:

Skill gaps: Identifying and addressing skills gaps within the organization to ensure that the workforce can meet current and future business needs.

Talent attraction: Competing for top talent in a tight labor market and differentiating the organization as an employer of choice.

Employee engagement and retention: Keeping employees motivated, engaged, and committed to the organization amidst changing expectations and priorities.

Leadership development: Identifying and grooming future leaders to ensure a strong leadership pipeline and succession planning.

Diversity, equity and inclusion: Fostering a diverse and inclusive workplace that leverages the strengths of a multi-generational, multi-cultural workforce.



Without a robust talent strategy, organizations risk:

Losing top talent to competitors.

Struggling to fill critical roles with qualified candidates.

Low employee engagement and high turnover rates.

Lacking the skills and capabilities needed to adapt to changing business needs.

Failing to create a diverse and inclusive workplace that drives innovation and performance.

These implications can have a significant impact on an organization’s ability to achieve its goals, maintain a competitive edge and deliver value to stakeholders.


Critical Questions

To create an effective talent strategy, organizations should ask themselves the following questions:

  • What are our current and future business objectives, and what skills and capabilities do we need to achieve them?
  • What development opportunities do we need to provide to ensure our employees can grow and adapt to changing business needs?
  • How do we attract and retain top talent in a competitive labor market?
  • How can we foster a diverse, equitable, and inclusive workplace that leverages the strengths of our multi- generational, multi- cultural workforce?
  • What metrics and key performance indicators (KPIs) should we use to measure the effectiveness of our talent strategy?
  • How can we identify and address skills gaps within our workforce?


Brandon Hall Group POV


Align Talent Strategy with Business Strategy

Understand the organization’s current and future business objectives.

Identify the skills, capabilities and workforce composition needed to achieve those objectives.

Ensure that the talent strategy supports and enables the achievement of business goals.


Conduct a Comprehensive Workforce Analysis

Assess current workforce skills, capabilities and demographics.

Identify skills gaps and areas where the organization lacks critical talent.

Determine future workforce needs based on business strategy and industry trends.


Develop a Strong Employer Brand and Employee Value Proposition

Clearly articulate the organization’s mission, values and culture.

Highlight the unique benefits and opportunities the organization offers to employees.

Leverage the employer brand to attract and retain top talent.


Invest in Employee Development and Learning

Provide continuous opportunities to upskill and reskill employees.

Offer career paths and progression opportunities to keep employees engaged and motivated.

Foster a culture of learning and growth that enables employees to adapt to changing business needs.


Use Emerging Technologies to Support the Talent Strategy

Use AI-powered tools to streamline and automate volume tasks such as screening resumes, compiling sentiment analysis from survey data and identifying skills gaps.

Leverage advanced analytics to measure, track and identify future actions to ensure ongoing success.

Use VR and AR to create immersive experiences that can support enhanced skill development and practice.

Leverage machine learning algorithms to identify high-potential employees and create succession plans.



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Matt Pittman



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Matt Pittman

Matt Pittman brings nearly 30 years of experience developing people and teams in a variety of settings and organizations. As an HR Practitioner, he has sat in nearly every seat including Learning and Leadership Development, Talent Management and Succession Planning, Talent Acquisition and as a Human Resources Business Partner. A significant part of those roles involved building out functions in organizations and driving large scale change efforts. As a Principal Analyst, Matt leverages this in-depth experience and expertise to provide clients and providers with breakthrough insights and ideas to drive their business forward.

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