Ninety percent of HR professionals at TA leader organizations rate the overall quality of talent in their organizations as either above average or top notch. This percentage is twice that of TA laggards (45%).
About half feel the quality of talent in their organization is above average or top notch
Despite the mediocre TA function maturity levels, just over half (53%) of respondents rate the overall quality of talent in their organization as above average or top notch. This is similar to what we discovered in 2020.
Still, that leaves 47% who say their quality of talent is average or below average. Competitive advantage in today’s business world is elusive at best. Products and services can be easily copied, and new business models are in abundance. That leaves the quality of talent as the only true and enduring source of competitive advantage and many organizations are falling short.
While critical, overall talent quality can, of course, be influenced by more than just great hires. Post-hiring factors such as onboarding, learning opportunities, employee engagement levels, and career progression are just some of the factors that can bolster or hinder workforce quality. Yet, one thing is for sure: all of these post-hiring systems will not compensate for a poor hire in the first place.
TA leaders have superior overall talent
Ninety percent of HR professionals at TA leader organizations rate the overall quality of talent in their organizations as either above average or top notch. This percentage is twice that of TA laggards (45%). The conclusion that that there is a strong correlation between having a better talent acquisition function and having better talent.
