Talent management is a continuous process that involves attracting, nurturing, developing and training high-potential talent to optimize their performance and skills business. It’s a mission that demands involvement from multiple levels in the organization. Team managers help identify potential and nature on an everyday basis. They also identify skills gaps or training needed to help their talent thrive in the organization. HR helps organize those training and coaching sessions. The top management helps make learning and growing culture in itself.
Employees are the key asset of any company. Talent management helps in keeping them at their professional best and creates an environment that maximizes or optimizes their performance. There are ample reasons why talent management is game-changing, here are a few:
Talent management not only identifies hidden potential but it paves the way for that potential to be tapped, nurtured and maximized in a way that mutually benefits the employee and the organization. It identifies who your employees can be if they are given the right organizational superpowers. For some, it could be training on new technology, for others, an internal move, leadership coaching, etc.
Through talent management, you can identify untapped potential across the different teams in your organization, provide the necessary coaching or training and maximize the average potential of your employees. When employee potential is maximized, business goals become easier to achieve. The productivity curve remains at its best.
If you can help the right people find the right skills, knowledge, technology, and team at the right time, innovation just becomes inevitable. Talent management enables organizations to orchestrate this.
A study by Payscale reveals that 27% of people leave organizations because they don’t find work meaningful. Talent management ensures that your workforce is motivated, challenged, and assigned the right kind of work. As a consequence, your employees experience high morale and growth in their roles which in turn leads to higher retention rates.
Sense of purpose is a key differentiator when it comes to attracting the cream of the crop. Candidates are attracted to companies where they can learn, experiment, thrive, and contribute. The kind of training programs you run, the technology you adopt, and the learning benefits you offer, etc will all speak for themselves in the job market.
When you take efforts to motivate and inspire your employees, they motivate and inspire each other. Iron does sharpen iron. Collectively it creates an atmosphere of positive professional energy where exceptional work happens.
Talent management enables you to envision who’s been doing what, where and how long in the organization. It helps your plan career progressions for your employees and as you do it, you can also start your succession planning for strategic roles. This ensures that you have experienced and capable employees who can fill in critical roles as and when they become available.
The talent management model includes five phases, planning, acquiring, developing, retaining and transitioning.
In the planning phase, your organization engages in aggressive planning - 1) assesses existing talent and what’s working or not working for you 2) identifies skill gaps 3) aligns hiring plans to business goals.
In this phase, your organization strives to attract the right talent with the right skills and experience. These efforts are usually two dimensional - one, understanding who you want to hire, two, crafting the right messaging or story to attract them.
The development phase allows you to create an atmosphere where your employees can thrive within the organization. This can mean adding skills and certifications to their profile, moving them to more appropriate roles, planning out their career within the organization, giving them time-worthy challenges to solve and finding new ways to keep their spirits high at work.
A study by SHRM suggests that the cost of replacing an employee is about 6-9 months salary on average. After you have invested hours and years in an employee, why let them go for nothing? One of the top goals of talent management is to retain valuable talent by giving them meaningful work, the right roles or teams, competitive compensation and benefits and, opportunities to learn and grow.
In this phase, you focus on helping your employees progress in the organization. Your objective is to retain their expertise within the organization while also providing them a place to keep growing, This can be achieved through various means such as internal promotions, team changes, role changes, location changes, etc. More importantly, if the best employees leave the organization, you need to identify why and make course corrections.
Talk to your leaders to understand the business goals clearly. Accommodate new projects, expansions, or any other change which might affect hiring. The next step is to define the skills and abilities you will require in the organization to achieve the business goals. Once that’s defined, you can start raising requisitions for the newly open roles.
This might include posting on multiple job boards, sharing via social media, email campaigns, LinkedIn campaigns and so on. Sourcing from multiple places can be tiring but with an ATS software, you can manage multiple sourcing platforms from a single place. An ATS also helps you manage the whole recruiting process, that’s right from sourcing on a single software.
Don’t forget passive candidates. Most often the best talent is employed elsewhere and may not even be actively looking for a job. Events, employee referrals, and networking can be very fruitful when it comes to attracting passive candidates.
Once the candidates start flowing in, you can start screening, interviewing and selecting the talent you want to rope in. The criteria you use while screening, the objectives of your interviewers while selecting or deselecting candidates and the overall candidate experience through the process are key to bringing in bright people. It’s important that all stakeholders are aligned with your talent acquisition and management goals.
Your employees' first few weeks or months set the tone for the rest of their stay in your organization. A good onboarding process is essential to connect with them and engage them.
Apart from onboarding, there are 4 factors that influence employee engagement:
1) Meaningful work, which includes autonomy, job fit, empowered teams
2) Scope for growth which is a result of training, talent mobility, on the job learning
3) Trust in the leadership’s vision, their methods, which comes as a result of investing in employees and being transparent with employees
4) A positive work atmosphere is a result of good working conditions, values, inclusiveness, etc
Clear paths for growth and on-time recognition can go a long way in an employer-employee relationship. Be transparent about your goals, offer the necessary coaching and make standards for promotions clear to all.
Understanding and identifying upcoming strategic roles and developing or investing in your people so they can fill those roles is called succession planning. It’s proactive and intentional.
Track and measure your talent management effort and how it impacts your business and revenue goals. The business-critical metrics include time to hire, ROI on training, Exit interview metrics, talent mobility, high performing talent and so on. We have covered these metrics in detail later.
You ought to bring in the best talent before you can manage them. One of the first steps to attracting the right people is putting out an honest and clear job description. A good job description will have the following qualities:
- Has a clear title and location, one that’s generic enough to be compared to similar jobs
- It’s simple and self-explanatory, needs no decoding
- Highlights the company’s mission and values
- It’s free of gender biases and open to all
- Explains the responsibilities and duties of the job without exaggerating the role
- Provides information on salary and benefits so candidates make informed decisions
Always be recruiting, in and out of season. When you meet exceptional candidates add them to your talent pool and start networking with them. When you see appropriate roles opening up, invite them to pursue a career with you. The health of your talent pipelines determines how quickly you can fill open positions with quality candidates and keep work moving forward in your teams.
When your employees see a future with you, they grow loyal to you. They value their growth and so should you. Here are some of the things you can do:
- Establish a fair, realistic and consistently administered promotion policy
- Coach your employees through the year for progress
- Help managers clearly define selection criteria
- Offer newly promoted employees everything they need for a smooth transition
- Continue to mentor and strengthen the skills of those who don't make it to timely promotions
- Engage in career mapping sessions with employees and help them to strategically think about their scope in the organization
When there is room for talent to grow, talent stays.
Productivity in the workplace is a function of people, resources, communication channels, employee morale, and infrastructure.
- Give your employees the best resources, processes, and tools to accomplish their goals. Involve them while you make decisions over which processes to use or what tools to buy.
- Communication channels are vital to sustaining healthy productivity levels. A healthy communication network promotes knowledge sharing and facilitates team building.
- Workplace temperature, lighting, seats, and desks impact your employee’s 8-9 hours workday like nothing else.
Do not discriminate against employees in the workplace based on gender, age, race, nationality, etc. Ensure they have equal opportunities to challenging projects or roles, rights to speak up, bring to your notice when there is a grievance and most important of all have a written policy that the company uses as a point of reference.
Go beyond the usual compensation and benefits to acknowledge performance and contributions. Think of creative ways to thank your employees in a way that matters to them. You can make use of employee satisfaction surveys to understand what would really benefit them.
“For any growing company that is scaling fast, it definitely puts a lot of pressure on all vertical. If you are looking to hire great talents without using many resources, a tool like Freshteam can really help address all your issues like an HR team of its own.”
“Your recruiters won’t be switching between their email and ATS constantly, wasting time searching for information, running behind the hiring team or struggling with complex, clunky workflows (a feature of most enterprise products). With Freshteam, every stakeholder - recruiters, hiring team, employees - is onboard and happy.”
“Easy to use, great for small businesses - I had a professional looking career site in seconds. It’s very easy to use, I also like their Freshdesk platform and the pricing model that really lets you explore the software and get used to it before committing to pay.”
“Freshteam seemed to have everything we need to move candidates through the hiring process, and at a fair price. Competitors didn’t have everything we needed. The ones with more options had long integration processes and charged too much money; while still not checking all of our boxes.”
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