The People Strategy Roadmap
The roadmap that empowers you to hire, retain, andengage the best talent to execute your business strategy.
Traci Austin,
Chief Talent Officer
Common Speed Bumps
Traditional approaches to hiring, retaining, and engaging top talent often proveineffective. Organizations frequently find themselves in a guessing game, resulting inthe wrong individuals being placed on the team or in inappropriate roles. Consequently,there may not be an adequate number of the right people to fulfill customercommitments. A lack of key data for actionable decision-making and inefficientprocesses lead to frustration and redundant tasks. This isn’t right.
A Better Approach With The Right People Strategy
- Optimize EBIDTA and increase market value
- Create a world-class candidate experience
- Mitigate disruption risks with top talent
- Leverage talent data - like sports data
- Align leadership and financial strategy
- Drive faster decisions and ROI
- Boost operational efficiencies
- Avoid mis-hires and delays
What Clients Are Saying
Background
Turnover is costing your organization $X annually. This is impacting organizational growthgoals, driving negative Glassdoor reviews, and employee engagement is down.
Unwanted attrition and the loss of top performers is especially concerning. You’re lookingfor some quick wins and a sustainable plan forward.
Our Objectives
Objective 1: Leverage a hiring system to ensure the right people are getting in the rightseats and to reduce unwanted attrition.
Objective 2: Empower critical teams to reduce friction and unhealthy conflict in order todrive objectives and boost morale.
Objective 3: Boost employee productivity and engagement scores as reflected in annualcompany surveys and Glassdoor reviews.
XX%
Reduce Unwanted Attrition
XX%
Bench Strength Marker
XX%
Boost Engagement Scores
Outcomes
Hiring Rigor: The ability to hire with confidence and for strategic business alignment toprotect and retain top talent. Estimated savings: $xxx,xxx annually.
Momentum: Avoid spinning wheels, compliance concerns, and generate momentum,manifesting in greater hiring confidence and a reduction in unwanted attrition.
Engagement: The ability to align talent and strategy, leading to increased employeeengagement and productivity, driving organizational outcomes and goals.
What Clients Are Saying
Our Solution
The People Strategy Roadmap
A step-by-step, strategic talent program, enabling you to get the rightpeople in place with confidence.
You’ll get:
- State-of-the-art tools to hire and onboard effectively
- Certification training to transfer knowledge
- A scalable and repeatable process
- Up to 48 SHRM PDCs
You Will Also Get
Whats Included
Powerful Software
- Control an at-a-glance dashboard to see job fit
- Avoid spending time on the wrong candidates
- Create custom (and objective) job targets
- Interview and onboard with confidence
- Eliminate subjectivity and hiring bias
The Predictive Index Certification
- Deep insights into leaders, candidates, and employee behaviors
- Official PI Certification, including SHRM and HRCI credits
- Best practices to hire and onboard top talent
- “The 17 Reference Profiles Guide”
- The “People Data Toolkit”
Talent Learning Management System
- Step-by-step guidance across hiring and onboarding
- Robust j ob description templates and guidelines
- Audit-proof hiring systems and processes
- Annual recruitment plan template
- Interviewing best practices
- How to create great offers
- Compensation plan guide
Roadmap
Phase 1
Launch
Phase one includes a kickoff session, a focus on quick wins, administrative hiringset-up, and planning. You’ll also get acclimated with the tools right away, and we’llstart the certification workshops.
Phase 2
Rollout
Phase two begins the coaching sessions to boost your skills. They’ll be equipped with self-awareness tools to have greater impact as leaders. Employee group sessions will exploretool and resources with peers.
Phase 3
Iterate
Quarterly business reviews and checkins are key to your success. We’ll explore what’sworking, provide updates and feedback, and make any adjustments to improve outcomesfor your unique context.
Phase 4
Sustain
Our goal is to transfer knowledge to you, and to equip your organization so you can beself-reliant and successful. We’ll be your guides to ensure you achieve the outcomes andgoals you’re after.
We need to have
Partnership
Success requires partnership. To this end, and given the strategic nature of the work, executivesupport is vital. Attendance at key meetings, and employee training and coaching enables quickwins and your long-term success. Cohort-based groups are key for peer-to-peer learning. We will provide you regular progress updates, and provide the coaching and training necessary todevelop the expertise in your people. You’ll also have access to a suite of learning tools andresources to drive your desired outcomes.
Success Criteria
The 6-point success criteria is tied to the goals and outcomes defined in the ExecutiveSummary section. We will track progress together through:
- Feedback : HR and executive level discussions to ensure progress and input
- PI Workshops : number of people trained correlates directly to success
- Roadmap Training : member vault usage based on experience points
- Quarterly Business Reviews (QBRs) : data-driven tracking
- Data : software usage, users in system, and qualitative
- Integration : leverage cohort-based action items
The People Strategy Roadmap
The Hiring
Roadmap
Hiring & RetentionRoadmap
Hire, Retention & Engagement Roadmap
Purpose
The Hiring Roadmap
Attracting, recruiting,hiring top tale
Hiring & RetentionRoadmap
Option 1 + onboarding, retention, career-pathing
Hire, Retention & Engagement Roadmap
Option 1 & 2 + teamcoaching & leader dev
The PredictiveIndex Software (PI)
The Hiring Roadmap
Hire
Hiring & RetentionRoadmap
Hire + Inspire
Hire, Retention & Engagement Roadmap
Hire + Inspire + Design
PI Certification Workshops
The Hiring Roadmap
Hire the Right Talent for x
Hiring & RetentionRoadmap
Drive Results with Talent (DRwT) for x
Hire, Retention & Engagement Roadmap
DRWT for x +Powerhouse Sessions
Headcount Coverage
The Hiring Roadmap
All candidates
Hiring & RetentionRoadmap
All candidates + allemployees
Hire, Retention & Engagement Roadmap
All candidates + allemployees + x teams
Group Calls + 1:1Coaching
The Hiring Roadmap
Support package 10 hrs
Hiring & RetentionRoadmap
Support package 40 hrs
Hire, Retention & Engagement Roadmap
Support package 60 hrs
Program Length
The Hiring Roadmap
6 month
Hiring & RetentionRoadmap
10 month
Hire, Retention & Engagement Roadmap
12 month
Roadmap Training Courses
The Hiring Roadmap
Hire Only
Hiring & RetentionRoadmap
Hire & Inspire
Hire, Retention & Engagement Roadmap
Full Access
Investment
The Hiring Roadmap
$xx,xxx
Hiring & RetentionRoadmap
$xx,xxx
Hire, Retention & Engagement Roadmap
$xx,xxx
To maintain highest quality standards, I’m only taking x clients this quarter
Expert Coaching
We want you to feel good about this decision. Tothis end, we’re offering 10 hours of expert coachingto ensure your success.
You’ll get:
- Weekly implementation calls
- Question & answer calls
- Calibration sessions
Sessions fill up fast.
DEI Strategy
Also, The Hiring Roadmap includes DEI strategyguidelines for fair hiring practices.
You’ll get:
- Definition and purpose frameworks
- Visibility and awareness guides
- Goals and metrics tracker
- Strategy alignment tools
Peer OnboardingProgram
This program increases employee retentionand helps to strengthen your culture.
You’ll get:
- A 12-week, Peer Onboarding Program
- HR-approved rules of engagement
- New hire checklist
- Feedback loop
What clients are saying
Feel Confident?
I know any investment requires pause. I want you to have peace of mind.
My goal is your success. I will partner with you to ensure you have what you need toempower your hiring and retention efforts.
You should feel confident!