Alignment a Powerful Component For Success

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Talent alignment and the workforce are inextricably linked. This area can be quite obscure at times, as it requires guidelines for the firm and prospective firm-members alike. However nuanced, finding great talent that matches the needs of a firm or workforce is an age-old problem. Human Resource departments have identified this issue as the “skills gap”. The skills gap analysis exists as a means of determining what skills and competencies are required for a role and comparing these requirements to the skills possessed by potential talent.

When aligning talent, the core competencies and skills necessary on the job must be directly related to the tasks expected in a particular role. Often times, a firm must complete a process of data collection to properly address the needs of the company. The strength of the workforce is hinged on the clarity of job specification, performance management, and a means of measuring the skills necessary for each role. 

The “gap” exists when the level of skill needed for the business, and the skills possessed by the talent are not aligning. When the gap is identified between both parties, it is the company’s responsibility to provide a solution by lowering the skills required or expanding the talent pool. This trade-off will be done until the company needs are met, or the talent pool gains necessary competencies to bridge the gap. Properly expressing the talent and skills required during firm recruitment processes will prevent the skills gap from widening.  

There are a myriad of reasons why a talent pool may lack the skill necessary for certain roles. Primarily, a candidate may have minimal education required while the role gives preference for an advanced degree. Another example is illustrated in fast-paced technology fields. A firm may have role requirements that have become an industry-standard, while a talent pool possesses skills that have become obsolete. In this case, training resources within the company will not only ensure the firm’s competitiveness but firm-members’ continued growth in their disciplines.