Building an adaptive culture that attracts and retains top talent requires an understanding of the basic change process. The Talent Acquisition Plan™ works in four directions:

• Building capabilities of confidence: building confidence in the business community that we will do what we say we will do
  
  
• Becoming ‘boundaryless’: as we allow ideas to flow freely without restraint of political, hierarchical or horizontal lines.
  
  
• Achieving capacity for change; becoming flexible and agile for the purpose of innovation
  
  
• Creating cumulative change, or change that builds upon itself

Click here to visit the Talent Acquisition Plan™ web site.

Talent Acquisition Councils

IEM has created small groups for analysis of barriers to recruitment and retention of top talent, and development of strategies to meet the challenges. Small groups include industry HR strategists, in-migrated top talent, native top talent, and city leadership. These groups are:

• Core Planning Team
  Role: Ensures that individual council goals and outcomes form a composite plan to address barriers to successful recruitment and retention of top talent in the local market.
  
  
• Memphis Marketing Council
  Role: To ensure that the Memphis marketing message includes a specific focus on recruiting and retaining the best; ensures activities surrounding this are reflected in marketing materials. What is the Memphis marketing message? What should it be?
  
  
• Technical Development Council
  Role: To develop web-based systems, data collection models, the Talent Inventory Database and other pertinent tools to further the Memphis marketing message and connect leadership talent within the community.
  
  
• Milestone Council
  Role: To define the skilled workforce categorically, analyze data collected, establish benchmarks with other communities and measure the plan’s results against past community efforts to attract the “best and the brightest”.
  


• EHRF-IEM Industry Leadership Council
  Role: Reflects challenges for local industry in recruiting and retention of top talent and evaluates effectiveness of strategies on an individual industry basis.
  
  
• Migrating Professionals Council
  Role: Ensures the needs of in-migrating talent are heard in a ‘boundaryless’ environment. This groups candid input will be utilized to shape and measure the efforts expended in this body of work; the participants in this group represent the profile of talent the market seeks to both attract, and retain.
  
  
• Ambassadorial Council
  Role: To serve as liaison between incoming talent and the community; to hold exit interviews with out-migrating talent, to serve as champions of the intersection between industry and city goals.
  
  
• Cultural Competency Council
  Role: To develop integration strategies for female, ethnic, Gen X, Gen Y, and/or Baby Boomers talent into the Memphis marketplace.
  
  
• Industry Expansion Council:
  Role: Represents the overall needs of industry in expansion and relocation planning; serves as a resource for connecting industry to talent resources.