<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">This year saw us </span><a href="https://www.lorienglobal.com/insights/HeadFirst-Group-and-Impellam-Group-join-forces"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">join forces with HeadFirst Group</span></a><span style="font-size: 12.0pt; line-height: 107%;"> to offer customers a one-in-a-million global tech and talent solution service, launch </span><a href="https://www.lorienglobal.com/insights/tag/guides-and-reports"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">multiple reports</span></a><span style="font-size: 12.0pt; line-height: 107%;"> focused on everything from </span><a href="https://www.lorienglobal.com/insights/what-tech-candidates-want-2024"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">candidate sentiment</span></a><span style="font-size: 12.0pt; line-height: 107%;"> to </span><a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">gender diversity</span></a><span style="font-size: 12.0pt; line-height: 107%;">, hit 400,000 followers on LinkedIn and offer unique </span><a href="https://www.lorienglobal.com/insights"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">insights on our website.</span></a></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">We were also fortunate to work with some incredible clients and place some talented candidates in exciting roles over the year.</span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">Here are some of our other highlights from 2024!</span></p>
<h4 class="MsoNormal"><a href="https://www.lorienglobal.com/insights/HeadFirst-Group-and-Impellam-Group-join-forces"><strong style="mso-bidi-font-weight: normal;"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">HeadFirst Group and Impellam Group announce strategic partnership</span></strong></a></h4>
<p class="MsoNormal">In March, it was announced that Impellam Group and HeadFirst Group have merged to become a leading global provider of STEM talent and Managed Services. The newly expanded group manages &euro;8 billion in spending, employs 2,100 experts, and supports over 75,000 professionals serving clients worldwide.</p>
<h4 class="MsoNormal"><a href="https://www.lorienglobal.com/insights/tag/guides-and-reports"><strong><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">Lorien&rsquo;s 2024 guides and reports</span></strong></a></h4>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">As always, we launched a variety of guides and reports this year to help inform our clients on valuable insights and statistics in the industry. </span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">Our first report of the year was </span><a href="https://www.lorienglobal.com/insights/what-tech-candidates-want-2024"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">What Tech Candidates Want</span></a><span style="font-size: 12.0pt; line-height: 107%;">, highlighting the latest research into what&rsquo;s making tech candidates tick in today&rsquo;s market. </span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">Lorien&rsquo;s annual </span><a href="https://www.lorienglobal.com/insights/technology-and-digital-salary-survey-uk-2024"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">Technology and Digital Salary Survey</span></a><span style="font-size: 12.0pt; line-height: 107%;"> followed, where business leaders could discover UK annual salaries and daily rates alongside recent hiring trends in the technology sector. </span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">The final Lorien report for this year, </span><a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">Women in Tech Insights</span></a><span style="font-size: 12.0pt; line-height: 107%;">, provided valuable insights into female candidates and highlights perspectives and experiences from women who are shaping the tech industry in the UK.</span></p>
<h4 class="MsoNormal"><span style="color: #000000;"><strong><span style="font-size: 12.0pt; line-height: 107%;">Our 2024 awards and achievements</span></strong></span></h4>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">We are delighted and proud to have been the recipient of a number of recognitions and accolades this year. This includes being shortlisted for &lsquo;Best Supplier Partnership&rsquo; at The Talent Labs Awards for our partnership with Santander UK, and a shortlisting at the </span><a href="https://rpo.tiara.talint.co.uk/2024-winners/"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">TIARA Talent Solutions Awards</span></a><span style="font-size: 12.0pt; line-height: 107%;"> in the Netive VMS Client Service category. We were also &lsquo;Highly Commended&rsquo; at the </span><a href="https://rpo.tiara.talint.co.uk/2024-winners/"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">TIARA Talent Solutions Awards</span></a><span style="font-size: 12.0pt; line-height: 107%;"> in the Giant Group DE&amp;I Award due to our work with Coventry Building Society.</span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">We received further recognition recently at the </span><a href="https://www.inhouserecruitment.co.uk/awards/2024-finalists/"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">IHR Awards</span></a><span style="font-size: 12.0pt; line-height: 107%;">, achieving Bronze for Outsourced In-house Recruitment Team (RPO/Embedded Solution) for our onsite work with Coventry Building Society. </span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">This year we were also excited to share that we were </span><a href="https://www.staffingindustry.com/largest-it-staffing-firms-uk-2024"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">ranked as the #1 Largest IT Staffing Firm in the UK</span></a><span style="font-size: 12.0pt; line-height: 107%;"> by the Staffing Industry Analysts (SIA). Everyone at Lorien helped us to reach this incredible achievement, and we celebrated the accomplishment together.</span></p>
<h4 class="MsoNormal"><span style="color: #000000;"><strong><span style="font-size: 12.0pt; line-height: 107%;">Everest Group recognitions</span></strong></span></h4>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">Lorien, as part of Impellam Group, was announced as a Leader by Everest Group across three PEAK Matrix&reg; categories.</span></p>
<p class="MsoNormal"><a href="https://www.lorienglobal.com/insights/impellam-group-named-industry-leader-in-everest-group-peak-matrix-2024-for-contingent-workforce-management-and-services-procurement"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">We maintained our Leader status</span></a><span style="font-size: 12.0pt; line-height: 107%;"> in Contingent Workforce Management (CWM)/Managed Service Providers (MSP) and Services Procurement/Statement of Work (SOW), alongside our sister companies Guidant Global and Comensura. </span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">Lorien alone was also named </span><a href="https://www.lorienglobal.com/insights/industry-leader-everest-group-peak-matrix-2024-uk-it-contingent-talent-strategic-solutions"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">an Industry Leader in Everest Group&rsquo;s UK IT Contingent Talent and Strategic Solutions PEAK Matrix&reg; 2024</span></a><span style="font-size: 12.0pt; line-height: 107%;"> &ndash; one of only five companies in the UK to achieve this.</span></p>
<h4 class="MsoNormal"><a href="https://www.lorienglobal.com/insights/returning-to-the-office-2024"><strong><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">Is your organisation returning to the office?</span></strong></a></h4>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">Our thought leadership pieces always offer unique opinions that spark interesting discussion &ndash; and Adam&rsquo;s piece on returning to the office was no exception. Adam explored the pros and cons of a return to the office.</span></p>
<h4 class="MsoNormal"><a href="https://www.lorienglobal.com/insights/having-a-work-life-balance"><strong><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">How can I achieve a healthy work/life balance?</span></strong></a></h4>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">For Mental Health Awareness Week, we gathered some tips that could help usher in a healthy work/life balance for all workers, what exactly a &lsquo;balance&rsquo; is and why it&rsquo;s so important for everyone.</span></p>
<h4 class="MsoNormal"><a href="https://www.lorienglobal.com/insights/diversity-UK-cyber-security-industry"><strong><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">Diversity in the UK Cyber Security Industry</span></strong></a></h4>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">As the Cyber Security industry continues to grow and thrive, it is crucial to ensure that any barriers the sector faces &ndash; including gender, workplace challenges and the STEM education pipeline &ndash; are highlighted and worked on as we move towards greater diversity.</span></p>
<p class="MsoNormal"><span style="color: #000000;"><strong><span style="font-size: 12.0pt; line-height: 107%;">Looking ahead to 2025</span></strong></span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">We&rsquo;ve got more exciting insights coming in 2025 to ensure that business leaders and candidates stay informed on advice and industry updates!</span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">&nbsp;</span></p>
<p class="MsoNormal"><span style="font-size: 12.0pt; line-height: 107%;">We hope you&rsquo;ve enjoyed this round up and our year of insights. For more of our insights from the year, </span><a href="https://www.lorienglobal.com/insights"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">click here</span></a><span style="font-size: 12.0pt; line-height: 107%;"> or </span><a href="https://www.linkedin.com/company/lorien/?viewAsMember=true"><span style="font-size: 12.0pt; line-height: 107%; color: windowtext;">explore our LinkedIn page</span></a><span style="font-size: 12.0pt; line-height: 107%;">. We&rsquo;ll see you next year for more unique content!</span></p>

At Lorien, we've had a very busy year with multiple reports, an array of award wins and some interesting insights - read more in our 2024 round up blog!

Our 2024 highlights

<p class="MsoNormal">In a rapidly evolving talent market, staying ahead means understanding not just the numbers, but their implications for your organisation. That&rsquo;s exactly what Lorien&rsquo;s Director of Solutions &amp; Insight, Darren Topping, delivers in our Talent Pulse Webinar series. In the last session of 2024, Darren analysed the current market, shared predictions for 2025, and examined the broader impact of the UK&rsquo;s shifting economic and legislative landscape on hiring strategies.</p>
<h3 class="MsoNormal"><strong><span style="mso-fareast-font-family: 'Times New Roman';">Current Market Trends: Stability amid shifting employment dynamics</span></strong></h3>
<p class="MsoNormal">Darren highlighted the complexity of employment trends in the UK. While there have been positive shifts since early 2024, some challenges remain. This includes unemployment rates that have unfortunately continued to increase, with the majority of the unemployed and economically inactive population sitting in two varying ends of the age scale &ndash;mainly 16&ndash;24-year-olds and 50&ndash;64-year-olds.</p>
<p class="MsoNormal">When we think about increasing unemployment rates, it&rsquo;s assumed that redundancies aren&rsquo;t too far away. However, redundancy reports fell last quarter, reinforcing the stability of today&rsquo;s job market despite broader economic challenges.</p>
<p class="MsoNormal">Darren also highlighted that job security is paramount right now, which has been discovered through Lorien&rsquo;s own candidate sentiment work. Although between 42% and 87% of candidates wanted to move roles this year (dependent on their role), nowhere near that number of people actually moved due to job security concerns and potential lack of opportunities in the market. The reluctance to change roles highlights the need for organisations to emphasise job security and clear career advancement pathways and skills development to retain top talent in a cautious market.</p>
<p class="MsoNormal"><span style="mso-fareast-font-family: 'Times New Roman';">Organisations must address the widening unemployment gaps by tailoring attraction strategies. This could mean apprenticeship programs or early-career initiatives, while for older candidates, flexible working and reskilling opportunities could play a vital role. </span></p>
<h3 class="MsoNormal"><strong>Client Insights:</strong><strong><span style="mso-fareast-font-family: 'Times New Roman';"> Trends in talent attraction and retention</span></strong></h3>
<p class="MsoNormal">In the webinar, Darren called attention to recent trends we&rsquo;ve been seeing in the market and with our clients. For example, each organisation and each sector we have recently examined is now competing with a different set of competitors than usual. Sectors such as energy, utilities and legal organisations are currently more successful in attracting candidates from tech &amp; finance companies &ndash; a new trend for 2024. These sectors must therefore adapt by reevaluating their Employee Value Propositions (EVP). For example, focusing on flexibility, benefits, or mission-driven branding can help these firms regain their competitive edge.</p>
<p class="MsoNormal">We also learned from our clients that the conversation on working patterns has quietened down slightly, with many organisations settling into a pattern of two days per week. Our research indicates that this may rise to three days per week by the end of 2025, with our clients expecting to see people in the office more. As an example, according to our data, cities like Manchester, Birmingham, Bristol, Cambridge and Oxford currently have fewer candidates per open job vacancy than London due to the new hub strategies, with talent pools not as developed therefore leading to fierce competition between candidates. The shift towards two- to three-day in-office patterns underscores the importance of hybrid work optimisation. At the same time, emerging regional hubs like Manchester and Birmingham require organisations to proactively invest in local talent development and consider innovative sourcing strategies to address talent shortages.</p>
<p class="MsoNormal">According to Darren, the biggest area of curiosity that clients have been asking about recently is the use of AI and automation in recruitment. Darren reported that clients are equally focused on improving the hiring experience using AI as they are on efficiency. We have conducted significant horizon scanning of technologies in this space, and what we have seen is that &ndash; currently &ndash; there is not one single tool that solves all recruitment challenges using AI. The closest technologies to do this are ATS and CRM type technologies, which means organisations need to be prepared to invest if they wish to leverage this technology.</p>
<h3 class="MsoNormal"><strong><span style="mso-fareast-font-family: 'Times New Roman';">Legislative Challenges: How new policies affect workforce strategy</span></strong><span style="mso-fareast-font-family: 'Times New Roman';"> </span></h3>
<p class="MsoNormal">In addition to industry insights and market overviews, Darren touched on recent legislation and policies &ndash; and how they are impacting hiring decisions and workforce strategies. One highly discussed change is the recent increase in employers National Insurance Contributions in the UK. For clients, this could mean that, in the face of increased payroll expenses, they feel compelled to reduce their workforce or implement hiring freezes to keep control of your costs. Recent feedback from the Association of Independent Professionals has highlighted that the increase will significantly impact umbrella company workers, potentially costing them well over &pound;1000 a year.</p>
<p class="MsoNormal">Another upcoming key change is that the National Living Wage is set to rise again from April 2025. This increase, alongside the NIC increase, leads to increased payroll costs for organisations, particularly those with a high proportion of low wage workers. These two factors could potentially dampen UK hiring in the next few months. Employers facing higher National Insurance Contributions and a rising National Living Wage could explore cost-saving measures such as automation, flexible work arrangements, or optimising workforce distribution through offshoring and nearshoring.</p>
<p class="MsoNormal">The new legislation that requires day one rights for all employees could also impact clients. There will be increased compliance requirements, more administrative responsibilities and potentially, again, increased employment costs which may lead to a further decline in vacancies in early 2025. Day-one rights may require organisations to overhaul onboarding processes and review contracts. Investing in HR tech solutions and training can help manage the increased administrative burden while maintaining compliance.</p>
<h3 class="MsoNormal"><strong>Stay Informed </strong></h3>
<p class="MsoNormal">To stay ahead in today&rsquo;s competitive market, it&rsquo;s essential to translate insights into action. Watch Darren&rsquo;s full webinar below for a deeper dive into these trends and <a href="mailto:solutions@lorienglobal.com?subject=I'm%20interested%20in%20the%20newsletter" target="_blank" rel="noopener">sign up for our newsletter</a> to receive expert analyses, upcoming webinar invitations, and practical strategies tailored to your organisation&rsquo;s needs.</p>

Lorien's Director of Solutions & Insight Darren Topping recently hosted a webinar focusing on the current market and predictions for 2025. Read the highlights and watch the webinar here!

Unlocking Market Insights: Key Highlights from Our Talent Pulse Webinar

<ul>
<li><strong>More than four in five</strong> say their work environment is inclusive and supportive</li>
<li><strong>Most feel they have equal access</strong> to opportunities available to male peers</li>
<li><strong>70% of women report </strong>feeling represented in company leadership</li>
</ul>
<p>Most women in technology say they feel supported and included in their current work environment, new research by Lorien has found. The <a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024">2024 Women in Tech Insights</a> survey of nearly 400 female talent across the US, UK, and Canada shows progress towards gender parity in this field, but some persistent barriers continue to hinder total equity in the workplace.</p>
<p>The survey provides evidence that women are achieving and experiencing progress in a field that has historically kept them out due to systemic barriers and a challenging work-life balance. A majority say they feel adequately represented by their company's leadership and that its inclusion policies are effective. Moreover, a majority expressed confidence in their abilities to do the job they have, and 1 in 4 want to advance to a leadership role.</p>
<p>&ldquo;Feeling supported and having equal access to job opportunities are key to encouraging women to pursue a sustained career in the tech field. With most saying they are content with their employer, we believe this will further shrink the gender gap in tech and drive more equitable and inclusive practices in many organizations,&rdquo; said Annelise Smith, managing director for Lorien Managed Solutions. &ldquo;While the data is a positive indicator of trends in this field, companies cannot be complacent in their efforts to attract, develop, and advance the next generation of women in tech.&rdquo;</p>
<p>Indeed, Lorien found that women are still struggling with aspects of working in the industry. For instance, work-life balance remains the most significant challenge for 2 in 5 women as demanding jobs force them to choose between personal and professional obligations. A majority also say female workers are often discouraged from pursuing a career in this profession, with those in North America feeling this way at a higher percentage (63%) than peers in the UK (54%).</p>
<h4>More evidence of progress</h4>
<p>While these findings are indicative of the gender disparity that still exists, Lorien&rsquo;s latest research further bolsters the idea of gains for women in tech and STEM roles. Earlier this year, <a href="https://www.srgtalent.com/site-assets/pdf/SRG_Global_Talent_Trends_Insights2024_US_Version.pdf" target="_blank" rel="noopener">SRG&rsquo;s 2024 Global Talent Trends &amp; Insights research</a>, conducted with New Scientist Jobs Magazine, found a considerable narrowing of the gender pay gap among scientific&nbsp;professionals. Today&rsquo;s research shows that women are not only making gains in wages but also feeling included and supported at work.</p>
<p>To build on this momentum, survey participants say there are ways for employers to further gender parity in the workplace. About half (56% in the UK and 50% in North America) say having an equal gender balance in a company&rsquo;s workforce would significantly entice them to join. More than half (58%) in the UK say a company offering professional support networks for women is a compelling employee value proposition, while 48% in the US say strong female leadership representation would be an effective incentive.</p>
<p>&ldquo;As we witness more and more companies build on their employee resource groups for women and promote female leaders, this will have a snowball effect in attracting talent and advancing women&rsquo;s careers,&rdquo; said Ann Bookout, SVP, ED&amp;I and Change Effectiveness for Impellam. &ldquo;We believe providing these resources, along with mentoring and other support mechanisms, will accelerate women&rsquo;s careers and increase their numbers at the leadership level.&rdquo;</p>
<p>The 2024 Women in Tech Insight report is available in two versions: one containing <a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024">UK insights</a> and <a href="https://www.lorienglobal.com/us/insights/women-in-tech-us-insights-2024">one with North American data</a>. Each version contains survey responses from participants from their respective regions.</p>
<p>&nbsp;</p>
<h4>About Lorien</h4>
<p>We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions. We combine tech expertise with the scope, depth and breadth of large-scale talent organizations.</p>
<p>Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.</p>
<p>Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.</p>

We recently released our Women In Tech 2024 Insights report. Learn more about the report in our press release.

Female Tech Workers Report Progress in Gender Parity but Still Face Obstacles, Lorien Survey Finds

<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Lorien, powered by Impellam, today announced it has been recognised as a Leader in Everest Group&rsquo;s UK IT Contingent Talent and Strategic Solutions PEAK Matrix&reg; 2024.</span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Lorien is one of only five companies in the UK to have been named a Leader in this category.</span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">&ldquo;In a highly competitive market, we are proud that Lorien has maintained Leader status for a third consecutive year,&rdquo; commented David Gettins, Lorien&rsquo;s Managing Director. &ldquo;This important accreditation is especially rewarding as it is based not only on data, but it also takes into consideration important feedback from our customers. Our culture of virtuosity and customer-centric approach, combined with extensive investments in our people and innovative technology, enable us to consistently meet and exceed the demands of our customers in an ever-changing digital world.&rdquo; </span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">&ldquo;Lorien&rsquo;s robust sourcing capabilities across a broad range of IT skills, including next-generation skills such as advanced analytics and artificial intelligence, along with a strong focus on talent development through offerings such as Recruit, Train, Deploy, has led to this positioning,&rdquo; says</span> <span style="font-size: 11.0pt; line-height: 115%;">Priyanka Mitra, Vice President, Everest Group. <span style="mso-spacerun: yes;">&nbsp;</span>&ldquo;Its extensive delivery capabilities across both onshore and nearshore locations, strong vision on developing IT managed services capabilities, and robust market analytics services has further solidified its standing.&rdquo; </span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Lorien is part of Impellam, a global workforce and STEM talent solutions group and one of only two companies globally with brands that have been named <a href="https://www.lorienglobal.com/insights/impellam-group-named-industry-leader-in-everest-group-peak-matrix-2024-for-contingent-workforce-management-and-services-procurement">Leaders in the Everest Group PEAK Matrix&reg; for Contingent Workforce Management (CWM) and Services Procurement/Statement of Work (SOW)</a> as well as UK IT Contingent Talent and Strategic Solutions PEAK Matrix&reg;.</span></p>
<h3>About the Everest Peak Matrix&reg; 2024</h3>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">The Everest Group PEAK Matrix&reg; is a highly respected global benchmarking framework that provides the analysis and insights customers need to make critical selection decisions about global services providers, locations, and products &amp; solutions. It is widely trusted to assess market success and delivery capabilities, providing valuable insights for making informed decisions. The framework categorises companies into Leaders, Major Contenders, and Aspirants, based on two primary dimensions: market success (which includes client wins and revenue growth) and delivery capability (which encompasses scale, innovation, and customer satisfaction).</span></p>
<h3>About Lorien</h3>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">Lorien is an award-winning technology, digital, and professional talent solutions specialist with over 45 years&rsquo; experience. Driven by both clients and candidates, with locations over Europe and the US, we pride ourselves on offering an innovative service for all sectors, sizes, and needs. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age. Proud to be powered by Impellam Group, Lorien is ranked #1 largest IT staffing firm in the UK by Staffing Industry Analysts (SIA).</span></p>
<p class="MsoNormal"><span style="font-size: 11.0pt; line-height: 115%;">For more information about Lorien: </span><a href="http://www.lorienglobal.com"><span style="font-size: 11.0pt; line-height: 115%;">www.lorienglobal.com</span></a><span style="font-size: 11.0pt; line-height: 115%;"><br>For more information about Impellam Group: </span><a href="http://www.impellam.com"><span style="font-size: 11.0pt; line-height: 115%;">www.impellam.com</span></a></p>

Lorien, powered by Impellam, today announced it has been recognised as a Leader in Everest Group’s UK IT Contingent Talent and Strategic Solutions PEAK Matrix® 2024.

Lorien Named Industry Leader in Everest Group PEAK Matrix® 2024 for UK IT Contingent Talent and Strategic Solutions

<p class="MsoNormal">Gender diversity is becoming more and more crucial within technology, with organisations continuing to strive to attract and retain their female talent. Many initiatives have been launched across the UK to achieve gender equality &ndash; including <a href="https://impellam-my.sharepoint.com/:w:/g/personal/liv_shaw_lorienglobal_com/EYG09ocI8mNAmnypcdS7G70B2CF_TnWBb3ge4-oNXozWNg" target="_blank" rel="noopener">the City of London Corporation who launched a taskforce</a> in April this year to tackle the lack of women in digital roles after data revealed that less than 25% of women work in AI and data science.</p>
<p class="MsoNormal">Our new <a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024">Women in Tech 2024 report</a> helps break down what female candidates are thinking, and what&rsquo;s making them tick. In this blog, we&rsquo;ve highlighted some of our key findings so organisations can utilise our research to learn how to nurture their female talent and attract new talent.</p>
<h4 class="MsoNormal"><strong>The tech working environment</strong></h4>
<p class="MsoNormal">In our report, we asked women in tech a variety of questions about their current working environment. One key finding was that 34% of women rated <span style="mso-spacerun: yes;">&nbsp;</span>their current work environment as highly inclusive and supportive <span style="mso-spacerun: yes;">&nbsp;</span>Most respondents, however, answered &lsquo;Good&rsquo; &ndash; the second highest rating &ndash; for their current work environment. This suggests that the majority of women in tech believe there is room for improvement in terms of inclusivity and support in the workplace.</p>
<p class="MsoNormal">When it comes to equal opportunities, nearly half of our female respondents felt they <strong>mostly</strong> had access to the same career advancements as their male counterparts. Only a quarter of women we surveyed feel as though they <strong>always</strong> have equal access to career opportunities. Overall, a third of our participants felt they occasionally, rarely or never had access to the same opportunities as men. For organisations striving for equality, this point should drive home. <span style="mso-spacerun: yes;">&nbsp;</span>Our research found that most women in tech do not feel they are always able to advance in the same way their male colleagues do, and action can be taken to make workplaces more inclusive.</p>
<p class="MsoNormal">Similarly, 41% of women believe their company&rsquo;s inclusion policies are only &lsquo;somewhat&rsquo; effective, as opposed to very effective. Surprisingly, 20% of women we surveyed were neutral on the matter, and 10% believe the policies are ineffective. Although a total of 68% of women believe their company&rsquo;s policies are very or somewhat effective, the remaining 32% suggests that <span style="mso-spacerun: yes;">&nbsp;</span>organisations can do much more to ensure their policies represent everyone and are actioned appropriately.</p>
<h4 class="MsoNormal"><strong>Career aspirations for women in technology</strong></h4>
<p class="MsoNormal">The second half of our report asks women their motivations for entering technology, the challenges they have face in the industry and their thoughts on the future for women in technology. An overwhelming 48% of women said that a personal interest in tech motivated them to enter a career in the industry and only 20% said that the high earning potential was a main motivator. Earlier in the year, <a href="https://www.lorienglobal.com/insights/what-tech-candidates-want-2024">we performed a survey for all candidates</a> in tech which found that <span style="mso-spacerun: yes;">&nbsp;</span>men were more interested in money &ndash; a fact that is re-enforced in the Women in Tech survey as salary appears low for women&rsquo;s motivations to join the tech sector. Furthermore, only 6% of women in tech were influenced by role models or mentors when entering a career in technology. However, with many organisations creating programmes to address the under-representation of women in tech, such as the <a href="https://www.gov.uk/government/publications/ddat-women-in-tech-programme/ddat-women-in-tech-programme">UK government&rsquo;s Women in Tech initiative</a>, this figure is sure to increase over the coming years.</p>
<p class="MsoNormal">Interestingly, almost half of women said that the biggest challenge they had faced as a woman in the tech industry was work/life balance. This aligns with our previous <a href="https://www.lorienglobal.com/insights/what-tech-candidates-want-2024">What Tech Candidates Want 2024 survey</a> which highlighted that one of the key benefits for women working in tech is <span style="mso-spacerun: yes;">&nbsp;</span>flexible working. Over a quarter of the women we surveyed have faced challenges of gender bias and discrimination, with a similar number facing pay disparity. This should spotlight how crucial equality in all aspects of the workplace is to organisations.</p>
<p class="MsoNormal">One of the more positive results in the survey was that 87% of women in technology feel confident with their role competency, with only 1% of women stating they were very unconfident and 10% remaining neutral on the matter. It is excellent that, despite the challenges mentioned and women feeling somewhat underrepresented within technology, they still believe they are highly competent within their roles, with the majority aiming to continue to specialise over the next few years.</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal">This blog highlighted several key points from our Women in Tech 2024 survey &ndash; to download the full report, <a href="https://www.lorienglobal.com/insights/women-in-tech-insights-2024">click here</a>. We also have a variety of other candidate sentiment focused reports that can be found <a href="https://www.lorienglobal.com/insights/tag/guides-and-reports">on our website,</a> with additional insights <a href="https://www.linkedin.com/company/lorien/" target="_blank" rel="noopener">available on our LinkedIn</a>.</p>

Our newest report - Women in Tech Insights 2024 - delves in to what is driving female candidates within tech. This blog breaks down some of our findings to find out the main motivators of female candidates.

What drives female talent?

<p class="MsoNormal">Chris Blackburn, Director of Skills Growth for the Impellam Group, was recently shortlisted and highly commended in the Skills Champion category for the Yorkshire and Humber Region at the <a href="https://appawards.co.uk/" target="_blank" rel="noopener">Apprenticeships and Skills Awards</a>.</p>
<p class="MsoNormal">The awards &ndash; which celebrated its 21<sup>st</sup> anniversary this year &ndash; was conceived to highlight and honour the achievements of apprenticeship students and those who champion apprenticeship programmes. <a href="https://appawards.co.uk/categories" target="_blank" rel="noopener">The judges look for</a> &ldquo;strong advocates of apprenticeships and skills, who showcase how they proactively go beyond their normal duties to promote apprenticeships and skills as an excellent career route&rdquo;.</p>
<p class="MsoNormal">Chris said of the achievement: &ldquo;I&rsquo;m absolutely thrilled to have been highly commended in this category. It&rsquo;s been an incredible journey, and to receive this recognition alongside such inspiring individuals makes it even more special. Together, we&rsquo;re championing early careers, driving change, and helping others find their own path&rdquo;.</p>
<p class="MsoNormal">This is Chris&rsquo;s second recognition in 2024 after receiving the &lsquo;Biggest Impact to the Network&rsquo; award from the <a href="https://www.yorkandhumberportal.com/" target="_blank" rel="noopener">Yorkshire and Humber Apprenticeship Ambassador Network</a>. Chris received the award due to his guidance for today and tomorrow&rsquo;s apprentices through presentations, career events, workshops and social media campaigns.</p>
<p class="MsoNormal">For additional insights, <a href="https://www.lorienglobal.com/insights">click here</a> or follow our LinkedIn for <a href="https://www.linkedin.com/company/lorien/?viewAsMember=true" target="_blank" rel="noopener">more news and information</a>.</p>
<h4 class="MsoNormal"><strong>About Impellam</strong></h4>
<p class="MsoNormal">Impellam is a connected group providing global workforce and STEM talent solutions. Our 1700 people and market leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe and Asia Pacific. Our award-winning Global Managed Services provide a diverse range of digitally enabled, multi-disciplinary workforce solutions to organisations. We are upper quadrant industry leaders in Managed Service Provision and Services Procurement, and IT. Our STEM businesses are specialists in recruiting and engaging talent in the key growth markets of technology, digital, data analytics, science, clinical and engineering and work with customers across all sectors and sizes. We believe in the power of work. Through the power of work, we build better businesses and help people lead more fulfilling lives.</p>
<p class="MsoNormal"><span style="mso-spacerun: yes;">&nbsp;</span>Our brands include: Comensura, Guidant Global, SRG, Lorien, Carbon60 and Bartech.</p>
<p class="MsoNormal"><span style="mso-spacerun: yes;">&nbsp;</span>For more information about Impellam Group: <a href="https://www.impellam.com./">www.impellam.com</a>.</p>

We're delighted to announce that Impellam Group's Chris Blackburn was recently highly commended at the Apprenticeship and Skills Awards for Yorkshire and Humber.

Impellam Group’s Chris Blackburn highly commended at Apprenticeships and Skills Awards 2024

<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">Impellam Group, powered by Guidant Global, Lorien and Comensura, today announced Leader status in two key Everest Group PEAK Matrix&reg; categories:</span></p>
<ul>
<li class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">Contingent Workforce Management (CWM)/Managed Service Providers (MSP)</span></li>
<li class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">Services Procurement/Statement of Work (SOW)</span></li>
</ul>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">Impellam Group is one of only five companies globally to have been named a Leader in both categories.</span></p>
<h4 class="MsoNormal" style="line-height: 150%;"><strong><span style="font-family: 'Arial',sans-serif;">Contingent Workforce Management/Managed Service Providers</span></strong></h4>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">&ldquo;In a highly competitive MSP market, we are proud that Impellam has maintained Leader status for a third consecutive year,&rdquo; commented Simon Blockley, CEO Impellam UK &amp; Europe. &ldquo;Our rich experience, customer-centric approach and diversified portfolio, combined with extensive investments in our people and technology, enable us to consistently meet and exceed the demands of our customers in an ever-changing world &ndash; futureproofing their businesses with the mission critical talent of tomorrow.&rdquo;</span></p>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">"Impellam Group continues to enhance its global talent solutions, which will be further bolstered following its recent collaboration with HeadFirst Group," says Krishna Charan, Vice President at Everest Group. "Its strategic investments in technology, direct sourcing, and automation, supplemented by its ongoing proprietary VMS and analytics enhancements, helped Impellam Group cement its position as a Leader in Everest Group&rsquo;s 2024 Contingent Workforce Management (CWM) / Managed Service Provider (MSP) PEAK Matrix&reg; Assessments."</span></p>
<h4 class="MsoNormal" style="line-height: 150%;"><strong><span style="font-family: 'Arial',sans-serif;">Services Procurement/Statement of Work (SOW)</span></strong></h4>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">&ldquo;At Impellam we function as an extension of our customers&rsquo; Procurement teams, providing operational best practice guidance and real-time data-led insights, giving access to the expertise needed to deliver transformational value through our services procurement solutions.&rdquo; ​commented Claire Marsh, CEO Impellam North America. &ldquo;We are thrilled to have been recognised as Leaders in services procurement and continue to develop our service offering to ensure we are always helping our customers build better businesses.&rdquo; </span></p>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">&ldquo;Impellam Group&rsquo;s experience in managing both procure-to-pay and strategic source-to-contract processes of services procurement has solidified its position as a Leader in Everest Group&rsquo;s Services Procurement / SOW PEAK Matrix&reg; 2024," says Krishna Charan, Vice President at Everest Group. "Through dedicated investments in SOW analytics, proprietary VMS capabilities, and establishing a Centre of Excellence for SOW management, Impellam Group continues to cater to varied client needs.&rdquo;</span></p>
<h4 class="MsoNormal" style="line-height: 150%;"><strong><span style="font-family: 'Arial',sans-serif;">About the Everest Peak Matrix&reg; 2024</span></strong></h4>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">The Everest Group PEAK Matrix&reg; is a highly respected global benchmarking framework that provides the analysis and insights customers need to make critical selection decisions about global services providers, locations, and products &amp; solutions. It is widely trusted to assess market success and delivery capabilities, providing valuable insights for making informed decisions. The framework categorises companies into Leaders, Major Contenders, and Aspirants, based on two primary dimensions: market success (which includes client wins and revenue growth) and delivery capability (which encompasses scale, innovation, and customer satisfaction).</span></p>
<h4 class="MsoNormal"><strong><span style="font-family: 'Arial',sans-serif;">About Impellam</span></strong></h4>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">Impellam is a connected group providing global workforce and STEM talent solutions. Our 1700 people and market leading brands work across a broad spectrum of industries and job categories throughout North America, the UK and Europe and Asia Pacific. Our award-winning Global Managed Services provide a diverse range of digitally enabled, multi-disciplinary workforce solutions to organisations. We are upper quadrant industry leaders in Managed Service Provision and Services Procurement, and IT. Our STEM businesses are specialists in recruiting and engaging talent in the key growth markets of technology, digital, data analytics, science, clinical and engineering and work with customers across all sectors and sizes. We believe in the power of work. Through the power of work, we build better businesses and help people lead more fulfilling lives.</span></p>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">Our brands include: Comensura, Guidant Global, SRG, Lorien, Carbon60 and Bartech.</span></p>
<p class="MsoNormal" style="line-height: 150%;"><span style="font-family: 'Arial',sans-serif;">For more information about Impellam Group: </span><a title="https://www.impellam.com./" href="https://www.impellam.com." target="_blank" rel="noopener"><span style="font-family: 'Arial',sans-serif;">www.impellam.com.</span></a></p>

Impellam Group, powered by Guidant Global, Lorien and Comensura, has earned Leader status in the Everest Group PEAK Matrix® 2024 for Contingent Workforce Management (CWM) / Managed Service Provider (MSP) and Services Procurement / Statement of Work. 

Impellam Group named Industry Leader in Everest Group Peak Matrix® 2024 for Contingent Workforce Management and Services Procurement

<p class="MsoNormal">Despite previous economic uncertainty, the UK economy and the UK tech industry is proving to be more resilient than previously thought and we&rsquo;re emerging stronger than most analysts predicted. The challenge now is for organisations to take advantage of this opportunity.</p>
<p class="MsoNormal">In this blog, I&rsquo;ll be exploring the resilience of the UK market, how the tech sector is driving growth, and how organisations can strike whilst the iron is hot to attract the best tech talent the UK has to offer.</p>
<h4 class="MsoNormal">The UK&rsquo;s economic strength</h4>
<p class="MsoNormal">The UK economy is showing signs of real strength with many macroeconomic indicators pointing to much better times ahead. We have seen it <a href="https://www.bbc.co.uk/news/articles/cq82y55jg35o" target="_blank" rel="noopener">recover strongly for the past two quarters, growing 0.6% between April and June of this year.</a></p>
<p class="MsoNormal">The commentary over the last few years warned us that we should expect to have a deep and prolonged recession and struggle to navigate challenging economic times. Although there have been struggles, especially following the recovery from the global pandemic, we confounded the critics and technically only went into a recession for one financial quarter.</p>
<p class="MsoNormal">This is absolutely a reason to get behind the data we&rsquo;ve been seeing with a general positive tone being set by the economic conditions &ndash; and we should be proud that <a href="https://www.thetimes.com/business-money/economics/article/services-grow-while-rest-of-the-uk-economy-struggles-d2v0nphb9" target="_blank" rel="noopener">technology and the service sector is leading the way</a>. We are starting to see interest rates drop and inflation come down following the General Election &ndash; down to 2.2% (in July) from a peak of 11.1%. <a href="https://www.bbc.co.uk/news/business-13200758" target="_blank" rel="noopener">GDP figures also increased</a> by 0.7% earlier this year, and it was highlighted that the services sector was performing strongly &ndash; with IT and tech being a standout.</p>
<p class="MsoNormal">This all highlights that we are a nation full of wonderful entrepreneurs with real opportunities in the tech sector, with new research showing that technology <a href="https://www.aboutamazon.co.uk/news/aws/uk-digital-technology-report-2024" target="_blank" rel="noopener">could add &pound;520 billion to the UK economy by 2030.</a></p>
<p class="MsoNormal">&nbsp;</p>
<h4 class="MsoNormal">The UK and the tech sector</h4>
<p class="MsoNormal">This country is positioning itself as the <a href="https://news.cityoflondon.gov.uk/uk-leads-ai-investment-in-europe--ahead-of-france-and-germany/" target="_blank" rel="noopener">world leader in AI</a>, becoming a global focal point in the media. There have been many commitments from organisations and <a href="https://www.gov.uk/government/news/leading-tech-firms-invest-over-2-billion-in-the-uk-in-one-week" target="_blank" rel="noopener">funding in creating the UK</a> as the global centre for AI, with great opportunities for technology in the UK.</p>
<p class="MsoNormal">Why is this important when we speak about economic recovery? Because AI touches everything and creates opportunities in all core technology areas with <a href="https://www.michaelpage.co.uk/news-and-research-centre/media-releases/software-engineer-is-the-worlds-most-in-demand-profession-new-analysis-reveals" target="_blank" rel="noopener">rising demand for Software Developers, Data Engineers</a> and other<span class="MsoHyperlink"> associated technologies</span>.</p>
<p class="MsoNormal">Whilst the growth of AI is, of course, exciting and will increase opportunities within technology, data underpins everything and will enable AI to deliver the business outcomes that organisations desire.</p>
<p class="MsoNormal">However, most organisations looking to take advantage of AI do not have their own data in a good and healthy place. In a recent survey, <a href="https://www.techradar.com/pro/nearly-all-uk-businesses-are-ready-for-ai-but-can-they-now-take-advantage" target="_blank" rel="noopener">only 32% of IT leaders believed their organisation&rsquo;s data</a> was ready to reap the rewards of AI due to their data being unorganised. Understandably, much of the <a href="https://www.gov.uk/government/news/huge-boost-for-global-security-with-almost-1-billion-government-investment" target="_blank" rel="noopener">recent IT investments has gone into cybersecurity and digital</a> transformation as people modernise their businesses. However, AI is becoming top of the agenda, and we are seeing businesses prioritise the organisation of their data.</p>
<p class="MsoNormal">So, how many organisations can say they are ready for AI to be let loose on their data? You can have the most innovative tools and data technology, but if you&rsquo;re pointing it towards inaccurate and bad data the consequences could be catastrophic. There is a real need for organisations to commit to data governance and get their data in a place where they can really take advantage of AI and automation.</p>
<p class="MsoNormal">Great data with great tech and AI capabilities can open up wonderful opportunities and competitive advantages.</p>
<p class="MsoNormal">&nbsp;</p>
<h4 class="MsoNormal">Taking advantage in technology recruitment</h4>
<p class="MsoNormal">Organisations need to be brave and bold and take advantage of the candidate market now. In our <span style="mso-spacerun: yes;">&nbsp;</span>latest <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024" target="_blank" rel="noopener">What Tech Candidates Want 2024 survey</a>, we found that 87% of candidates are expecting to look for new roles in the next 12 months. There is a latent workforce that have not moved roles, and the average tenure of people in technology at an all-time high with candidates waiting for the right opportunity to present itself.</p>
<p class="MsoNormal">Why is this? Because one of the characteristics of the brief recession we went through was that there was not &lsquo;wholesale layoffs&rsquo; &ndash; organisations reduced their headcount, but not to the scale we have seen in previous rough economic times. Organisations have held on to their staff, knowing how hard it was to attract them originally. Candidates will now start to make crucial career choices, and it&rsquo;s important that organisations are at the front of the queue for the best talent.</p>
<p class="MsoNormal">Organisations that want to take advantage of improving market conditions and tech growth, including AI, have now got the best opportunity they have ever had. The research shows, many candidates are looking to make a change. This is great news for employers, as they have a talent pool that is ready to take on the next generation of tech within AI and associated tools.</p>
<p class="MsoNormal">Our <a href="https://www.lorienglobal.com/what-tech-candidates-want-2024" target="_blank" rel="noopener">What Tech Candidates Want report</a> also highlighted upskilling being prioritised over financial reward for many candidates, with 32% of under 45s wanting to learn new technology. It&rsquo;s clear that candidates recognise the changing skills of the economy and have a desire to get involved with organisations that are forward-thinking and adopting new technology.</p>
<p class="MsoNormal">UK PLC has exceeded expectations, and tech is leading the way. Now is the time for organisations to take advantage of the workforce that is looking to move over the next year. Act now, take advantage of the best opportunities to secure candidates.</p>
<p class="MsoNormal">&nbsp;</p>
<p class="MsoNormal">To take advantage of the candidate market, <a href="https://www.lorienglobal.com/business-solutions">learn what we can do for your organisation</a> and <a href="https://www.lorienglobal.com/contact-us">contact us here</a>. For more Lorien insights, <a href="https://www.lorienglobal.com/insights">click here</a>.</p>

The UK market quickly recovered from a brief recession and is continuing to grow, but what does that mean for tech talent in the UK?

Economic recovery and growth of AI unlock new opportunities for employers in the UK tech talent market

<h1>We are the house of global<br>tech recruitment</h1><p>Lorien is a digital, transformation and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

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<h3>What Tech Candidates Want 2024</h3><p>Fill out the form below to gain exclusive access to the report.</p>

   <h1>What are the 3 C’s of Talent Management?</h1>             <p>               The "3 C’s" of talent management—Competence, Commitment, and               Culture—are the foundational elements that drive a successful               talent management strategy:               <ol start="1"  type="1">                 <li>                   <strong>Competence:</strong> Employees need to have the right                   skills, knowledge, and abilities to perform their roles                   effectively. By offering continuous learning, professional                   development opportunities, and the necessary resources,                   organizations help employees build and maintain their                   competence.                 </li>                 <li>                   <strong>Commitment: </strong> Building employee commitment is                   crucial for long-term retention and engagement. Organizations                   foster commitment by valuing employees, supporting their                   growth, and aligning their goals with the company’s mission.                 </li>                 <li>                   <strong>Culture:</strong>A strong organizational culture binds                   the team together and shapes how employees interact, make                   decisions, and perceive their roles. By creating a positive,                   inclusive culture, organizations attract top talent, boost                   employee satisfaction, and encourage collaboration and                   innovation.                 </li>               </ol>             </p>             <h1>What is the process of talent management?</h1>             <p>               The talent management process is about aligning your               organization’s human capital with your business goals, ensuring               that the right people are in the right roles at the right time.               Key components of a talent management process include workforce               planning, talent acquisition, onboarding, learning and               development, performance management, succession planning, and               retention strategies.             </p>             <h2>What is a great talent management process?</h2>             <p>               A great talent management process involves a strategic and               comprehensive approach to managing the entire employee lifecycle.               It starts with identifying the organization's talent needs and               continues through recruitment, development, performance               management, and succession planning. Effective talent management               addresses immediate staffing needs and prepares your organization               for future challenges by fostering a culture of continuous               improvement and growth. A great talent management process takes an               integrated, ongoing approach rather than a series of isolated               activities, creating a sustainable competitive advantage through               their people.             </p>

  <h1>What are the 5 C’s of Talent Management?</h1>             <p>               The five C’s of talent management provide a comprehensive               framework for building and sustaining a strong workforce,               particularly in the tech industry. These elements focus on               different aspects of managing talent, each playing a critical role               in achieving organizational success.               <ol start="1" type="1">                 <li>                   <strong> Culture:</strong> A strong organizational culture                   sets the tone for how employees interact, collaborate, and                   grow within the company. By cultivating a positive, inclusive                   culture, companies create an environment where innovation and                   creativity thrive.                 </li>                 <li>                   <strong>Competence: </strong> Developing and maintaining                   competence is essential for a workforce that can meet current                   and future challenges. Investing in employee training and                   development helps tech companies stay competitive by equipping                   their teams with the latest skills and knowledge.                 </li>                 <li>                   <strong> Compensation:</strong>Fair and competitive                   compensation is a key motivator for attracting and retaining                   top talent. In the tech industry, where skilled professionals                   are in high demand, offering attractive compensation packages                   is crucial.                 </li>                 <li>                   <strong> Career Development</strong>Supporting employees in                   their career growth leads to greater job satisfaction and                   loyalty. By providing clear paths for advancement, companies                   can keep their talent engaged and committed to long-term                   success.                 </li>                 <li>                   <strong> Communication</strong>Open and effective                   communication fosters trust and alignment within the                   organization. When employees understand the company’s vision                   and their role in it, they are more likely to contribute                   positively to its goals.                 </li>               </ol>               These five components of talent management work together to create               a cohesive strategy that drives business success. By focusing on               these areas, tech companies can build a resilient and innovative               workforce.             </p>             <h1>What Are the 5 Stages of the Talent Management Model?</h1>             <p>               The talent management model provides a structured approach to               managing the entire lifecycle of employees within an organization.               It’s a comprehensive framework that guides companies in               identifying, nurturing, and retaining the talent that drives               business success. By following this model, organizations can align               their workforce strategies with their overall business objectives,               creating a cohesive plan that supports both current and future               needs.             </p>             <p>               The model typically includes five main stages: attracting talent,               recruiting and selecting talent, onboarding and integrating new               hires, developing employees, and retaining talent. Each stage               plays a critical role in building a workforce that is not only               capable but also engaged and committed to the company’s mission.               This approach helps companies create a dynamic and resilient team               that can adapt to changing business environments and sustain               long-term growth.             </p>             <h1>What Are Talent Management Processes?</h1>             <p>               Talent management processes are the specific actions and               strategies that organizations implement to manage their workforce               effectively. These processes are designed to cover every aspect of               the employee lifecycle, from recruitment to retention to               offboarding, and everything in between. In the tech industry,               where the demand for skilled talent is high and the pace of change               is rapid, having well-defined talent management processes is               essential for maintaining a competitive edge             </p>             <p>               These processes involve a variety of activities, including               identifying skill gaps, sourcing and hiring talent, providing               training and development opportunities, and implementing               performance management systems. By systematically managing these               processes, companies can create a talent management system that               aligns with their strategic goals and drives business success.             </p>

   <h1>What are the 5 core functions of talent management?</h1>              <ol start="1" type="1">               <li>                 <strong>Workforce Planning and Analysis:</strong> Organizations                 forecast future talent needs by analyzing their strategic                 objectives. They evaluate current workforce capabilities and                 identify gaps that must be filled to support growth and                 innovation.               </li>               <li>                 <strong>Talent Acquisition and Recruitment:</strong> Acquiring                 the right talent is essential. Companies attract, source, and                 select candidates who meet both the technical requirements of                 the job and fit well with the company culture.               </li>               <li>                 <strong>Learning and Development: </strong>Organizations ensure                 continuous learning to keep their workforce agile and                 competitive. They provide training programs, leadership                 development, and upskilling initiatives to help employees grow                 and prepare for future challenges.               </li>               <li>                 <strong>Performance Management:</strong> Companies align                 individual contributions with their strategic goals through                 effective performance management systems. They set clear                 expectations, offer regular feedback, and recognize achievements                 to maintain high levels of engagement and productivity.               </li>               <li>                 <strong>Succession Planning and Career Development:</strong>{" "}                 Organizations prepare for future leadership needs by identifying                 and developing internal talent for key roles. They also provide                 clear career paths to help employees advance within the company.               </li>             </ol>

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<h1>Talent Management Strategy</h1>             <p>               An organization’s ability to attract and retain high-quality               employees can be the X-factor in achieving success. It’s not just               about finding people to fill roles—companies are often looking for               specific skill sets and experience levels, which makes it more               difficult—yet all the more important—to create a highly-qualified               workforce. This underscores the importance of talent management               and implementing a successful talent management strategy—whether               that means adding new employees on a permanent basis, a               contingency basis, or a combination of the two.{" "}             </p>             <p>               Let’s back up a bit. What is talent management? According to{" "}               <span>                 <a                   href={                     "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                   }                   target="_blank"                 >                   McKinsey                 </a>               </span>               , it “includes all the ways that organizations bring employees on               board, keep them happy and productive, and help them continue to               develop their skills over time.” In other words, the scope of               talent management touches virtually every stage of the employee               lifecycle—including talent acquisition, development, and               retention—making it important to create a comprehensive strategy.               Additional components include strategies for recruitment,               onboarding, performance management, development, and succession               planning. That way, your company can find the right talent at the               right time and achieve positive business outcomes.             </p>

<h1>About Us</h1><p>Lorien is an award-winning digital, transformation and technology recruitment specialist with over 45 years' experience in the industry. Driven by both clients and candidates, with locations over Europe and the US, we pride ourselves on offering an innovative service for all sectors, sizes, and needs.</p>

<h2>Insights&nbsp;</h2><p style="text-align: left;"><strong>We believe in the power of technology; that&rsquo;s why we keep up to date with tech advancements and the latest trends to provide regular market insight to our clients and candidates.</strong></p>

<h1>Read our insights</h1><p>We are always learning, adapting, and educating.</p>

<h2>Latest Salary Survey</h2><p>Fill out the form below to gain exclusive access to the 2023 Salary Survey results!</p>

<div class="OutlineElement Ltr SCXW159907679 BCX8"><h1 class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">Contractor</span> <span class="NormalTextRun SCXW159907679 BCX8">Support</span></span><span class="EOP SCXW159907679 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></h1></div><div class="OutlineElement Ltr SCXW159907679 BCX8"><p class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">Your success is our priority. </span><span class="NormalTextRun SCXW159907679 BCX8">That&rsquo;s</span><span class="NormalTextRun SCXW159907679 BCX8"> why </span><span class="NormalTextRun SCXW159907679 BCX8">we&rsquo;re</span><span class="NormalTextRun SCXW159907679 BCX8"> here to support you every step of the way</span> <span class="NormalTextRun SCXW159907679 BCX8">during your temporary or contract assignment with </span><span class="NormalTextRun SCXW159907679 BCX8">us.</span> </span></p><p class="Paragraph SCXW159907679 BCX8"><span class="TextRun SCXW159907679 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW159907679 BCX8">W</span><span class="NormalTextRun SCXW159907679 BCX8">e look after the </span><span class="NormalTextRun SCXW159907679 BCX8">admin</span><span class="NormalTextRun SCXW159907679 BCX8"> and compliance, </span><span class="NormalTextRun SCXW159907679 BCX8">so you can focus on your </span><span class="NormalTextRun SCXW159907679 BCX8">work</span><span class="NormalTextRun SCXW159907679 BCX8"> with the confidence </span><span class="NormalTextRun SCXW159907679 BCX8">you&rsquo;ll</span><span class="NormalTextRun SCXW159907679 BCX8"> be paid accurately and on time</span><span class="NormalTextRun SCXW159907679 BCX8">. </span><span class="NormalTextRun SCXW159907679 BCX8">To l</span><span class="NormalTextRun SCXW159907679 BCX8">earn more about</span> <span class="NormalTextRun SCXW159907679 BCX8">working with us</span><span class="NormalTextRun SCXW159907679 BCX8">, </span><span class="NormalTextRun SCXW159907679 BCX8">please</span> <span class="NormalTextRun SCXW159907679 BCX8">contact our </span><span class="NormalTextRun SCXW159907679 BCX8">Lorien</span> <span class="NormalTextRun CommentStart CommentHighlightPipeRestV2 CommentHighlightRest SCXW159907679 BCX8">Contractor</span> <span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">Support </span><span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">T</span><span class="NormalTextRun CommentHighlightRest SCXW159907679 BCX8">eam</span><span class="NormalTextRun CommentHighlightPipeRestV2 SCXW159907679 BCX8">.</span></span><span class="EOP SCXW159907679 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></div>

<h2 class="MsoNormal">Get in Touch!</h2><p class="MsoNormal">Unresolved query? Let us help. Get in touch with the Lorien Contractor Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.</p><p class="MsoNormal">&nbsp;</p><h4 class="MsoNormal">Our hotline is:</h4><p class="MsoNormal">Contractor Support Team<br><a href="mailto:contractorsapac@lorienglobal.com">contractorsapac@lorienglobal.com</a><br>1800 314 783</p>

<p><span class="TextRun SCXW16527483 BCX8" lang="EN-AU" xml:lang="EN-AU" data-contrast="auto"><span class="NormalTextRun SCXW16527483 BCX8">For all other enquiries, please complete our form or reach out to us on </span><a href="1800314783">1800 314 783</a><span class="NormalTextRun SCXW16527483 BCX8">.</span></span><span class="EOP SCXW16527483 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>

<h2>Our Recruitment Expertise - Specialist Markets</h2><p>Helping you to find a foothold in some of the toughest tech markets out there, our Specialist Markets solutions are the definition of expert-led.</p>

<h2>Our Insights | News, Events &amp; Case Studies</h2><p>We believe in the power of technology; that&rsquo;s why we keep up to date with tech advancements and the latest trends to provide regular market insight to our clients and candidates.</p><p>We are always learning, adapting, and educating.&nbsp;</p>

<h1>Business Solutions</h1><p>Our business solutions are shaped to meet your needs and goals, with the agility to adapt as you grow. Covering all technology verticals, from entry-level to c-suite, with solutions from one-off hires to full enterprise models, we specialise in bringing expert talent solutions across the full digital spectrum.</p>

<h2>Drive better workforce performance</h2><p>Book a call with us and find out how we can help you and your team achieve greater heights.</p>

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<h1>Candidate FAQ</h1><p>Are you a candidate and have a question for us? Check below for our frequently asked questions for our top candidate enquiries to streamline the job application process for all candidates. From application updates to locked accounts, you can find your answer here.</p>

<h1>What Are the Common Approaches to Sourcing Talent in Tech?</h1>             <p>               Depending on the organization’s current needs and both short- and               long-term strategic priorities, they may opt for permanent or               contingent solutions—or a combination of both. How do you know               which is right for your organization? Let’s take a closer look at               each of these segments that define traditional talent management               approaches.               <ul>                 <li>                   <strong>Permanent workers</strong> are employed on a                   long-term, often salaried basis—the traditional or go-to                   approach for most companies. They are typically entitled to                   employee benefits (like PTO and retirement benefits), and                   contribute to the overall organizational culture.                 </li>                 <li>                   <strong>Contingent workers</strong> are not usually considered                   “employees” of the company in the same way permanent workers                   are, yet their contributions can be just as vital to the                   success of the organization. They can be brought on to work on                   specific projects, offering support to your permanent workers.                 </li>               </ul>               As you can imagine, for many companies, the best results come from               combining these two approaches. By doing so, employers benefit               from maximum flexibility, as well as an improved ability to               optimize hiring budgets and get crucial roles filled with               qualified talent. This is especially true for tech companies,               which often have a balance of long-term employees and               project-specific teams of contingent workers.{" "}             </p>             <p>               <strong>                 No matter where you’re at in the process of talent management                 and strategy development,               </strong>{" "}               <span>                 <a href="/us">Lorien is ready to help</a>               </span>               . Whether you’re working to assess your needs, or you’re looking               for the best talent to fill one or more specific roles, we can               provide you with the insights you need to make the best possible               staffing decisions for your organization.             </p>             <p>               Once you’re familiar with the fundamentals of talent management,               you’re ready to start thinking through what an effective talent               management framework looks like for your organization. Then, you               can develop and fine-tune specific staffing strategies in response               to the needs of the business.             </p>

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 <h1>What Are the 7 Components of the Talent Management Process?</h1>             <p>               While every organization’s talent management framework should be               tailored to their particular needs and priorities, there are seven               components that the most successful frameworks are built around:               <ul>                 <li>                   <strong>Talent Acquisition:&nbsp;</strong>Determining                   personnel needs and developing a strategy for bringing the                   right talent into the organization.                 </li>                  <li>                   <strong>Employee Experience:</strong> Ensuring that new hires                   feel welcome, included, and set up for success.                 </li>                  <li>                   <strong>Performance Management:</strong> Developing a                   framework for incentivizing and improving employee performance                   throughout the organization.                 </li>                  <li>                   <strong>Change Management:</strong> Helping the organization                   to navigate change through effective communication and                   employee empowerment.                 </li>                  <li>                   <strong>Learning &amp; Development:</strong>Investing in                   employee growth by offering meaningful opportunities to                   develop new skills and grow professionally.                 </li>                  <li>                   <strong>Organizational Design:</strong> Aligning talent                   management strategies with the short- and long-term priorities                   of the organization in order to increase efficiency.                 </li>                  <li>                   <strong>Succession Management:</strong>Creating a framework to                   identify and encourage internal candidates to fill current                   vacancies, as well as those that emerge over time.                 </li>               </ul>               In addition to the seven talent management framework elements               listed above, the most effective talent management strategies are               those that best understand the talent management life cycle. When               developing a strategy, be sure to take concrete and data-driven               steps to enhance the ability to attract and retain the best talent               by optimizing each step of the talent management life cycle.             </p>

<h2>Do you work for Lorien?&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">If you are a contractor working for Lorien and have a question about your assignment, payment or timesheet, then please contact the Ask team at <a href="mailto:ask@impellam.com">ask@impellam.com</a> or phone <a href="tel:03333 23 24 50">03333 23 24 50</a>.</span></p><p>&nbsp;</p><h2>General Enquiries&nbsp;</h2><p><span style="mso-fareast-font-family: 'Times New Roman';">For General Enquiries, please contact the relevant branch below.</span></p>

<h3>Send Us Your CV/Resume</h3><p>With a strong focus on learning and development and a culture that encourages you to spread your wings, we&rsquo;re all about giving people the room to try new things and thrive in a role they really enjoy. Join somewhere you can be yourself, be your best, and be part of something special. Join Lorien today.</p>

<h5>Submit your CV/Resume</h5><p><span style="color: rgb(43, 42, 41); background-color: rgb(255, 255, 255);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch</h2><p>Are you looking for talent to transform your business? Or are you looking to take the next step in your tech career?</p><p>Whatever your ambition, we&rsquo;ve got the experience and expertise to get you there.&nbsp;</p><p>Register your resume and job preferences with our team to start your new career journey or search current vacancies.</p><p>We&rsquo;re more than happy to help with any questions.</p>

What are the benefits to Contract &amp; Permanent Recruitment?

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<p>A brief description of what we can help our clients achieve</p>

<h2>Get in Touch!</h2><p>Unresolved query? Let us help. Get in touch with the Lorien Contractor and Candidate Support Team to find answers quickly, from information on payments to how to submit your timesheets. No matter how big or small the question, no matter how new or experienced you are to the world of contracting, we'll do our best to give you up-to-date, informed, and helpful answers about working through Lorien as a contractor.</p><p>&nbsp;</p><h5>Our hotlines are:</h5>

<p>For all other enquiries, please complete our form or reach out to us on <span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">0<span style="color: black; background: white;">207 654 1000.</span></span></p>

<h2>Contractor Portal</h2><p>The Contractor Portal is your single repository for logging timesheets and raising invoices.</p>

<h2>Ask David - Lorien's Managing Director</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>If you&rsquo;re a current contractor at Lorien with a question, concern or request, then get in touch with Lorien's Managing Director, David Gettins With more than 20 years&rsquo; experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can&rsquo;t, he&rsquo;ll put you in touch with someone who can).</p>

<h1>Contractors</h1><p>Your success is our priority. That’s why we’re here to support you every step of the way in your contract career. We want to make sure we really get to know you and your goals - so you'll be appointed a dedicated tech recruitment specialist to find the contract opportunities suited to you. Learn more about how to kick-start your new contract career.</p>

<h2>Our CSR Partners</h2><p>We’re determined to build a better future for everyone. In 2022 Lorien, alongside sister brands SRG and Carbon60, appointed Chris Blackburn as our Head of CSR. Chris is helping us find ways to give back to our local community and to solve key issues our world faces – such as STEM skill shortages, equal opportunities, and access to resources.&nbsp;</p><p>We’re working with a number of partners to help us achieve this, including MAMA.codes, Lucy Air Ambulance for Children and TechGirls. Find out more about these amazing businesses and charities below.</p>

<p>For all other enquiries, please complete our form or reach out to us on <a href="tel:02039109446" rel="noopener noreferrer" target="_blank">02039109446</a>.</p>

<p>We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. Lorien is a leader in technology and digital recruitment, and as part of the Impellam Group, we work closely with our sister brands, SRG (a specialist scientific recruitment business), and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.</p>

<h2>Ask David</h2><p>At Lorien, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask David is all about resolving problems quickly, helpfully and at the source.</p><p>As a concept, it’s simple: if you’re a current contractor at Lorien with a question, concern or request, then get in touch using the below contact form and David will respond directly to you himself within 24 hours. With more than 20 years’ experience in recruitment at all levels and operations, David can provide expert guidance and support on almost any recruitment-related subject (and if he can’t, he’ll put you in touch with someone who can).</p>

<h1>CSR &amp; Partnerships</h1><p>Lorien's purpose is to unlock untapped potential in people, enhance ways of working, and give back to the local community. We&rsquo;re determined to build a better future for everyone and work towards solving the key issues our world faces.</p>

<h2>Discover more_</h2><p><span style="background-color: rgb(255, 255, 255);">With insight across the whole of Lorien, we’ll keep you ahead of the curve. Get in touch with our team today. </span></p>

<h2>Latest Salary Survey</h2><p>Fill out the form below to gain exclusive access to the 2023 Salary Survey results. </p>

    <h1>What Is an Example of a Talent Strategy Framework?</h1>             <p>               One practical example of a talent strategy framework is the 9-cell               matrix for talent management. This well-known talent management               framework that{" "}               <span>                 <a                   href={                     "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                   }                   target="_blank"                 >                   McKinsey                 </a>               </span>{" "}               promotes allows companies to identify high-potential employees,               plan for their development, and align their growth with the               company’s future needs. The 9-cell matrix is a tool used to               evaluate and categorize employees based on their performance and               potential. This matrix divides employees into nine categories,               allowing you to identify top performers, those with high               potential, and areas where improvement is needed.             </p>             <p>               High performers with high potential might be identified for               leadership development programs, while those with lower               performance might receive targeted coaching or training. This               approach helps you make informed decisions about talent               development, succession planning, and where to focus your               resources.             </p>             <p>               You can adopt this approach internally, using the matrix to assess               and develop your team. However, many companies partner with               experts like Lorien to implement such frameworks effectively. With               our deep industry knowledge and experience, we can help you               integrate tools like the 9-cell matrix into your broader talent               strategy, ensuring you’re making the most of your workforce and               positioning your company for success.             </p>             <p>               Whether you take this approach alone or collaborate with a partner               like Lorien, leveraging a structured framework like the 9-cell               matrix will help you manage your talent more strategically and               align your workforce with your long-term business goals.             </p>

<h1>What Are Some Examples of Talent Management?</h1>             <p>               At Lorien, we understand that effective talent management requires               a diverse set of strategies tailored to meet the specific needs of               your organization. Below are some of the key services we offer               that illustrate different talent management approaches, each               designed to help tech companies build, manage, and retain a               top-tier workforce.             </p>             <ul>               <li>                 <strong>Contract & Permanent Recruitment:</strong> Whether your                 company needs short-term contractors to handle peak workloads,                 or permanent employees to drive long-term growth, Lorien’s                 recruitment services ensure you find the right talent. We                 specialize in connecting tech companies with skilled                 professionals who fit their specific needs, helping to fill                 critical roles quickly and efficiently.               </li>               <li>                 <strong> Executive Search:</strong> Leadership plays a pivotal                 role in steering your company toward success. Our Executive                 Search service focuses on identifying and recruiting top                 executives who align with your company’s culture and strategic                 objectives. We tap into our extensive network and industry                 expertise to find leaders who can drive innovation and growth                 within your organization.               </li>               <li>                 <strong>                   Managed Service Provider (MSP) & Contingent Workforce                   Solutions (CWS):                 </strong>{" "}                 Managing a contingent workforce can be complex, but our MSP and                 CWS solutions simplify the process. We take on the                 responsibility of managing your temporary workforce, from                 sourcing and onboarding to compliance and reporting. This allows                 your company to scale up or down with ease while maintaining                 control over quality and costs.               </li>               <li>                 <strong>Project Recruitment: </strong>                 When working on critical projects with tight deadlines, finding                 the right talent is essential. Lorien’s Project Recruitment                 services provide you with specialized teams that are ready to                 jump in and contribute immediately. We manage the entire                 recruitment process, so you can focus on delivering your                 projects on time and within budget.               </li>               <li>                 <strong>Recruitment Process Outsourcing (RPO): </strong>                 Outsourcing your recruitment process can free up valuable time                 and resources. Lorien’s RPO services take over your recruitment                 function, from candidate sourcing to onboarding, allowing your                 HR team to focus on strategic initiatives. We customize our                 approach to meet your specific needs, ensuring you attract and                 retain the best talent in the market.               </li>               <li>                 <strong>Services Procurement Management:</strong> For tech                 companies that rely on external vendors, managing service                 contracts can be challenging. Our Services Procurement                 Management solutions help you streamline the procurement                 process, ensuring that you engage the right suppliers and manage                 contracts effectively. We handle everything from vendor                 selection to contract negotiation, so you can focus on your core                 business activities.               </li>               <li>                 <strong>Specialist Markets:</strong> The tech industry is vast,                 and finding talent with niche skills can be difficult. Lorien                 specializes in recruiting for specialist markets, whether you                 need experts in cybersecurity, data science, or software                 development. Our deep industry knowledge and targeted approach                 help you find professionals with the specific skills your                 business requires.               </li>               <li>                 <strong>                   Statement of Work (SOW) / Managed Services Delivery:{" "}                 </strong>                 Managing projects with clear deliverables and timelines requires                 a precise approach. Our SOW and Managed Services Delivery                 solutions allow you to define project requirements and outcomes,                 while we handle the talent and execution. This service is ideal                 for companies that need to deliver complex projects without the                 hassle of managing individual resources.               </li>             </ul>             <p>               Each of these examples demonstrates how Lorien’s talent management               services can help your tech company thrive. By offering a range of               solutions tailored to your needs, we empower you to build a               workforce that drives innovation and success. <br /> To learn more               about how we can help you, explore our{" "}               <span>                 <a href="/us/business-solutions">business solutions</a>               </span>               , or{" "}               <span>                 <a href="/us/contact-us">contact us </a>               </span>{" "}               today to start a conversation.             </p>

  <h1>What Is the First Step of the Talent Management Process?</h1>             <p>               The first step of the talent management process involves deciding               how you will approach talent management within your organization.               This critical decision shapes the entire strategy that follows and               can significantly impact your success in attracting, developing,               and retaining top talent.             </p>             <p>               One of the primary talent management approaches is determining               whether to handle the process internally or to partner with an               expert like Lorien. Managing talent internally means dedicating               resources, time, and expertise to every aspect of the employee               lifecycle—from recruitment and onboarding to development and               retention. This approach can work well for companies with a robust               HR infrastructure and a deep understanding of the industry’s               specific talent needs.             </p>             <p>               However, many tech companies find that partnering with a talent               management expert like Lorien offers distinct advantages. With our               extensive experience and specialized knowledge, we help you               navigate the complexities of the talent market, ensuring that your               strategy aligns with your business goals. Whether you’re looking               to scale quickly, fill niche roles, or retain top talent in a               competitive market, we provide the support and expertise needed to               build a strong, capable workforce.             </p>             <p>               On the other hand, some companies choose a hybrid               approach—partnering with an expert like Lorien for one component               of their talent management, like an executive search or               performance management—while using their internal resources to               manage the rest of the talent management process.             </p>             <p>               Choosing the right talent management approach is the foundation of               your strategy. By making an informed decision at this stage, you               set the stage for a successful talent management process that               drives your company’s growth and innovation.             </p>

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 <h1>How Do You Turn a Framework into a Strategy?</h1>             <p>               Once you’ve thought about each of the essential components, you’re               ready to start fleshing out the details, ultimately constructing               your own talent management strategy framework. Knowing how to               build a talent management model that works for your business               probably isn’t as difficult as you think, and it can have a giant               impact on your ability to attract and retain your organization’s               most valuable talent. Next, let’s break down the process for               developing and implementing a typical talent management process,               in 5 steps:             </p>             <h4>Step 1: Setting/Aligning Organizational Objectives</h4>             <p>               First, determine or review your strategic business priorities.               That way, you can take a tactical approach to identifying and               filling recruitment and staffing needs. Is now the right time to               expand? What skills should we look for in potential job               candidates? The more focused your priorities are, the easier it               will be to develop the ideal talent strategy. Once you&rsquo;ve               reviewed your priorities, you can set specific objectives and               milestones. Ideally, you can work to collaborate and align with               stakeholders throughout the organization, to better ensure               strategic alignment throughout the process.             </p>             <h4>Step 2: Forecasting/Gap Analysis</h4>             <p>               Assess/audit your current employee lifecycle, paying special               attention to challenges. As far as talent is concerned, where are               the biggest gaps? By assessing present needs and forecasting for               the short- and long-term future, you can develop a strategy that               is well aligned and conducive to business objectives.             </p>             <p>               An important part of forecasting and gap analysis relates to the               employee experience, since a positive experience has a direct               correlation with employee retention. Which aspects of your current               employee lifecycle are working well? Are there any blockers or               persistent challenges in need of solutions? Thinking through these               questions can help you zero in on the aspects of the employee               lifecycle that provide the biggest opportunities for improvement.             </p>              <h4>Step 3: Choosing the Right Model/Approach</h4>             <p>               There&rsquo;s no &ldquo;one right way&rdquo; to approach the               development of talent management strategies. Rather, these               strategies should be custom-designed so they align with the               priorities and objectives of the business. Start by determining               whether you can address talent gaps in-house or if you should               consider outsourced{" "}               <a href="https://www.lorienglobal.com/us">                 <span>talent acquisition solutions</span>               </a>               . If you&rsquo;re going to need outside help, your next question               should be whether{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/contract-permanent-recruitment">                 <span>full-time/permanent</span>               </a>               ,{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/project-recruitment">                 <span>project-based</span>               </a>               , or{" "}               <a href="https://www.lorienglobal.com/us/business-solutions/msp-and-contingent-workforce-solutions">                 <span>part-time/contingent</span>               </a>{" "}               solutions make the most sense.             </p>             <p>               Consider which talent management practices will provide the               biggest impact/lift, and start with those. When it comes to talent               management, any improvement can provide significant advantages,               and any time is a great time to start reaping the benefits. Keep               in mind, too, that the best strategies should evolve as your               business needs change, meaning no talent management strategy               should ever be considered &ldquo;done.&rdquo;             </p>             <h4>Step 4: Developing/Executing the Strategy</h4>             <p>               Once you&rsquo;ve identified and prioritized your objectives and               decided on a talent management approach/solution, it&rsquo;s time               to start putting together the actual strategy&mdash;and putting it               into action. This includes a few specific steps, like:             </p>             <div>               <ul>                 <li>                   <strong>                     Conceptualizing ideal HR workflows for talent management.                   </strong>{" "}                   Streamlining existing processes and experimenting with modern                   tools for incorporating AI/automation are excellent ways for                   organizations of all sizes to take steps toward improvement.                   Think through each stage of the employee lifecycle and talent                   management framework, looking for areas that could be improved                   or optimized.&nbsp;                 </li>                  <li>                   <strong>                     Determining individual roles/responsibilities related to                     talent management strategy development and execution.&nbsp;                   </strong>                   Which teams/departments should be involved in developing the                   strategy, and who takes the lead? Who will direct or oversee                   its implementation? Based on your priorities and objectives,                   it&rsquo;s important to assemble the right team of                   stakeholders to ensure alignment.&nbsp;                 </li>                  <li>                   <strong>                     Providing meaningful training and development opportunities                     to empower employees and help them to grow their skill                     set.&nbsp;                   </strong>                   Depending on the needs of the business&mdash;and the resources                   available&mdash;even a little training can go a long way                   toward a more supportive and inclusive workplace. Upskilling                   existing employees doesn&rsquo;t just improve employee                   engagement, it&rsquo;s also much more cost-effective than                   recruiting and bringing new talent on board.&nbsp;                 </li>               </ul>             </div>              <h4>Step 5. Establishing Accountability Measures/Metrics</h4>             <p>               How do you know if your strategy is working? You&rsquo;ll want to               start by revisiting your strategic objectives. Ideally,               you&rsquo;ve set specific and measurable objectives&mdash;like               increasing headcount by 10% by the end of the quarter&mdash;so               it&rsquo;s relatively easy to define success.&nbsp;             </p>             <p>               On a point by point basis, determine what strategies or strategy               components have been effective, and which have not been as               successful. There are a number of worthwhile indicators to               consider when setting or evaluating objectives, such as turnover               rates, productivity metrics, and employee engagement scores.             </p>

        <h1>What Does a Good Talent Strategy Look Like?</h1>             <p>               A good talent strategy is tailored to your organization’s needs,               goals, and challenges. It’s not a one-size-fits-all solution, but               a customized plan that aligns your workforce with your company’s               long-term objectives. In the fast-paced tech industry, where the               right talent can make or break your success, having a well-defined               talent strategy is crucial.             </p>             <p>               Talent strategy examples vary depending on the unique requirements               of each business. For some companies, the focus might be on               aggressive recruitment to quickly scale up operations. For others,               it might involve developing existing employees to fill critical               roles or building a culture of continuous learning and innovation.               What’s important is that your strategy directly supports your               business goals and is flexible enough to adapt as those goals               evolve.             </p>             <p>               A talent strategy company like Lorien can help you craft a               strategy that goes beyond generic solutions. We understand that               using a talent strategy framework template can be tempting, but               it’s not the best approach. A pre-made template might not consider               the nuances of your industry, the specific skills you need, or the               culture you want to build. Instead of relying on a               one-size-fits-all template, we work with you to create a strategy               that’s as unique as your business.             </p>             <p>               By partnering with a talent strategy company, you gain access to               expertise and insights that help you design a strategy tailored to               your needs. Whether you need to attract top-tier talent, develop               your existing workforce, or plan for future growth, a customized               approach will give you the competitive edge you need to thrive. At               Lorien, we help you build a talent strategy that’s both effective               and adaptable, ensuring your company is well-positioned for               success in the ever-evolving tech industry.             </p>             <h1>What Is Your Talent Strategy?</h1>             <p>               At Lorien, we believe that your talent strategy should be as               dynamic and forward-thinking as your business. A well-crafted               strategy aligns your workforce with your company’s goals, drives               innovation, and positions you for long-term success. Whether               you’re looking to attract top talent, develop the skills of your               current team, or prepare for future growth, your strategy needs to               be tailored to your unique needs and challenges.             </p>             <p>               We work closely with you to design a talent strategy that’s more               than just a plan—it’s a roadmap to success. By leveraging our               industry expertise and deep understanding of the tech landscape,               we help you build a strategy that supports your vision and adapts               as your business evolves. From identifying the right talent to               creating development programs that keep your team engaged and               competitive, we’re here to support you every step of the way.             </p>             <p>               Let’s create a talent strategy that’s built for your business.               <span>                 <a href="/us/contact-us">Contact us</a>               </span>{" "}               today to learn how Lorien can help you develop a customized               approach that drives growth, innovation, and long-term success.               Your future starts with the right strategy—let’s build it               together.             </p>

 <h1>               What does a good talent strategy look like for the tech industry?             </h1>             <p>               A strong talent strategy in the tech industry starts with               understanding the unique challenges of the field. The competition               for skilled professionals is intense, and the rapid pace of               technological change means that today’s in-demand skills might               become obsolete tomorrow.             </p>             <p>               In tech, where innovation drives success, companies must attract               and retain talent that can keep up with these rapid advancements.               A well-rounded strategy will not only focus on hiring the right               people but also on nurturing their growth and equipping them with               the tools to thrive in a constantly evolving environment. This               includes offering opportunities for continuous learning, fostering               a culture that encourages creativity and problem-solving, and               providing clear pathways for career progression.             </p>             <p>               Talent management strategy examples in the tech industry often               include a mix of innovative recruitment practices—it doesn’t have               to be a solitary effort! Many tech companies benefit from               partnering with experts like Lorien, a company that understands               the unique nuances of the industry. Rather than relying on a               generic talent strategy template, companies like Lorien can craft               a talent strategy tailored specifically to your company, providing               guidance on everything from innovative recruitment techniques to               employee retention strategies.             </p>             <p>               One significant advantage of working with Lorien is access to               extensive talent pools and specialized communities. By tapping               into these networks, tech companies can reach highly skilled               candidates who may not be accessible through traditional channels.               This access, combined with Lorien’s industry expertise, helps               build a more effective and resilient talent strategy, ensuring               your company remains competitive and innovative in the fast-paced               tech landscape.             </p>

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 <h1>               How to create an effective talent management strategy for your               tech company             </h1>             <p>               At Lorien, we understand that creating an effective talent               management strategy for your tech company requires more than just               a checklist—it demands a tailored approach that addresses your               unique challenges and goals. We work closely with you to develop a               strategy that aligns with your business objectives, attracts top               talent, and fosters a culture of continuous growth and innovation.             </p>             <p>               We start by conducting a thorough analysis of your current               workforce and identifying gaps in skills and capabilities. From               there, we help you design a talent management framework that               covers every aspect of the employee lifecycle—from recruitment and               onboarding to performance management and succession planning. Our               expertise in the tech industry means we know how to find the right               talent, develop their potential, and keep them engaged in a               fast-paced, ever-evolving environment.             </p>             <p>               But we don’t stop at strategy development. We partner with you               every step of the way to implement and refine your talent               management processes, ensuring that they remain aligned with your               company’s evolving needs. Whether you’re scaling up quickly or               navigating the complexities of new technologies, we provide the               support and expertise needed to turn your talent strategy into a               powerful driver of business success.             </p>             <p>               Ready to build a talent management strategy that propels your tech               company forward?{" "}               <span>                 <a href="/contact-us" target="_blank">Contact us today</a>               </span>{" "}               to learn how Lorien can help you achieve your goals.             </p>

<h1>How Do You Write a Talent Management Strategy?</h1>             <p>               When it comes to the question of how to formulate a talent               management strategy capable of achieving key objectives, what               works perfectly for one company may not meet the needs of another.               That’s why it’s so important for companies to develop their own               specific strategies, and to revisit and strengthen them over time.             </p>             <p>               There are several steps involved in developing a talent management               strategy and putting it into practice, including a number of what               amount to must-have inclusions. Let’s start with the latter point,               and what your talent management strategy should include or account               for—and then we’ll move on to the actual strategy development               points.             </p>             <h1>What Is Included in a Talent Strategy Framework?</h1>             <p>               The most successful talent management strategies are those that               bridge the gap between organizational strategy and measurable               results.             </p>             <p>               They’re also custom-designed to achieve specific objectives or               overcome specific challenges, and yet agile enough to be modified               and adjusted as needed. Despite the amount of variation between               different organizations’ talent strategies, we can still identify               some key inclusions that every strategy should address.             </p>             <p>               Organizations like Gartner have determined the key factors the               most effective strategies have in common, for example, even               creating a <span>talent management strategy template</span> you               can{" "}               <a href="https://www.gartner.com/en/human-resources/trends/talent-management-strategy-template">                 <span>download</span>               </a>{" "}               from their website. It outlines seven vital{" "}               <span>components of talent management:</span>             </p>             <ol start="1" type="1">               <li>                 <strong>Talent Acquisition:&nbsp;</strong>Finding the right                 talent for achieving positive organizational outcomes               </li>                <li>                 <strong>Employee Experience:</strong> Creating an inclusive and                 productive workplace where employees can thrive.&nbsp;               </li>                <li>                 <strong>Performance Management:</strong> Developing a framework                 for assessing employee performance and incentivizing                 growth.&nbsp;               </li>                <li>                 <strong>Change Management:</strong> Maintaining effective                 communication and principles of employee empowerment during                 times of transition.&nbsp;               </li>                <li>                 <strong>Learning &amp; Development:</strong> Prioritizing                 employee empowerment and providing meaningful opportunities to                 upskill and advance.&nbsp;               </li>                <li>                 <strong>Organizational Design:</strong> Increasing efficiency by                 aligning the talent management strategy to specific business                 needs, initiatives, and priorities.&nbsp;               </li>                <li>                 <strong>Succession Management:</strong> Developing a framework                 for identifying internal candidates to fill current and future                 positions.&nbsp;               </li>             </ol>             <p>               While you may work from a template or sample process, each               organization&apos;s talent management strategy should be               unique&mdash;to that business and to its most pressing objectives.               Additional elements often include activities related to workforce               planning, employee retention, diversity and inclusion initiatives,               and even compensation and benefits.&nbsp;             </p>

 <h1>Importance of Talent Management </h1>             <p>               Without the right talent in place, an organization’s ability to               meet its objectives is severely limited. Learn why talent               management is so important, and where to start.             </p>

 <h1>The Importance of Talent Management</h1>             <p>               What would you say is the most difficult part about attracting and               retaining high-quality talent? We would venture to guess that if               we were to ask a half-dozen different companies, we might               anticipate just as many different answers.             </p>             <p>               <ul>                 <li>                   Some would quickly point to the challenges of recruiting and                   competing for potential talent, especially in the tech                   industry.                 </li>                 <li>                   Others might point to difficulties related to effectively                   onboarding new talent or helping new members quickly feel like                   a valued part of the team.                 </li>                 <li>                   Finally, some companies are well aware that their learning and                   development programs might not be up to par—while others see                   offboarding as the trickiest piece of the talent management                   puzzle.                 </li>               </ul>               Clearly, though, there is one thing each of these talent               hypotheticals has in common—each dilemma falls within the scope of               talent management, and each plays a role in an effective talent               management strategy. By creating strategies that align with each               stage of the talent life cycle, companies can avoid many of the               challenges of attracting, recruiting, and retaining the best               talent available.               <p>                 Before we get too deep into the objectives of talent management,                 it’s important to define what, exactly, we’re talking about when                 we use the term.               </p>               <p>                 <strong>What Is Talent Management?</strong> According to{" "}                 <span>                   <a                     href={                       "https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management"                     }                     target="_blank"                   >                     McKinsey                   </a>                 </span>                 , there are five main components of talent management:               </p>               <ul>                 <li>                   <strong>                     Identifying, hiring, and retaining the right people.                   </strong>{" "}                   The productivity gap between high-performing employees and the                   rest is significant, with high-performing employees being “up                   to eight times more productive than others.”                 </li>                 <li>                   <strong>                     Empowering employees to learn, grow, and thrive within their                     role.{" "}                   </strong>                   Encouraging employees to develop their skill set not only                   empowers them, it also demonstrates that the organization                   values its employees and wants them to be successful.                 </li>                 <li>                   <strong>                     Providing meaningful incentives around employee performance                     and productivity.                   </strong>{" "}                   Incentivizing performance is far from a new concept, but not                   every organization understands how to motivate their employees                   in meaningful ways. By tracking the right metrics and helping                   employees understand what matters most, you can start building                   a culture that champions improvement.                 </li>                 <li>                   <strong>                     Understanding and optimizing the employee experience.                   </strong>{" "}                   It’s difficult to overstate the impact a positive employee                   experience—one where employees feel understood, valued, and                   supported—can have on an organization’s ability to retain                   their highest-performing talent.                 </li>                 <li>                   <strong>Optimizing workforce planning strategies</strong>{" "}                   Especially in tech, the most in-demand skills can quickly                   change, so companies shouldn’t be hesitant to adjust or                   refocus their strategy as an organization’s needs inevitably                   evolve over time.                 </li>               </ul>               As McKinsey notes, establishing a “talent-first culture” can help               virtually any company to “improve organizational performance and               potentially gain a competitive advantage.” (You can learn more               about this by reading the{" "}               <span>                 <a href="https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-talent-management">                   full article                 </a>               </span>               .)             </p>

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  <h1>What Are the Pillars of Talent Strategy?</h1>             <p>               A solid talent strategy stands on several key pillars, each               essential to building a strong and effective team:               <ol start="1" type="1">                 <li>                   <strong>Workforce Planning: </strong>Analyze your current                   workforce and predict future needs based on your business                   goals. Effective workforce planning includes understanding the                   skills required and planning how to acquire or develop them.                 </li>                 <li>                   <strong>Talent Acquisition:</strong> Attract the right talent                   to your organization by focusing on sourcing, recruiting, and                   hiring individuals who possess the necessary skills and align                   with your company culture.                 </li>                 <li>                   <strong>Employee Development:</strong> Invest in continuous                   development to keep your team engaged and growing, including                   training programs, mentorship, and opportunities for career                   advancement.                 </li>                 <li>                   <strong>Performance Management:</strong> Regularly assess and                   manage employee performance to keep everyone aligned with your                   business goals. Set clear expectations, provide feedback, and                   recognize achievements to drive continuous improvement.                 </li>                 <li>                   <strong>Retention and Succession Planning:</strong> Focus on                   retaining top talent and planning for future leadership needs.                   Create an environment where employees want to stay and grow,                   ensuring a smooth transition when leadership changes occur.                 </li>               </ol>               These pillars work together to create a talent strategy that               drives business success and supports long-term growth.             </p>             <h3>               What Is the Difference Between HR Strategy and Talent Strategy?             </h3>             <p>               HR and talent strategy serve distinct purposes within an               organization, yet they often overlap. HR strategy covers the               broader management of human resources, including compliance with               labor laws, managing benefits, handling payroll, and maintaining               workplace safety. The framework governs how your organization               manages its people on an operational level.             </p>             <p>               Talent strategy, on the other hand, takes a more focused approach.               It zeroes in on how your organization attracts, develops, and               retains the talent crucial for achieving business goals. While HR               strategy handles the day-to-day management of employees, talent               strategy is about building a workforce that aligns with your               company’s long-term vision and drives its success.             </p>             <p>               In short, HR strategy manages the "how" of employee relations and               operations, while talent strategy focuses on the "who" and               "why"—who you need on your team and why they are essential to your               company’s future.             </p>

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<h1>               Lorien: Providing Custom Human Capital Solutions to Meet Your               Needs             </h1>             <p>               The end-to-end process of talent management strategy development               might sound like a lot for one individual or department to keep               track of—yet each step plays a vital role in an organization’s               ability to meet its staffing challenges in the most efficient and               cost-effective ways. Fortunately, expert help is available! At               Lorien, we provide a variety of dynamic workforce solutions, all               developed to help tech companies find the talent they need, when               they need it.{" "}             </p>             <p>               Our workforce solutions experts are ready to collaborate with your               organization to enhance its talent acquisition and recruitment               capabilities with customizable and scalable workforce solutions               that can grow and evolve along with your business. Learn more               about all we offer by{" "}               <span>                 <a href="/us" target="_blank">                   visiting our website                 </a>               </span>               , or{" "}               <span>                 <a href="/us/contact-us" target="_blank">                   reaching out to us{" "}                 </a>               </span>               directly.             </p>

  <h1>               What Is the Purpose (and Benefits) of a Talent Management               Strategy?             </h1>             <p>               The primary role of a talent management strategy is to serve as a               well-rounded and effective framework for identifying talent needs,               attracting the right candidates, and empowering employees to               thrive. In other words, optimizing the talent management process               and strategy helps to ensure each stage of the talent management               life cycle is considered.             </p>             <p>               Over time, organizations can fine-tune and adjust their strategy               as needed. Taking this approach—rather than having to start from               scratch every time you have roles to fill—is much more               cost-effective and helps to ensure business continuity.             </p>

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<h2 class="ql-align-center">Our Insights | News, Events &amp; Case Studies</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

   <h1>What Are the Seven Steps of Talent Management?</h1>             <p>               A successful talent management strategy involves a series of               structured steps that guide the entire process from start to               finish. These talent management process steps are crucial for               building a workforce that is aligned with the company’s objectives               and capable of driving growth and innovation.             </p>             <ol start="1" type="1">               <li>                 <strong> Workforce Planning:</strong> The first step is                 understanding your current and future workforce needs. This                 involves analyzing your organization’s goals and determining the                 types of talent required to achieve them.               </li>                <li>                 <strong>Talent Acquisition: </strong>This step focuses on                 sourcing and attracting the right candidates. Using a targeted                 approach, you can identify individuals with the skills and                 potential to contribute to your company’s success.               </li>                <li>                 <strong>Recruitment and Selection: </strong> After identifying                 potential candidates, the next step is recruitment and                 selection. This involves evaluating applicants based on their                 skills, experience, and cultural fit, ensuring that you bring                 the best talent on board.               </li>                <li>                 <strong>Onboarding:</strong> Once new hires are selected,                 onboarding helps them integrate into the company. This step is                 critical for helping employees understand their roles, the                 company culture, and how they can contribute to the                 organization’s success.               </li>                <li>                 <strong>Learning and Development: </strong>Continuous                 development is key to keeping employees engaged and ensuring                 they remain competitive in their roles. This step involves                 offering training, mentoring, and career development                 opportunities.               </li>                <li>                 <strong> Performance Management:</strong> Monitoring and                 managing employee performance is essential for maintaining                 alignment with company goals. This step includes setting clear                 expectations, providing regular feedback, and recognizing                 achievements.               </li>                <li>                 <strong>Retention and Succession Planning:</strong> The final                 step focuses on retaining top talent and preparing for future                 leadership needs. This involves implementing strategies to keep                 employees engaged and committed, as well as planning for their                 long-term growth within the company.               </li>             </ol>             <p>               By following this talent management process step by step,               companies can build a robust talent management process model that               supports both immediate needs and long-term objectives. These               talent management process steps create a foundation for sustained               success in a competitive and rapidly changing industry.             </p>

<h1>               What Are the 6 Core Functions of a Talent Management Strategy?             </h1>             <p>               The best talent management systems are tailored to the needs of               the business and tend to include at least six core functions:               recruitment, orientation, engagement and motivation, learning and               development, retention, and offboarding and outreach. Let’s               briefly define each of these, and how each can impact an               organization’s overall talent management strategy.             </p>             <ul>               <li>                 <strong>Recruitment: </strong>The effectiveness of an                 organization's recruitment strategies greatly affects its                 ability to attract and retain great talent. Recruitment includes                 spreading awareness, promoting the company as an employer, and                 seeking out talent at job fairs or similar events. While tech                 recruiting can be challenging, working with a staffing partner                 like Lorien can have an invaluable impact.               </li>               <li>                 <strong>Onboarding/Orientation:</strong> Once a candidate                 accepts an offer, their onboarding and orientation process is                 meant to provide valuable information about the company as well                 as their specific role and responsibilities. This includes                 educating them about workplace expectations, employee benefits,                 and other practical matters.               </li>               <li>                 <strong>Engagement and Motivation: </strong>The onboarding and                 orientation process naturally leads to the next core function of                 talent management: engaging and motivating employees. No matter                 what industry they work in, people do their best work when they                 feel valued, respected, and included in the company culture.                 While it shouldn’t be your primary motivation, there’s also a                 direct correlation between employees’ happiness with their                 employer and their productivity.               </li>               <li>                 <strong>Learning and Development: </strong>Especially in dynamic                 industries like tech, it’s hard to overstate the importance of                 committing to employee development. There are plenty of                 statistics to support this connection, including the fact that a                 majority (86%) of professionals “said that they would change                 jobs if a new company offered them more opportunities for                 professional development,” as one study found.               </li>               <li>                 <strong>Retention:</strong> Replacing employees is expensive—so                 is leaving vacant positions unfilled. In fact, turnover costs                 U.S. businesses an estimated $1 trillion annually due to lost                 productivity and the disruption of operations. In many ways,                 reducing employee turnover is among the most significant                 benefits of having a solid talent management strategy in place.                 The keys to retention can be found in the previous points:                 finding the right people, engaging and motivating them, and                 committing to their growth.               </li>               <li>                 <strong>Offboarding and Outreach:</strong> Departing employees                 can be an invaluable resource for understanding the employee                 experience and where it could be improved in order to increase                 retention. Through exit interviews, companies that ask the right                 questions can uncover actionable insights that can enhance their                 ability to secure the best talent over time.               </li>             </ul>             <h1>               The Right Talent Is Out There. We’ll Help You Bring It Aboard.             </h1>             <p>               At Lorien, we have deep experience with navigating the distinct               <span>                 <a                   href="https://www.forbes.com/consent/ketch/?toURL=https://www.forbes.com/councils/forbestechcouncil/2024/01/22/why-its-difficult-to-hire-and-retain-quality-tech-talent/"                   target="_blank"                 >                   {""} challenges of talent acquisition and retention in tech,                 </a>               </span>{" "}               like the increasing demand for—and price of—high-quality tech               talent. We understand that every organization is unique, and we               are committed to helping companies find the right talent at the               right time. Whether you’re looking to fill roles on a permanent or               contingency basis, we can help you develop and implement the right               talent management strategy for your needs. Visit our website to               learn more about our solutions, or{" "}               <span>                 <a href="/us/contact-us">get in touch</a>               </span>{" "}               today to speak with one of our experts.             </p>

 <h1>What Are the Six Primary Talent Management Strategies?</h1>             <p>               While every organization’s talent management strategy should be               tailored to its specific needs and priorities, there are certain               strategies that talent management programs should include in one               form or another. The goal is to ensure that each stage of the               employee life cycle is optimized, organized, and consistent. Some               of these stage-based strategies include:               <ol start="1" type="1">                 <li>                   <strong>                     Understanding and Improving the Employee Experience:&nbsp;                   </strong>                   With so much competition for high-quality talent, the best                   candidates tend to have <em>plenty</em> of options to                   consider. Making yourself an attractive destination with a                   reputation for employee empowerment is a great way to remain                   competitive.                 </li>                  <li>                   <strong>Adopting a Flexible Mindset:</strong> In an industry                   as unpredictable and innovative as tech,                   &ldquo;traditional&rdquo; approaches to staffing and the                   employee experience aren&rsquo;t always going to cut it.                   Today&rsquo;s candidates have evolving preferences and ways of                   working that employers often must cater to if they want to                   attract the best talent. This might even include working with                   a workforce solution like those provided by{" "}                   <a href="https://www.lorienglobal.com/us">                     <span>Lorien</span>                   </a>                   &mdash;who can help with everything from talent strategy                   development to finding the perfect candidate for any opening.                   As it applies to talent management, a flexible mindset also                   means considering different types of workforce solutions, such                   as direct or statement of work (SOW) hires.&nbsp;                 </li>                 <li>                   <strong>Creating a Culture of Learning and Growth:</strong>{" "}                   Tech workers are just as aware as their employers should be of                   the importance of meaningful development opportunities.                   Companies should make learning and development a core                   component of their culture, empowering employees by                   encouraging and incentivizing them to grow their skillsets.                 </li>                 <li>                   <strong>Developing Clear Objectives:&nbsp;</strong>Creating a                   winning talent management strategy requires clear strategic                   objectives. This includes, among other things, thinking                   carefully about the organization&rsquo;s short- and long-term                   priorities and seeking out candidates with the optimal                   skillset.                 </li>                  <li>                   <strong>Managing Performance:</strong> Employers can&rsquo;t                   improve what they aren&rsquo;t measuring, so an effective                   performance review process&mdash;including meaningful                   follow-up&mdash;is an absolute must. Engaging in productive                   dialogue with employees to identify areas for growth and                   outline steps for improvement should be an empowering process.                   It&rsquo;s less about &ldquo;fixing&rdquo; an employee&rsquo;s                   shortcomings and more about showing them they are valued by                   setting them up for success.                 </li>                 <li>                   <strong>Career Pathing:&nbsp;</strong>Many tech employees                   leave companies because they feel stuck at their current level                   or in their present position. By providing clear career                   development paths and upskilling opportunities, employers can                   ensure that their best talent remains fully engaged (rather                   than complacent).                 </li>               </ol>             </p>

<h2>Our Delivery</h2><p>Our experts have real world experience and understand what is required to deliver immediate value and achieve results. We begin by conducting discovery sessions to analyse your project, identify your goals, define the scope, and establish key milestones. We work closely with you to understand the challenges you face, then provide the necessary capabilities to execute your projects successfully.&nbsp;</p><p>Our teams work collaboratively with yours to drive discovery, boost productivity, enhance delivery capability, and promote continuous learning.&nbsp;</p><p>&nbsp;</p><h2>Why choose us?</h2><p>A Statement of Work offers an alternative to conventional recruitment models. Instead of supplying resources on an hourly basis, a SOW provides fixed costs for achieving set milestones or deliverables. Our Project Delivery team manages the process with expert PMO governance, implementing tracking and constant evaluation to ensure the outcome meets the objectives.</p><p>&nbsp;</p>

<h1>Statement of Work (SOW) / Managed Services Delivery</h1><p>&nbsp;</p><p><em><strong>Technology is changing the world. We help deliver that change.</strong></em></p><p>In a rapidly evolving, technology-driven world, digital transformation has become vital for businesses to stay relevant. We empower our clients to embrace agility, bridge capability gaps, and build better businesses, by combining local insights with deep tech expertise in key areas such as Cloud, Data, Cyber Security, AI, Software, and more.&nbsp;</p><p>Led by industry experts, we combine deep tech sector knowledge with advanced analytics and years of experience in specialist project and programme delivery to solve critical business challenges. This solution is managed by the technology specialism within <strong>Impellam Project Services</strong>.&nbsp;</p>

<h2>What is a Statement of Work?</h2><p>A Statement of Works agreement is a contract that captures the details of the services that we will deliver. It typically outlines the work that needs to be completed, or the scope of work being delivered, project milestones, timelines, work locations, and payment terms. By offering meaningful metrics and strategic reporting on a weekly, monthly, and quarterly basis, we supply you with concrete data and insights into our team&rsquo;s performance. We prioritise setting up the right framework from the outset of any project to ensure that our clients&rsquo; expectations are clearly understood and met.</p>

<h2>What are the benefits to a Statement of Work solution?</h2><details><summary><strong>Transparency</strong></summary><p>At the beginning of our service, we set realistic timeframes that deliver you the best results in the shortest timeframe. Our service is a collaborative journey. We promote visibility and control through weekly and monthly operational meetings, business reviews, progress updates and project performance reports.</p></details><details><summary><strong>Efficiency</strong></summary><p>Partnering with us allows you to refocus on core operations and business goals, reducing labour costs and boosting profitability.</p></details><details><summary><strong>Governance</strong></summary><p>Our team deliver solutions in accordance with a robust governance framework, supported by our expert Account Directors and Project Services teams.</p></details><details><summary><strong>Reduced Risk</strong></summary><p>We understand the importance of maintaining a fluid workflow, whilst allowing for agility, accountability, and risk management. Partnering with us allows you to transfer many of the risks involved in delivering complex, business-critical projects.</p></details><details><summary><strong>Expertise</strong></summary><p>We have been at the forefront of technology for over 45 years, so we understand today&rsquo;s business challenges. Our experts are highly skilled and vetted, empowered by our ethos of virtuosity, best in class training and a culture of continuous improvement. Our team are passionate about delivering change and driving for results.</p></details><details><summary><strong>Management</strong></summary><p>Our team are passionate about delivering change and driving for results, we ensure your project is managed end-to-end.</p></details>

 <h1>Steps in talent development</h1>             <p>               <ul>                 <li>                   <strong> Workforce Planning and Analysis:</strong>The first                   step in the talent management process involves assessing the                   current workforce and identifying future talent needs based on                   the organization’s strategic goals. Companies analyze their                   current capabilities, identify gaps, and plan for future                   staffing requirements. This proactive approach ensures that                   the right talent is available at the right time to support the                   organization’s growth and innovation.                 </li>                  <li>                   <strong>Talent Acquisition and Recruitment:</strong> Once the                   workforce needs are identified, the organization moves on to                   attracting and recruiting the right talent. This step involves                   sourcing candidates, evaluating their fit with the company                   culture, and selecting those who possess the necessary skills                   and experience. Effective recruitment strategies, such as                   leveraging technology and employee referrals, play a crucial                   role in securing top talent.                 </li>                  <li>                   <strong>Onboarding and Integration:</strong> After hiring, the                   focus shifts to onboarding and integrating new employees into                   the organization. A well-structured onboarding process helps                   new hires acclimate to the company’s culture, understand their                   roles, and build relationships with their colleagues. This                   step is critical in setting the stage for long-term employee                   engagement and productivity.                 </li>                  <li>                   <strong>Learning and Development: </strong> Continuous                   development is a cornerstone of a successful talent management                   strategy. Organizations invest in training programs,                   leadership development, and upskilling initiatives to help                   employees grow in their roles. By fostering a culture of                   learning, companies ensure that their workforce remains agile,                   competitive, and equipped to meet future challenges.                 </li>                  <li>                   <strong>Performance Management:</strong> Regularly assessing                   and managing employee performance is essential for aligning                   individual contributions with organizational goals.                   Performance management includes setting clear expectations,                   providing feedback, and recognizing achievements. This step                   helps maintain high levels of engagement and productivity                   while identifying areas for improvement.                 </li>                  <li>                   <strong> Succession Planning and Career Development:</strong>{" "}                   Preparing for future leadership needs and providing employees                   with clear career paths are vital for long-term success.                   Succession planning involves identifying and developing                   internal talent to fill key roles, while career development                   focuses on helping employees advance within the organization.                   This ensures business continuity and reduces the risk of                   talent shortages in critical areas.                 </li>                  <li>                   <strong>Retention and Engagement:</strong> Retaining top                   talent is as important as attracting it. Organizations foster                   retention by creating a positive work environment, offering                   competitive compensation, and providing opportunities for                   career growth. Engaged employees are more likely to stay with                   the company, contribute to its success, and act as advocates                   for the organization.                 </li>                 <li>                   <strong>Offboarding and Transition:</strong> The talent                   management process also includes offboarding employees who are                   leaving the organization. A structured offboarding process                   ensures a smooth transition, captures valuable feedback, and                   maintains positive relationships with departing employees.                   This step can also provide insights into potential areas for                   improvement in the overall talent management strategy.                 </li>               </ul>             </p>

 <h1>What Are the Steps in the Talent Management Life Cycle?</h1>             <p>               Depending on their chosen approach and specific needs, an               organization’s talent management lifecycle may consist of anywhere               from a handful of steps to nearly a dozen (or more) different               activities. At a minimum, virtually every organization’s talent               lifecycle addresses at least five key focus areas, including…               <ul>                 <li>                   Recruitment: Identifying and attracting the right talent at                   the right time.                 </li>                 <li>                   Onboarding: Getting new hires up to speed and acclimated to                   the work environment.                 </li>                 <li>                   Engagement: Demonstrating that employees are valued, through                   developing an inclusive workplace culture, recognizing                   individual contributions, and ensuring that new hires feel                   welcome and supported.                 </li>                 <li>                   Learning and Development: Providing opportunities for                   employees to grow their skill set through learning and                   development initiatives.                 </li>                  <li>                   Offboarding: Gaining valuable insights into the employee                   experience through meaningful exit interviews and efficient                   offboarding processes.                 </li>               </ul>               As noted earlier, these routine activities are not always as               simple or straightforward as they seem, especially for tech               companies. And this is precisely how partnering with Lorien can               strengthen your organization and help you compete for (and secure)               the best talent on the market. Our workforce and recruitment               solutions can be tailored to meet your needs, so you can spend               less time recruiting and more time innovating.             </p>

<h1>What Are the Steps of the Talent Management Life Cycle?</h1>             <p>               While every organization’s talent management strategy should be               tailored to its specific needs and priorities, there are certain               strategies that talent management programs should include in one               form or another. The goal is to ensure that each stage of the               employee life cycle is optimized, organized, and consistent. Some               of these stage-based strategies include:               <ol start="1" type="1">                 <li>                   <strong>Recruitment:</strong> Evaluating organizational needs                   and working to identify and attract the best talent available.                 </li>                 <li>                   <strong>Orientation:</strong> Setting new employees up for                   success, including acclimating them to the company culture and                   work environment.                 </li>                 <li>                   <strong>Engagement:</strong> Making sure new hires feel                   welcome and valued by creating an inclusive and supportive                   workplace and recognizing individual contributions.                 </li>                 <li>                   <strong> Learning & Development:</strong> Investing in the                   organization’s best asset—its talent—by providing meaningful                   opportunities to grow their skill set and/or advance their                   career.                 </li>                  <li>                   <strong> Retention: </strong>Reducing employee turnover                   through the entire process.                 </li>                 <li>                   <strong>Offboarding & Outreach:</strong> Ensuring that when an                   employee leaves the organization, it’s on the best terms                   possible—and leadership understands their motivations or                   reasons for leaving.                 </li>               </ol>               While these phases may overlap or occur out of order in some               cases, it’s important to develop individual strategies for each.               This ensures that there are no blind spots in the strategy or weak               points within the employee lifecycle. Let’s take a closer look at               each of these six core functions.             </p>

   <h1>Talent Management Strategy</h1>             <p>               A company’s ability to attract high-quality talent can be one of               its biggest indicators of success. Learn what it takes to build a               winning talent management strategy.             </p>

 <h1>Why Is Talent Management So Important?</h1>             <p>               The importance of talent management in the workplace essentially               comes down to its beneficial impact(s) on an organization’s               productivity and culture. The right talent management strategy can               positively impact an organization on multiple fronts, with its key               benefits including the ability to:             </p>             <ul>               <li>                 Improve business performance and outcomes. When the right people                 are in the right roles, it makes success much, much easier to                 come by. By carefully considering the approach to talent                 management and putting a talent management framework in place,                 organizations can put themselves in the best possible position                 to succeed.               </li>               <li>                 Reduce costs. Not only is great tech talent costly and                 frequently difficult to attract and retain, there is also a                 major (negative) cost impact that comes from unfilled positions.                 When crucial positions go unfilled, it hinders innovation and                 productivity. Replacing departed talent is expensive, too,                 underscoring the importance of underscoring the importance of                 recruiting and securing the best talent available.               </li>               <li>                 Empower employees. Most modern business leaders understand the                 importance of employee experience within their organizations,                 including its impact on their ability to attract and retain                 talent. While some employee churn is inevitable, effective                 talent management strategies help to make employees feel                 understood and valued—leading to increased productivity and                 loyalty over time.               </li>               <li>                 Unlock competitive growth. One of the biggest competitive                 differentiators among today’s employers is their ability to                 attract and retain the best talent on the market. When the right                 talent is in place, teamwork, collaboration, and innovation also                 tend to improve. Finally, implementing a comprehensive talent                 management strategy helps companies find the right talent                 without up-ending their budgets.               </li>             </ul>

 <h1>               Talent Management in Tech: What Are the Biggest Challenges to               Overcome?             </h1>             <p>               Within virtually every modern industry, effective talent               management can make or break an organization’s ability to innovate               and succeed within a competitive marketplace. There are often               significant challenges to overcome, underscoring the importance of               a well-designed talent management strategy. Some of the top talent               management challenges facing these companies include:             </p>             <p>               <h4>                 Challenge #1: The Increasing Demand for (and Price of) Talent               </h4>               <p>                 Especially since the COVID-19 pandemic redefined many aspects of                 how many people live and work, &ldquo;IT has risen in prominence                 as an engine for business sustainability and growth across all                 industries,&rdquo; according to{" "}                 <a href="http://cio.com">                   <span>CIO.com</span>                 </a>                 .&nbsp;               </p>                <p>                 As such, there is increased competition for a limited number of                 highly-qualified candidates for any given role, as the demand                 for tech-aligned talent has increased &ldquo;by 50% to 60% in                 the last two years.&rdquo; In response, many executives and                 decision-makers are increasingly open to outsourcing and other                 non-traditional staffing avenues.               </p>               <h4>Challenge #2: Finding the Right Skills and Talent</h4>               <p>                 Another major barrier facing modern companies (and their IT                 departments) is a widespread{" "}                 <a href="https://www.impellam.com/insights/lack-of-technical-expertise-has-fuelled-skills-shortage">                   <span>lack of technical expertise</span>                 </a>                 &mdash;responsible for roughly one-third of current vacancies in                 tech. This isn&rsquo;t a brand new concern; instead, the                 &ldquo;skills shortage&rdquo; has been developing over the                 course of the last two decades.&nbsp;               </p>                <p>                 And it&rsquo;s not just an inconvenience for employers;                 it&rsquo;s a strategic riddle in need of a solution, one                 that&rsquo;s causing organizations to leave positions open                 despite a pressing need to fill them. According to{" "}                 <a href="https://www.forbes.com/sites/forbestechcouncil/2024/03/19/expect-to-see-these-technical-skills-gaps-in-the-next-year/">                   <span>Forbes</span>                 </a>                 , these gaps are expected to persist, with the National                 Institute of Standards and Technology (NIST) estimating that                 there&rsquo;s a current shortage of over 3 million cybersecurity                 professionals.&nbsp;               </p>                <h4>Challenge #3: Increased Competition for Limited Talent</h4>               <p>                 Identifying potential candidates for open positions is just the                 start of the battle. When you have an increasing demand for                 talent, paired with increasing skills shortages, you wind up                 with a real challenge. High-quality candidates are simply in too                 high demand.&nbsp;               </p>               <p>                 Talent is also expensive and{" "}                 <a href="https://www.cbre.com/insights/books/scoring-tech-talent-2023/how-is-tech-talent-quality-vs-cost-measured">                   <span>its quality can be tricky to evaluate</span>                 </a>                 , especially in industries like tech. Some of the leading skills                 shortages facing the industry today relate to areas like                 generative AI, cybersecurity and data privacy, and cloud                 computing.               </p>               <h4>Challenge #4: A Poor Employee Experience</h4>               <p>                 Another reason it&rsquo;s hard to find great tech talent is that                 there&rsquo;s a{" "}                 <a href="https://www.prnewswire.com/news-releases/tech-worker-dissatisfaction-foreshadows-brain-drain-for-employers-302139745.html">                   <span>growing dissatisfaction among tech workers</span>                 </a>                 ; recent data indicates that a majority&mdash;between 85% and                 90%&mdash;of North America&rsquo;s current tech talent pool is                 actively seeking new opportunities. This, of course, isn&rsquo;t                 just a &ldquo;tech industry&rdquo; problem; it impacts a wide                 range of industries.               </p>               <p>                 These workers&rsquo; reasons for moving on from their current                 company include not just the desire for a different career but                 also &ldquo;dissatisfaction with current employers&rdquo; and                 &ldquo;preferred ways of working.&rdquo; The better an employer                 understands what their employees want or expect, the better                 position they&rsquo;ll be in to retain quality talent once                 acquired.&nbsp;               </p>                <p>                 What do today&rsquo;s workers <em>really</em> want? Career                 advancement, flexible work environments, and meaningful learning                 and development opportunities top the list.               </p>                <h4>Challenge #5: Inefficient Hiring and Onboarding Processes</h4>               <p>                 For all too many organizations, lengthy recruiting and hiring                 practices work against them in the fight for quality talent.                 It&rsquo;s a tricky situation, since talent is in-demand and yet                 finding the <em>right</em> candidate isn&rsquo;t often an                 efficient process. Logistically, this causes problems for both                 recruiters (who may miss out on the best candidates) and                 candidates looking for work. If hiring teams can&rsquo;t find                 better ways to identify, recruit, and hire new talent, they risk                 missing out and losing great candidates to competing                 organizations.               </p>                <p>                 Another problem associated with long hiring and onboarding                 processes is that the most in-demand technical skills seem to be                 in a constant state of flux. In extreme cases, the very skills                 that companies were looking for weeks or months ago can become                 obsolete by the time new talent is fully onboarded. Gartner                 research actually found that over half (58%) of the tech                 workforce will need to{" "}                 <a href="https://www.gartner.com/en/newsroom/press-releases/2021-02-03-gartner-hr-research-finds-fifty-eight-percent-of-the-workforce-will-need-new-skill-sets-to-do-their-jobs-successfully">                   <span>develop new skills</span>                 </a>{" "}                 in order to perform their responsibilities.               </p>                <p>                 This is precisely why many companies opt to partner with a{" "}                 <a href="https://www.lorienglobal.com/us">                   <span>staffing or recruiting agency</span>                 </a>                 . But we&rsquo;re getting ahead of ourselves. What is the                 typical talent management, and what are the challenges companies                 face when trying to attract and retain high-quality talent? In                 this article, our ultimate guide to talent management strategy                 development, we&rsquo;ll answer these questions and more.&nbsp;               </p>             </p>

 <h1>Talent Management Process </h1>             <p>               Discover effective talent management strategies for tech               companies, from recruitment to specialized services, that drive               growth and success.             </p>

  <h1>Talent Management Process</h1>             <p>               Building a strong team is critical for any tech company aiming to               stay competitive. A well-executed talent management strategy plays               a vital role in attracting, developing, and retaining the right               talent to drive your business forward. But where do you start?               What is the process of talent management that leads to success? In               this article, we’ll explore key examples of talent management               solutions that can help your company thrive, from recruitment to               specialized services that align with your strategic goals.             </p>             <h2>What Is Talent Management and Its Benefits?</h2>             <p>               Talent management is the strategic process of attracting,               developing, and retaining the right talent to meet a company’s               goals. In the tech industry, where competition for top talent is               fierce, managing talent effectively is crucial. This process               involves more than filling positions—it’s about fostering an               environment where employees can grow, innovate, and contribute to               the company’s success.             </p>             <p>               The benefits of talent management are clear. Companies that invest               in their people see higher engagement, reduced turnover, and a               more agile workforce. In fact, 72% of organizations believe they               can drive higher company performance if they have the right talent               management strategies in place. By focusing on talent management,               tech companies can build a team that is capable of driving               innovation and adapting to industry changes. This approach can               improve performance and create a workplace that attracts and               retains high-caliber professionals, ultimately leading to               long-term success.             </p>             <p>               You don’t have to do it alone. Lorien’s talent management               solutions are designed to help tech companies stay ahead in this               competitive landscape. By partnering with Lorien, you can ensure               that your organization not only finds the best talent but also               develops and retains them, fostering an environment where your               team can thrive and drive your company’s success. Whether you need               permanent hires or flexible workforce solutions, Lorien’s tailored               approach will support your talent management goals and help you               build a winning team.             </p>             <h3>What Is the Key Point of Talent Management?</h3>             <p>               While there can be many objectives of talent management, the key               point is to align the company’s human resources with its strategic               goals. In other words, it’s about ensuring that the right people               are in the right roles and equipped with the right skills to               achieve the organization’s long-term objectives. This alignment               not only supports current business needs but also positions the               company for future growth and success. By strategically managing               talent, companies can optimize their workforce, drive innovation,               and maintain a strong competitive edge in the tech industry.             </p>

  <h1>Talent Management Strategy</h1>             <p>               A company’s ability to attract high-quality talent can be one of               its biggest indicators of success. Learn what it takes to build a               winning talent management strategy.             </p>

 <h1>Talent Management Strategy Examples </h1>             <p>             Discover how to build a talent management strategy that aligns with your tech company’s goals, driving growth, innovation, and long-term success.             </p>

  <h1>Talent Management Strategy Go-To Steps</h1>             <p>               In today’s tech-driven world, your company’s success relies               heavily on how you manage your most valuable resource: your               people. A well-defined talent management strategy is key to               building a workforce that is skilled and fully aligned to your               business objectives. This strategy serves as a blueprint for               attracting, developing, and retaining talent that can propel your               company forward.             </p>             <p>               Effective talent management involves more than just filling open               positions. It’s about understanding the unique strengths and               potential within your team and creating an environment where they               can thrive. By focusing on both the present needs and future               growth of your workforce, you can cultivate a culture of               continuous improvement and innovation. Partnering with experts               like Lorien can enhance your talent management efforts by               providing access to specialized talent pools and industry insights               that align with your unique needs.             </p>             <p>               In this blog, we’ll explore the core components of a successful               talent management strategy, tailored specifically for the tech               industry. Whether you’re navigating rapid growth or facing the               challenges of a competitive talent market, the right strategy will               help you harness the full potential of your team and drive               long-term success.{" "}             </p>             <p>               Let’s dive into the fundamental principles that can shape your               approach to talent management and help your company achieve its               goals.             </p>

 <h1>Talent Strategy Framework </h1>             <p>               Learn how to build a talent strategy framework that aligns your               tech workforce with business goals, driving growth and long-term               success             </p>

  <h1>Talent Strategy Framework</h1>             <p>               Building a successful tech program requires more than innovative               ideas and cutting-edge technology—it requires the right people in               the right roles working towards a common goal. That’s where a               solid talent management strategy comes into play. This framework               is the foundation that guides how your organization attracts,               develops, and retains talent, ensuring that your workforce is               aligned with your business objectives and capable of driving               long-term growth.             </p>             <p>               But what exactly does a talent strategy framework involve, and how               do you create one that truly supports your company’s vision? In               this article, we’ll explore the key components of an effective               framework, discuss how it differs from general HR practices, and               provide insights into how you can customize the framework to meet               your specific needs. Whether you’re a startup looking to scale               quickly, or an established firm aiming to maintain your               competitive edge, a well-crafted talent strategy framework is               essential for building and sustaining a high-performing team.               Let’s dive into what makes this strategy so crucial and how you               can start building one today.             </p>             <h2>What Is a Talent Management Framework?</h2>             <p>               A talent management framework is a structured approach that               outlines how an organization will attract, develop, and retain its               workforce to meet business objectives. It serves as a blueprint,               guiding all talent-related activities and ensuring they align with               the company’s long-term goals. In the fast-moving tech industry,               where the competition for skilled professionals is intense, having               a well-defined framework is essential for maintaining a strong,               capable team.             </p>             <p>               Talent management framework examples vary depending on the needs               and priorities of the business. A common framework might include               workforce planning, talent acquisition, employee development,               performance management, and succession planning. Each component               plays a critical role in building a workforce that is engaged,               motivated, and aligned with the company’s mission.             </p>             <p>               For instance, a talent management framework example might focus               heavily on continuous learning and development, ensuring that               employees keep their skills up-to-date in a rapidly evolving               field. Another example might prioritize succession planning,               preparing the next generation of leaders to step into key roles as               the company grows.             </p>             <p>               These frameworks are more than just guidelines—they’re strategic               tools that help you build and maintain a workforce capable of               driving your business forward. Using a tailored talent management               framework, you can create a cohesive strategy that supports your               company’s unique goals and ensures long-term success.{" "}             </p>             <h2>               What Are Talent Strategies? What Is a Talent Strategy Framework?             </h2>             <p>               Talent strategies and talent strategy frameworks are the               comprehensive plans that support your talent management framework.               Ultimately, your strategies will determine how your company               attracts, develops, and retains the talent needed to achieve its               business goals. These strategies align your workforce with               long-term goals, helping you build a team that supports both               current needs and future growth.             </p>             <p>               Creating talent strategies involves identifying the skills your               organization needs, developing programs to grow those skills               internally, and retaining top talent. By focusing on what drives               your business forward, a talent strategy acts as a roadmap to               build and sustain a workforce that’s capable, motivated, and               aligned with your company’s vision.             </p>

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<h1>About Us</h1><p>We are Lorien, a technology, transformation, and digital talent company, powered by Impellam Group, a connected group providing global workforce and specialist recruitment solutions.&nbsp;&nbsp;</p><p>We combine tech expertise with the scope, depth and breadth of large-scale talent organizations. Driven by both clients and candidates, covering the US and Europe, we work with all sectors, sizes and tech needs&mdash;from start-ups to established tech companies and those who use tech to propel them further.&nbsp;</p><p>&nbsp;Our unique position in the market means we have the insight to create tailored solutions, keeping our clients ahead of the curve and giving them complete agility. From one-off placements to scalable enterprise solutions, executive search to next-generation tech skills, time-sensitive projects to ongoing digital journeys&mdash;we flex to fit the requirement.</p>

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<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h1>Business Solutions</h1><p>Our business solutions are shaped to meet your needs and goals, with the agility to adapt as you grow. Covering all technology verticals, from entry-level to c-suite, with solutions from one-off hires to full enterprise models, we specialize in bringing expert talent solutions across the full digital spectrum.</p>

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<h3>Send Us Your CV/Resume</h3><p><span style="background-color: rgb(255, 255, 255); color: rgb(43, 42, 41);">As a fast-growing business, we have some big opportunities for the year ahead &ndash; will you join our journey?</span></p>

<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Do you have any questions? </span><span class="NormalTextRun SCXW216223936 BCX0">Don't</span><span class="NormalTextRun SCXW216223936 BCX0"> hesitate to contact our Lorien Contractor</span> <span class="NormalTextRun SCXW216223936 BCX0">Team </span><span class="NormalTextRun SCXW216223936 BCX0">for quick </span><span class="NormalTextRun CommentStart SCXW216223936 BCX0">answers</span><span class="NormalTextRun SCXW216223936 BCX0">!&nbsp;</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to </span><span class="NormalTextRun SCXW216223936 BCX0">help</span><span class="NormalTextRun SCXW216223936 BCX0"> you</span> <span class="NormalTextRun SCXW216223936 BCX0">through</span><span class="NormalTextRun SCXW216223936 BCX0"> your journey with</span><span class="NormalTextRun SCXW216223936 BCX0"> Lorien</span><span class="NormalTextRun SCXW216223936 BCX0">.</span><span class="NormalTextRun SCXW216223936 BCX0"> No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p><p class="Paragraph SCXW216223936 BCX0">&nbsp;</p></div><div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><strong><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Contractor </span><span class="NormalTextRun SCXW135433514 BCX0">B</span><span class="NormalTextRun SCXW135433514 BCX0">enefits</span></span> </strong></h5><h5 class="Paragraph SCXW135433514 BCX0" style="text-align: left;"><sup><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Benefits offered by Lorien </span><span class="NormalTextRun SCXW135433514 BCX0">m</span><span class="NormalTextRun SCXW135433514 BCX0">ay</span> <span class="NormalTextRun SCXW135433514 BCX0">include</span><span class="NormalTextRun SCXW135433514 BCX0">: </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></sup></h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Integrated prescription benefits with your medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Two standalone PPO dental plans (</span><span class="NormalTextRun SCXW135433514 BCX0">o</span><span class="NormalTextRun SCXW135433514 BCX0">ne plan includes orthodontic benefits for adults) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Savings&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">p</span><span class="NormalTextRun SCXW135433514 BCX0">rograms: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</span></span></p></li></ul><ul><li class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Direct deposit (weekly payroll) </span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span>&nbsp;</li></ul><p>&nbsp;</p></div><h2><sub>Our hotlines are:</sub></h2>

<h4><strong><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}"><span class="TextRun SCXW64043463 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW64043463 BCX0">Professional Referrals</span></span><span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></span></strong></h4><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">At Lorien, we believe in the power of professional connections to fuel our industry's future. </span><span class="NormalTextRun SCXW175820273 BCX0">That's</span><span class="NormalTextRun SCXW175820273 BCX0"> why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names—</span><span class="NormalTextRun SCXW175820273 BCX0">they're</span><span class="NormalTextRun SCXW175820273 BCX0"> seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">When a contractor refers a candidate to us, </span><span class="NormalTextRun SCXW175820273 BCX0">it's</span><span class="NormalTextRun SCXW175820273 BCX0"> a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent. </span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients.</span><span class="NormalTextRun SCXW175820273 BCX0"> Please speak to your recruiting contact to discuss our referral bonus</span><span class="NormalTextRun SCXW175820273 BCX0"> program in greater detail.</span></span></p></div><p><strong>For all other questions, please complete our form or reach out to us at 954.433.4100</strong></p>

What are the benefits to Executive Search?

<h2>The Lorien Pulse: Latest News, Events &amp; Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business.</p><p>Explore our latest collection of case studies, news, events, and insights</p>

<h1>We are the house of global tech recruitment</h1><p>Lorien is a digital, transformation, and technology recruitment specialist. We work with clients of all sectors, sizes, and tech needs&ndash;from digital giants to tech-enabled businesses&ndash;to attract and retain top talent around the world. Through our network of specialists, we combine deep tech sector expertise with the scope, depth, and breadth of large-scale talent solutions, giving our clients the confidence and the agility to compete in the digital age.</p>

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<h2>Want to be featured as an Employer?</h2><p>At Lorien, we support world-leading organizations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Lorien. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.</p>

<h2>Specialist Markets</h2><p>As the house of global tech and transformation recruitment, we specialise in bringing talent solutions across the full digital spectrum to life. Each one of our solutions is built to the specific needs of our clients, with great variety in size, shape, and scale of design, but with a unifying core of deep tech sector expertise.</p><p>This gives our clients the unique advantage of tech specialism at scale. Naturally, our background means that we cover all digital skillsets, but there are specific sub-sectors where we provide even deeper levels of insight&ndash;often in the places where skills are niche, rare, competitive, or just developing.</p><p>We call these our Specialist Markets.</p>

<h1>Unlock Your Potential.</h1><p>The technology industry is constantly evolving. Every day brings new breakthroughs &ndash; and you could be at the forefront of this progress. Each year, we help thousands of people find rewarding jobs in the ever-changing world of work.</p>

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<h1>Job Search</h1><p>Discover more of the industry&rsquo;s most exciting careers below.</p>

<h1>Meet the Team</h1><p>We have over 270 talented, ambitious, innovative, and determined people working for us across our US, UK, Ireland, and Germany offices. You can find us in the US in Atlanta, Boston, Chicago, Denver, Fairfax, Pembroke Pines, and Seattle. As an equal opportunities employer, we value and encourage diversity within our business.</p>

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What are the benefits to Managed Service Provider (MSP) &amp; Contingent Workforce Solutions (CWS)?

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<h2>The Lorien Pulse: Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights.</p>

What are the benefits to Specialist Markets?

What are the benefits to Services Procurement Management?

What are the benefits to Statement of Work (SOW) / Managed Services Delivery?

  <h1>What is a talent management strategy?</h1>             <p>               A talent management strategy is a blueprint that guides               organizations in how they attract, develop, and retain the talent               needed to meet their business objectives. This strategy connects               the goals of the company with its workforce, creating a path that               drives growth, innovation, and long-term success. Rather than just               filling roles as they arise, a solid talent management strategy               takes a proactive approach to managing talent across the entire               employee lifecycle.             </p>             <p>               When companies start developing a talent management strategy, they               typically begin by analyzing their current workforce to identify               any gaps in skills or capabilities. This analysis helps clarify               what kind of talent is necessary to achieve specific talent               management strategic objectives. From there, they design a talent               management strategy framework that outlines key initiatives, like               those listed above.             </p>             <p>               Beyond these core functions, a robust talent management strategy               also emphasizes creating a workplace culture that resonates with               workers. By cultivating an environment where people feel valued               and have clear opportunities for advancement, organizations can               attract and retain the best talent, turning their workforce into a               competitive advantage.             </p>             <p>               A talent management strategy is about more than just filling               seats. It’s about shaping a workforce that’s capable, motivated,               and aligned with your company’s vision for the future. A               thoughtful talent management strategy plan can be a powerful tool               for driving both immediate results and sustainable success.             </p>

<h1>               What Is a Talent Management Strategy, and Why Do You Need One?             </h1>             <p>               An organization’s talent management strategy outlines its approach               to the employee lifecycle—including attracting and recruiting               talent, onboarding and developing employees, and even optimizing               offboarding practices through automation. But do you really need               one? Next, let’s explore a few of the key advantages.             </p>              <ul>               <li>                 <strong>                   Improve Business Performance and Outcomes:&nbsp;                 </strong>                 For many companies, the ability to develop and implement an                 effective talent management strategy has a direct impact on                 business performance and outcomes. One{" "}                 <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/winning-with-your-talent-management-strategy">                   <span>McKinsey</span>                 </a>{" "}                 survey actually found that & 99 percent of respondents who                 reported their company's talent management was very effective                 said they outperform their competitors, compared with 56 percent                 of all other respondents."               </li>                <li>                 <strong>Reduce Costs:&nbsp;</strong>Not only does employee                 turnover hinder a company's ability to innovate, compete, and                 grow&mdash;it also costs the company a lot of money. According                 to{" "}                 <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx">                   <span>Gallup's</span>                 </a>{" "}                 conservative estimate, the cost to replace an employee & can                 range from one-half to two times the employee's annual salary.                 By contrast, upskilling and developing existing talent is                 typically a much more cost-effective approach. Companies are                 also starting to understand the true costs of <em>not</em>{" "}                 filling roles within the organization, further underscoring the                 importance of effective talent management strategies.               </li>                <li>                 <strong>Empower Employees:</strong> When companies aren&rsquo;t                 able to reliably attract and retain high-quality talent, it                 doesn&rsquo;t just hurt the organization. It also impacts the                 morale of otherwise loyal employees, potentially driving them                 away from the company. This is especially problematic when top                 talent goes elsewhere; as{" "}                 <a href="https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx">                   <span>Gallup</span>                 </a>{" "}                 puts it, &ldquo;Losing your best people means losing your                 reliable winners, your constant innovators and your most                 effective problem-solvers.&rdquo;&nbsp;               </li>                <li>                 <strong>Unlock Competitive Growth:&nbsp;</strong>Within the tech                 industry, the ability to find great talent is increasingly                 viewed as a competitive differentiator separating the best from                 the rest&mdash;especially when an organization understands the                 candidate journey and the importance of filling crucial roles                 and retaining key talent. The revolving-door effect of employee                 turnover holds organizations back from a productivity and                 innovation standpoint. And since tech workers are in such high                 demand, employees often demonstrate less loyalty than in years                 past. Today&rsquo;s employers are competing for talent like                 never before, and those with the best talent management                 strategies are in the best position to find&mdash;and                 hire&mdash;the best candidates.               </li>             </ul>             <p>               All too often, organizations struggle to overcome key talent               management challenges, which puts them in a difficult position               where the available talent never quite matches the needs of the               business. Left unaddressed, excessive employee turnover erodes               employee morale, making it even harder to attract and retain               talent over time.             </p>             <p>               The importance of a talent management strategy is difficult to               overstate, especially for larger organizations or those with               complex staffing needs. A well-rounded talent management strategy               brings about many benefits, many related to an increased ability               to attract and retain high-quality talent that meets the needs of               the organization. Other benefits include the ability to:             </p>             <ul>               <li>                 Identify and attract in-demand talent through a strong                 brand/reputation.               </li>               <li>                 Develop a more streamlined and agile talent pipeline that                 prevents or minimizes staffing-related disruptions or delays.               </li>               <li>                 Increase efficiency and effectiveness throughout the                 organization, leading to greater productivity and growth.               </li>               <li>                 Reduce costs related to attracting, recruiting, and onboarding                 new talent by slowing down the revolving door of hiring and                 attrition.               </li>               <li>                 Enhance the capacity for innovation by building strong, diverse                 teams with the exact skills needed for any given role.               </li>             </ul>             <p>               Just having a talent management strategy isn’t always enough to               guarantee positive results—especially within the ever-growing and               ever-evolving tech industry, where roles are constantly being               redefined as strategic priorities shift. Next, let’s look at some               of the unique challenges in finding high-quality tech talent.             </p>

   <h1>What is the purpose and benefits of talent management?</h1>             <p>               Talent management serves as the backbone of an organization's               ability to attract, develop, and retain top-tier talent. At its               core, talent management is about more than filling positions—it’s               about creating a strategic framework that aligns human capital               with business goals. The importance of talent management lies in               its ability to drive organizational success by ensuring that the               right people are in the right roles at the right time.             </p>             <p>               A well-executed talent management strategy offers numerous               benefits, including:             </p>             <ul>               <li>                 <strong>Enhanced Organizational Performance:</strong> Companies                 with effective talent management practices often see improved                 business outcomes, as they can better leverage their human                 resources to meet strategic goals. McKinsey research shows that                 companies with strong talent management are more likely to                 outperform their competitors.               </li>               <li>                 <strong>Reduced Costs:</strong> Effective talent management                 reduces the high costs associated with turnover and unfilled                 positions. By investing in employee development and retention,                 organizations can decrease the frequency and impact of turnover,                 leading to significant cost savings.               </li>               <li>                 <strong>Increased Employee Engagement and Retention:</strong>{" "}                 When employees feel valued and see opportunities for growth                 within an organization, they are more likely to stay. Talent                 management fosters a culture of continuous improvement and                 development, which is crucial for retaining top talent.               </li>               <li>                 <strong>Competitive Advantage:</strong> In today’s competitive                 market, having a strong talent management strategy is a                 differentiator. Organizations that excel in this area are better                 equipped to attract and retain high-quality talent, giving them                 a competitive edge.               </li>             </ul>

 <h1>What Should a Talent Strategy Include?</h1>             <p>               A comprehensive talent strategy should include several key               elements that address the entire employee lifecycle:             </p>             <ol start="1" type="1">               <li>                 <strong> Workforce Planning:</strong> Assess your current                 workforce and identify future needs. This helps you anticipate                 gaps in skills or resources and plan accordingly.               </li>                <li>                 <strong>Talent Acquisition: </strong>Develop a strategy for                 sourcing, recruiting, and hiring the best talent. This could                 involve using advanced recruitment technologies or tapping into                 new talent pools.               </li>                <li>                 <strong>Employee Development: </strong>Create programs that                 support continuous learning and skill development, keeping your                 team engaged and prepared to meet the demands of the industry.               </li>                <li>                 <strong> Performance Management:</strong> Implement processes                 for evaluating and improving employee performance. Regular                 feedback, goal setting, and recognition are key components.               </li>                <li>                 <strong>Retention and Succession Planning:</strong> Develop                 strategies to keep your top talent engaged and prepare for                 future leadership needs. This might include career development                 opportunities and succession plans.               </li>               <li>                 <strong>Culture and Engagement: </strong>Foster a company                 culture that aligns with your values and encourages high levels                 of employee engagement.               </li>               <li>                 <strong>Diversity and Inclusion:</strong> Ensure your talent                 strategy promotes a diverse and inclusive workforce, which is                 crucial for innovation and growth.               </li>             </ol>

<p>I'm speaking to Lorien&rsquo;s partners as part of a Diversity and Inclusion series looking at challenges and opportunities for equality, diversity, and inclusion in 2021. In episode five of our ED&amp;I series, Joanna Fagbadegun is in conversation with Senda Kavindele from KPMG on what KPMG are doing to drive attraction of Black Heritage Talent. Watch the video here or&nbsp;contact us&nbsp;to learn how Lorien can support your ED&amp;I journey.&nbsp;</p>
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Joanna Fagbadegun talks to Senda Kavindele, KPMG about challenges and opportunities for equality, diversity and inclusion in 2021 - with a specific focus on Black Heritage Talent

Diversity and Inclusion Series - Black Heritage Talent with KPMG

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Diversity and Inclusion Series - Black Heritage Talent with KPMG

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