Talent is foundational to any organization; there is no business without people to keep the machine moving. So it only makes sense that talent management strategies, from recruitment to retention, would also align with the organization’s greater guiding principles.
That’s at least the approach Jaime Nacach takes. He is the founder and CEO of Virtual Latinos, a recruitment agency that connects North American companies with virtual assistants and professionals from Latin America.
“This focus helped to create a cohesive organizational culture where employees felt connected to the company’s purpose and motivated to contribute to its success,” Nacach says. He spoke with StrategicCHRO360 to share how approaching talent management as a support to his organization’s mission and vision has driven the business forward.
How did your HR team successfully align talent management strategies with overall business objectives?
Our HR team at Virtual Latinos adopted a strategic and integrated approach. Key factors that contributed to this alignment include:
We fostered open lines of communication and collaboration between HR and other departments within the organization, as well as regular Q&A sessions with our HR team. This ensures that HR initiatives are closely aligned with the needs and priorities of different teams and business units. By doing so, we gain valuable insights into each department’s specific talent requirements, allowing us to tailor our strategies accordingly.
Our HR team invested time and effort in developing a comprehensive knowledge of Virtual Latinos’ business objectives and core values to align talent management strategies with these guiding principles. We ensure that our recruitment, onboarding, training and retention efforts are practical and reflective of the company’s mission and vision. This focus helps to create a cohesive organizational culture where employees feel connected to the company’s purpose and motivated to contribute to its success.
Recognizing that the needs of our business are constantly evolving, we are committed to fostering a culture of constant learning and development within the organization. We have created initiatives like the VL Skills Mastery Program and The VL Academy, which are ongoing training initiatives to equip our workforce with the tools and resources they need to excel in their roles and adapt to changing market dynamics and technological advancements.
We prioritize the professional growth and development of our employees, ensuring that our workforce remains agile and capable of meeting future challenges. Aligning talent management initiatives with our broader business objectives ensures that our workforce has the skills and capabilities necessary to drive our business forward.
Diversity, equity and inclusion have become increasingly important, if debated, topics in the workplace. What advice do you have for HR leaders looking to prioritize DEI in their organizations?
My advice for HR leaders is to start by fostering a culture of openness and respect where all employees feel valued and included. This can be achieved through implementing inclusive and international hiring practices, providing diversity training and education and creating opportunities for underrepresented groups to thrive and advance within the organization.
Additionally, HR leaders must actively listen to and take into account feedback from employees from diverse backgrounds and assess and address any potential barriers within the workplace.
What emerging trend in the HR profession do you believe will shape the future of work?
My belief is that artificial intelligence will play a significant role in shaping the future of work in the HR profession. Algorithms and tools powered by AI can revolutionize talent acquisition, employee engagement and performance management.
As an example, AI can have a profound impact on talent acquisition, helping HR professionals sift through large pools of applicants more efficiently than ever. The capabilities of AI will allow recruiters to identify top candidates based on specific criteria, allowing them to focus their time and resources on engaging with the most promising candidates.
Moreover, AI algorithms can identify patterns and trends that indicate potential turnover risks. Through this insight, HR teams can proactively intervene to address underlying issues and implement retention strategies, ultimately enhancing employee satisfaction and loyalty.
In summary, AI’s integration into HR operations has immense potential to streamline processes, enhance decision-making and ultimately contribute to organizational success.
What are the most important steps HR leaders should take when it comes to AI?
I believe HR leaders should embrace AI technologies proactively to stay ahead of the curve and successfully navigate challenges and opportunities within their organizations. As part of this effort, HR professionals must receive advanced training on AI-powered HR tools and platforms, as well as ensure that AI algorithms are used ethically and transparently.
HR leaders should also encourage innovation and experimentation so that AI can enhance workplace productivity and employee experience without losing the human touch, which I believe is essential for this combination of technology and professionals to work effectively.
