How companies attract and retain talent will determine the broader talent implications: Amy Goldfinger
Amy Goldfinger, SVP, Global Talent at Walmart throws light on how to streamline talent management strategies to attract and retain the best possible talent in the face of The Great Resignation.
By | Mastufa Ahmed | www.peoplemattersglobal.com
Amy leads global talent at Walmart, the Fortune #1 company. Previously, she co-led the Global Human Resources Advisory Practice at Heidrick & Struggles, where she advised clients in the areas of executive search, HR transformation, talent management program strategy and execution, and onboarding.
Prior to joining the firm, Amy was a Product Director at Dun & Bradstreet, managing a portfolio of risk management products and services. Earlier, Amy spent six years at Booz Allen Hamilton, specializing in the design and implementation of leadership development programs and competency-based human capital systems, including selection and recruitment, and post-merger integrations for both public and private organisations.
Amy earned her MBA from Columbia Business School and a BA in Psychology with a minor in Business from the University of Rochester. She is a Certified Professional in Human Resources Management and has a certificate in executive coaching.
In an exclusive conversation with us, Amy shares strategies to streamline talent management strategies to attract and retain the best possible talent in the face of the ‘great resignation’.
Why are employees leaving and switching jobs in droves amid this crisis? How do you see the larger talent movement scenario and its implications?
The last year has presented many challenges and opportunities for employees. The COVID-19 pandemic prompted many people to think about their goals, what matters to them, and how they want to move forward. For some, this means changing careers to align with their interests and passions more closely. Attracting and retaining talent is more important than ever, and how companies do that will determine the broader talent implications.
At Walmart, for example, we took the next step to serve veterans and military spouses and build relationships across this talent community. We launched a “Find-a-Future” site to help them achieve their goals, whether early career, mid-career, or experienced professionals. The site enables them to audit their current skills and experiences and connect to the right partners to find employment, gain education, or grow their businesses. The talent implication here is to hire and create high-quality experiences through the platform that brings all the resources together to advance their economic opportunities and well-being in so many ways.
