Most growth companies recruit reactively. Someone leaves, a project expands, an opportunity arises — and then the search for the right person begins. That works — until it does not.
När bolaget växer snabbt är reaktiv recruitment en strukturell risk. Vakanserna är kostsamma, processen tar tid och det är lätt att göra förhastade bedömningar när trycket är högt.
What talent strategy is actually about
It is about having a picture of the competence the organization needs — not just today, but in 12 months and 3 years. Which roles are critical? Where does the vulnerability lie? What does your strategy require in terms of human capacity?
It is also about knowing what you have. Which employees have the potential to grow into the next step? Where is there competence that is not yet being fully used?
What a simple strategy looks like in practice
For most growth companies, this does not need to be complicated. It is enough to have answers to three questions: which positions are critical to our ability to deliver? What happens if they become vacant? And — what are we doing now to reduce that risk?
That is not an HR document. It is a business tool.
When it pays to get help
Att göra den här analysen själv är möjligt. Men det kräver tid och en förmåga att se sin organisation utifrån. I min erfarenhet är en extern partner – som ställer de frågor som är svåra att ställa inifrån – ett effektivt sätt att komma dit snabbare.
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If you have thoughts, questions, or simply want to talk something through — feel free to get in touch. I am happy to have an initial conversation with no agenda.
Right person. Right place. Everything changes.