The 4Bs framework – Buy, Build, Borrow, Bridge – has become an essential tool in talent acquisition. The past few years have brought about significant changes in resourcing, legislation, and socio-economic conditions, forcing organisations to rethink how they attract and retain top talent.
For emerging organisations, established companies re-evaluating their capabilities, business owners future-proofing their teams, and HR leaders optimising budgets, the 4Bs offer a flexible, creative approach to management, executive and specialist talent acquisition. Each can be strategically deployed to meet your organisation’s unique needs.
Buy
Buying talent—or hiring external professionals—is a common strategy when an organisation needs specific skills or fresh perspectives that cannot be quickly developed internally. This method is particularly valuable in executive search, where the right leadership can drive significant growth and innovation. However, it is essential to consider the costs associated with hiring, onboarding, and potential cultural alignment challenges.
Build
Building talent involves investing in your existing workforce through training, upskilling, and intentional development programs. This approach is ideal for organisations with a strong internal talent base and a commitment to long-term growth. While this strategy fosters loyalty and morale, it requires time and resources, and may not provide an immediate solution to pressing challenges.
Borrow
In the age of the gig economy, borrowing talent has become increasingly popular, especially in management, executive and specialist roles. Companies are turning to consultants, contractors, and interim executives to address specific challenges without the long-term commitment of a full-time hire. This strategy is particularly effective for organisations with limited budgets or those needing to address immediate issues.
Bridge
Bridging talent through strategic alliances, partnerships, and talent-sharing programs allows organisations to tap into broader talent pools and access new markets. This approach is powerful for companies looking to expand or innovate, but it requires strong alignment and collaboration between partners to avoid operational and cultural pitfalls.
Combining Approaches
In an environment of rapid change and higher executive turnover, particularly in Australia, a combined approach can be effective. For example, leaders may elect to first borrow talent to meet immediate needs, whilst buying through executive search to secure long-term leadership, and then look at building internal programs to enhance future capabilities.
Originally posted on LinkedIn
