About the Course

Central to the approach is our “Shared Success Model” that aligns individual development plans with organizational strategies to identify where overlap exists and where there may be gaps. Participants learn how to build the model with five components:

1) Individual needs—What is important to the candidate, both professionally and personally? What aligns with their values and interests?
2) Individual offer—What value does the organization bring to the candidate?
3) Company needs—What does your organization require for success now and in the future? What do you need from your leaders and employees?
4) Company offer—What is your corporate value proposition to the candidate? What opportunities do you provide? What CULTURE* do you provide? *This is more important with millennials!
5) Plan—Analyze the gaps and overlap between each quadrant. Develop and implement a plan that balances your grid for shared success.

Anyone involved in recruitment and talent acquisition, but also corporate marketing and public relations teams can benefit by learning what is needed to brand the organization as a career opportunity.

Companies are seeing massive generational shifts with over half of their workforces in key positions retiring. Out of the gate, start-ups have to clamor for the most motivated and skilled “employee customers.”

As HR meets marketing in an increasingly complex game of hiring in a feeding frenzy for talent, strategies like the Shared Success Model provide a simple template for keeping the process grounded in realistic business goals.