Recruiting Seasoned Talent

• Meredith Shepard
• April 24, 2025
• Media Article

At AgCareers 2024, Claire Giancola-Belmares shared why hiring seasoned talent takes more than good intentions—it takes workforce planning, employer branding, and a hiring process that works for real people.

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Claire Giancola-Belmares, Principal and HR Consultant at True North Talent LLC, and a Certified Career and Change Catalyst Coach, spoke about recruiting seasoned talent at the AgCareers 2024 Agriculture and Food Roundtable. Claire is a seasoned Human Resources leader specializing in human capital talent functions and has held roles in numerous Fortune 500 organizations.  

 

During her presentation, Claire highlighted the challenges faced by talent management leaders, such as increasing employee expectations, growing business needs, and the evolving labor market. Research by Gartner indicates that 82% of talent management leaders find it increasingly difficult to attract and retain talent in a constantly changing labor market.  

 

Claire noted that 33% of the skills listed in today's job postings will become obsolete within four years. She emphasized the importance of workforce planning as a critical element of a company's structure. To build an effective workforce planning process, Claire recommended focusing on six key areas:  

1. Build: Developing internal talent  

2. Buy: Acquiring new external talent  

3. Borrow: Utilizing fractional or contract workers  

4. Bind: Retaining key talent  

5. Boost: Accelerating succession planning  

6. Bounce: Removing underperforming employees  

 

Regarding talent retention, Claire remarked, "Nothing will destroy a great employee’s morale and inspiration faster than watching their employer tolerate and reward a bad one." She stressed that retaining talent involves managing performance effectively; top employees should not receive more work because underperformers are not addressed.  

 

Claire also discussed recruiting strategies to hire top talent, emphasizing seven key approaches:  

1. Tap into the hidden workforce: 64% of the U.S. workforce lacks a degree  

2. Design an effective employee referral program  

3. Prioritize internal mobility and talent access  

4. Enhance employer branding: 82% of candidates consider employer brand and reputation before applying  

5. Improve your company’s online (and offline) presence  

6. Maintain good relations with alums: This includes former employees and interns  

7. Strengthen recruiter-hiring manager relationships  

 

Claire pointed out that the hiring process itself can cause you to lose out on top talent. She shared that 53% of job seekers have had at least one negative experience in the hiring process in the past year, 52% have declined job offers due to poor experiences with potential employers, and 72% say the smoothness of the interview process affects their decision to accept a job. She advised that recruitment teams work closely with hiring managers to streamline the process.  

 

Another key tip from Claire was reputation management. Since 82% of candidates consider employer brand and reputation before applying, it is also important for hiring managers to build and maintain a strong online profile. This helps ensure they represent themselves and the company effectively.  

 

Claire provided a wealth of information during the Recruiting Seasoned Talent session at the AgCareers 2024 Agriculture and Food HR Roundtable. This session is just one example of the many insightful presentations at the event.