Building a Talent Pipeline That Will Thrive in 2014

Asher Raphael
January 28, 2014
THE TALK... | Strategies & Practices

At the start of each new year, January 1 presents a fresh opportunity to achieve greatness. Whether that means creating new strategies to achieve new objectives or tightening up tried-and-true tactics to increase earnings, the start of the new year brings with it a feeling of potential. At Power, one of our top priorities at the beginning of each year is recruitment.

Developing a talent strategy that meets the demands of our industry – from recruiting installers and sales representatives to project managers and operations specialists – is crucial, especially when looking to hit new levels of success in the new year. Even more essential is a strategy that not only meets current industry needs, but future ones as well. Fresh off the heels of the housing crisis, the need to forecast future requirements is more important than ever.

A future-focused planning process is integral when it comes to effectively aligning your talent pool with the needs of both the present and future. Here’s what we view as the most critical components:

  • Identifying Industry Trends – It’s important to understand the trends that will impact the remodeling industry so that you can spot future leadership needs within your organization. Scan the business landscape for trends that will influence how work is accomplished, and position your company accordingly. 
  • Thinking Strategically – Most organizations enage in some type of strategic planning that accompanies annual budgeting, but it’s important for leaders to understand the need for constant strategic thinking and planning throughout the year. Involve your HR department in this planning to gain their insight and help identify opportunities to effectively leverage your talent pool. Challenge your HR team to offer substantive contributions.
  • Develop a Leader Profile – Finally, challenge yourself to develop a profile of what an ideal leader looks like in the context of your organization. Use your future strategy and goals to help define the capabilities, knowledge and behaviors your organization will need to ultimately succeed. It’s important to involve current executives in this development process.

Reliable, knowledgeable talent is at the cornerstone of every successful business, especially in our industry. By staying in tune with industry trends and developing leaders within your business to do the same, your organization will be flexible when it encounters future challenges.

So, is your company planning to increase its workforce in 2014? And if so, do you have a recruitment plan in place? Please participate in this week's poll and share your thoughts.

Survey Results for 01/29/2014 :

Does Your Company Have an Employee Recruitment Plan in Place for 2014?

No

  

 

48.65%

 

Yes

  

 

37.84%

 

Not yet. We plan to re-evaluate hiring needs mid-year.

  

 

13.51%

 
Asher Raphael is the chief strategy officer of Power Home Remodeling Group, the nation’s sixth largest home remodeling company with more than 1,200 employees and $170 million in annual sales. Power provides energy-saving and environmentally friendly exterior remodeling solutions to homeowners in Pennsylvania, Connecticut, Delaware, Georgia, Illinois, Maryland, Massachusetts, New Hampshire, New Jersey, New York, Virginia and Washington, D.C. Raphael oversees the company’s overall strategic direction, which includes evaluating and directing new business opportunities, partner alliances, government relations and national expansion. He is also instrumental in the critical recruitment and development of prospective and existing talent, overseeing the company’s talent acquisition department. An Inc. 5000 company, Power has served more than 87,000 homeowners and is recognized as a home improvement leader by its "Dealer of the Year" award from Window and Door Magazine and the 2011 "Top Workplace" from The Philadelphia Inquirer.

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