Table of Contents
Introduction
In an ideal world, every company would have a robust talent management program in place that enables them to recruit and retain the best people. Unfortunately, most organizations don’t yet have such programs. In fact, many companies still focus on hiring people who fit their job description rather than on attracting talent that fits both the organization’s culture and their business objectives. But you can avoid those pitfalls if you pay attention to some basics:
Ignoring The Power Of Employer Branding.
Employer branding is the process of creating a positive image of your company and how it treats its employees. Employer branding is a key component of talent management, as it helps attract and retain employees by providing them with an authentic picture of what it’s like to work at your organization. By establishing employer brand, you can attract new talent who are looking for an opportunity that aligns with their values and culture. This may include:
- What does the company stand for?
- How does the company treat its employees?
- What skills do they value in their workforce?
Employer branding will help develop a positive perception among current and potential candidates about why they should join your team. It also allows you to create an attractive workplace environment from which employees will want to stay once they’ve joined you!
Recruiting In A Shallow Talent Pool.
It’s not enough to just have a job posting. You need to be sure you’re getting the most qualified candidates in the talent pool, so they can start contributing as soon as possible. The best way to do that is by creating an employee referral program and encouraging your employees to refer friends and family.
Employees who are referred through this method tend to stay longer than other candidates, according to LinkedIn research, so you’ll also save money on hiring costs down the road. In addition, because employee referrals are personal recommendations for people whom you know well and trust, there’s less risk involved in bringing them on board—so it’s less likely that good talent will slip through your fingers because of bad decisions or poor hiring practices at any point during their time with your company.
Being Passive About Career Mobility.
To be a successful manager, you need to be able to move up and down the organization. It’s important that you have a clear career path, which means having a plan for how and when you’ll progress through the ranks.
This is an area where many managers fall short: they don’t actively work toward their own career mobility because they’re too busy doing their daily job tasks. But if this is something that’s important to you, then it needs to be planned out in advance so that your efforts are intentional instead of haphazard or on-the-fly.
Failing To Personalize Professional Development Opportunities.
You can help employees grow and stay engaged by offering personalized professional development opportunities. This means focusing on the individual, not just their career stage. Consider these examples of some types of professional development for different career stages:
- Newer employees might need training in soft skills, like time management or conflict resolution
- Mid-level managers might benefit from leadership training to help them take on more responsibility in the company
- Senior executives may want to focus on networking opportunities that will lead to more visibility within your organization
Neglecting Onboarding Programs.
Onboarding is the process of introducing new employees to the organization, helping them feel welcome and integrated. It’s important for both employers and employees alike because it helps ensure that your newest hires are engaged right away, not only providing a smooth transition but also increasing retention rates and productivity.
The first step in setting up an onboarding program is to establish the criteria you want new hires meet before they can start their jobs. This could include things like completing a certain number of training courses or meeting with your manager for an introductory meeting. You should also decide how long this process will take, taking into consideration that most people will want to spend at least two weeks getting acclimated before starting work full-time.
Once you’ve decided on what kind of activities you’d like included in your onboarding program (such as workshops or one-on-one sessions), it’s time to start planning out each element so they align with your company culture—and have an impact on recruitment efforts down the road!
If You’re Not Intentional About Talent Management, You Can Waste A Lot Of Time And Money!
Talent management is a critical part of business success. It’s important to have a strategic approach to talent management because you are investing your time and money in the people who will help your company achieve its goals.
A good talent strategy should be able to answer:
- What is our workforce?
- Why do we want them?
- How do we attract them?
- How do we retain them?
- How do we develop them so they can succeed at their jobs and advance their careers within our company?
Conclusion
In short, it’s time for organizations to take a step back and take stock of their talent management processes. If you’re not intentional about these programs, you can waste a lot of time and money! By following the tips above, we hope you’ll be able to avoid some common pitfalls and make your own organization stronger in the long run.
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