Geico Talent Pipeline Essay

For Geico to set up a strategy that company needs to be sure that it's in alignment with their business strategy. They should also ensure that they know what the result should be and focus on that. The company needs to dig deep to see what skills are required and place the right employee in the right job at the right time, which will add value a create a smooth working environment. Learning what motivates the organization's employees in different work segments can enhance flexibility. Geico can improve on recruitment by developing a talent pipeline. Talent pipeline is a compelling strategic recruiting approach that has powerful long-term impacts. It is designed to give a continuous supply of high-quality and interested external recruiting

Despite the various methods of communicating, the goal is to create an understanding. Communication is an interactive process requiring a sending and a receiving, each with the ability to influence communication. With this level of communicating, it delivers an element of employee understanding, delivers direct expectations, and increase awareness. According to Geico's website, their benefits package seems very thorough. They understand that employees need vary, so they offer a variety of benefits to their associates, such as medical insurance to vision, on-site fitness centers to assistance

A recruiting talent pipeline is designed to give a continuous supply of high-quality and interested recruiting prospects to choose from, which will improve their overall total rewards program. The war for talent is rampant, and organizations are finding it challenging to acquire the best talent against their competitors. Geico should identify their talent acquisition strategy that best supports their business strategy that will result in attaining their talent needs (Silzer, 2010). They can also create a captivating employment value proposition (EVP). The total rewards program is the most visible display of the EVP to employees. It includes a combination of monetary and non-monetary investments that will attract, retain and engage the people needed to operate successfully. "Competitive advantage comes not primarily from designing and implementing best practices but rather from the proper internal alignment of various elements of a company's talent management system, as well as their embeddedness in the value system of the firm, their links to business strategy, and their global coordination" (Stahl,