Every successful company needs a strong talent acquisition strategy. Whether you’re focused on building a robust pipeline, streamlining your onboarding process, or leveraging analytics to predict future needs, the right approach can drive sustainable growth and keep your organization competitive.

Below, Fast Company Executive Board members share how their talent acquisition strategies are shaping the future of their organizations. Here’s what they’ve found to work well and how you can apply these insights to your own talent acquisition efforts.

1. SEEK CANDIDATES WITH A GROWTH MINDSET.

Our talent and acquisition strategy is to focus on hiring people with an innovation and growth-oriented mindset. With technologies rapidly evolving, skills and expertise need to be constantly updated, and people who are forward-looking and adaptable to change set our organization and themselves up for long-term business success. – Rahul Mewawalla, Mawson Infrastructure Group (NASDAQ: MIGI)

2. DIVERSIFY THE CANDIDATE POOL.

As a team, we make a concerted effort to ensure that the process is as fair and unbiased as possible. I try to avoid the term “culture fit” because it is often misused to preserve homogeny. So instead, I’d say that we assess “not a culture fit,” but a “culture add.” This has been our biggest tool in fostering experiential, cognitive, and cultural diversity. – Pooja Vijay Kumar, Autodesk

3. DEVELOP A STRONG BRAND.

Our current talent acquisition strategy focuses on attracting diverse, skilled professionals through targeted outreach and a strong employer brand. It’s working well, evidenced by high retention and strong performance metrics. If improvements are needed, we’ll aim to enhance a data-driven approach to better identify and address talent gaps, ensuring continuous alignment with long-term business goals. – Maria Alonso, Fortune 206

4. CONSIDER YOUR FUTURE NEEDS.

The biggest part of it looks good. We’ve outlined who will be retiring over the next few years and are seeking out talent we can hire now and mold to fit those positions when the time comes. The part that isn’t working for me is the assurance that top talent for those roles will stay long enough to move into the selected slots. – Baruch Labunski, Rank Secure

5. ALIGN TALENT WITH BUSINESS GOALS.

Customers are making a seismic shift to unify talent acquisition and management teams into one strategic organization. In addition, working closely with the business ensures sustainability and growth through continuous learning, internal mobility, and employee engagement. Aligning talent strategies with business goals creates a dynamic, resilient workforce driving innovation and business success. – Cliff Jurkiewicz, Phenom

Read full article here