Want FREE Templates on Digital Transformation? Download our FREE compilation of 50+ slides. This is an exclusive promotion being run on LinkedIn.

Marcus Insights
ISO 30405 HR Strategies: Attracting Top IT Talent in Mid-Size Firms

Need help finding what you need? Say hello to Marcus. Based on our proprietary MARC [?] technology, Marcus will search our vast database of management topics and best practice documents to identify the most relevant to your specific, unique business situation. This tool is still in beta. If you have any suggestions or questions, please let us know at support@flevy.com.

Role: HR Director
Industry: Mid-Sized IT Company

Situation: Managing human resources in a mid-sized IT company, with a focus on aligning our practices with ISO 30405 for talent acquisition. Our challenge lies in attracting and retaining skilled IT professionals in a competitive market. My role involves refining our recruitment processes, enhancing candidate assessment methods, and improving employee retention strategies. Developing a more strategic approach to talent management in accordance with ISO 30405 is essential for our growth.

Question to Marcus:

Revamping our recruitment and talent management processes in line with ISO 30405 standards to attract and retain top IT talent effectively.

Ask Marcus a Question

Based on your specific organizational details captured above, Marcus recommends the following areas for evaluation (in roughly decreasing priority). If you need any further clarification or details on the specific frameworks and concepts described below, please contact us: support@flevy.com.

Human Resources

Developing a strong HR framework is paramount for your mid-sized IT company, especially when working to adhere to ISO 30405 standards for talent acquisition. Focus on creating clear job descriptions, setting realistic expectations, and ensuring candidates align with the company's culture and values.

Implementing structured onboarding programs and continuous professional development can increase retention and job satisfaction, making your company a more attractive prospect for skilled IT professionals.

Learn more about Human Resources

Talent Management

Your revised Talent Management strategy should concentrate on identifying, developing, and retaining individuals who can contribute to the strategic goals of the company. Invest in a robust Learning Management System (LMS) that aligns with ISO 30405 to encourage ongoing learning and skills development.

This will not only help in retaining your current talent pool but also make your organization more appealing to potential recruits.

Learn more about Talent Management

Employee Engagement

Engaged employees are more productive and less prone to turnover, which is critical in the competitive IT industry. Develop engagement programs that offer career progression, recognition for achievements, and regular feedback.

The implementation of employee satisfaction surveys can help identify areas of improvement and contribute to a more robust workplace culture.

Learn more about Employee Engagement

Performance Management

Revamp your Performance Management systems to align with ISO 30405 by incorporating both qualitative and quantitative measures of employee performance. This can include regular performance reviews, 360-degree feedback, and setting individual performance goals linked to business objectives.

A transparent and fair performance management system can motivate employees and support talent retention.

Learn more about Performance Management


Your recruitment process should be optimized for efficiency and effectiveness, leveraging technology to streamline candidate sourcing and engagement. Investing in Applicant Tracking Systems (ATS) and incorporating social media recruiting strategies can increase your reach to potential candidates.

Additionally, focus on employer branding to differentiate yourself in the market and attract top talent.

Learn more about Recruitment

Employee Retention Strategies

Implementing strategies for Employee Retention is crucial, especially in IT where the demand for skilled professionals exceeds supply. Offer competitive compensation, benefits, and flexible working conditions.

Establish clear career paths and invest in Leadership development to build a sense of loyalty and a compelling reason for employees to stay long-term.

Learn more about Employee Retention Leadership Employee Training

Workforce Training

Regular Workforce Training is essential to keep your team's skills sharp and relevant. Conduct a skills gap analysis and create a training plan that addresses current and future technological trends.

ISO 30405 emphasizes the importance of aligning training programs with business strategy, so ensure your training initiatives are designed to fill strategic gaps.

Learn more about Workforce Training

ISO 27001

While ISO 27001 is primarily an information security standard, it has significant overlap with Human Resources in terms of roles, responsibilities, and competency requirements. Your HR practices should ensure all employees are aware of the security policies and receive appropriate training, which is also beneficial in attracting clients and employees who value data security..

Learn more about ISO 27001 Human Resources

Change Management

As you refine your HR practices, Change Management is a critical component to ensure smooth implementation and employee buy-in. Communicate the reasons for changes, the benefits, and how it affects your team's daily work.

Facilitate open dialogues and provide support through the transition to new systems or processes.

Learn more about Change Management

Digital Transformation

Digital Transformation is now a necessity in the HR function of an IT company. Streamline your HR processes using digital tools for better Data Analysis and decision-making.

Automate routine tasks to allow your HR team to focus on strategic initiatives such as Employee Engagement and talent management, keeping you competitive in the industry.

Learn more about Digital Transformation Employee Engagement Data Analysis

Did you know?
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.

How did Marcus do? Let us know. This tool is still in beta. We would appreciate any feedback you could provide us: support@flevy.com.

If you have any other questions, you can ask Marcus again here.

Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
AT&T GE Cisco Intel IBM Coke Dell Toyota HP Nike Samsung Microsoft Astrazeneca JP Morgan KPMG Walgreens Walmart 3M Kaiser Oracle SAP Google E&Y Volvo Bosch Merck Fedex Shell Amgen Eli Lilly Roche AIG Abbott Amazon PwC T-Mobile Broadcom Bayer Pearson Titleist ConEd Pfizer NTT Data Schwab

Additional Marcus Insights