‘Socialisation’ drives competitive advantage and minimises your risks

Wednesday 9th December, 2015

Our clients engage us to advise them on their strategic and critical talent challenges. Even though the organisational impetuses for working with us are very diverse, all our clients share two fundamental needs:

1. Increase competitive advantage
2. Minimise the risks and costs associated with unplanned critical vacancies

Evolve Intelligence help our clients stay ahead of their competitors and mitigate their talent risks by building qualified pools of external talent. A vital component of our external talent model is the development of direct relationships between key client stakeholders and top talent in the market. This relationship is built during what we refer to as the ‘socialisation’ process.

An informal meeting ahead of any formal succession process or role vacancy, socialisation provides an opportunity for client stakeholders to personally connect with talented individuals.

Socialisation empowers. It enables our clients to make talent decisions in the absence of real vacancy pressures – organisations under pressure to fill an unexpected critical vacancy often hire ‘the best available at this moment in time’; the ‘need them right now’ hire often putting longer-term strategic alignment at risk. placeholderSocialisation allows our clients to position their businesses minus the need to ‘persuade’ and interview. At the same time, the process allows external talent to really connect with business decision makers without having to sell themselves into a live position. In the absence of the usual pressures, socialisation also facilitates considered, long-term decisions based on organisational and motivational fit. 

Areas typically covered in a socialisation meeting include positioning, culture, career pathways, development opportunities, competency alignment, motivation, mobility and market conditions. After the meeting our clients have: 

• A clear picture of the external talent’s career goals
• A sense of the challenges and developmental opportunities the talent is seeking and how to use this information to pique their interest should a relevant role arise
• Potential alignment of shared goals
• A better understanding of the external/competitor market
• Made a positive impression and enhanced their employer brand at a senior level
• Agreed follow-up actions
• A clear understanding of how to build and sustain the relationship moving forward

We think it is strategically vital to engage with future top talent now. Is your organisation proactively connecting with talent in your industry? If not, are your competitors taking the strategic lead on this initiative?

To learn more about Evolve Intelligence’s talent models, please visit our website www.evolveintelligence.com or contact us.


Stephen Harvey is an Executive Director at Evolve Intelligence.