Talent management is a hot topic in HR. What can we do to give our candidates the best possible experience? How do we attract and keep the best talent? What can we do to win the talent war?
We discuss in this blog “Talent Management Definition and discuss best practices and create a strategy for talent management. We will also look at examples of talent management.
What is Talent Management?
Talent management encompasses all HR processes that aim to develop, motivate, and retain high-performing employees.
- The complete scope of HR processes: Talent management refers to a collection of HR processes that are integrated with one another. Talent management activities can be more than the sum of their individual parts. To maximize its potential, a talent management strategy must be developed. This will be covered in more detail later.
- Attract and develop, motivate, and retain: This is not an exhaustive list. Talent management covers all areas of HR, including hiring and employee onboarding, as well as performance management and retention.
- High-performing employees: The goal of talent management is to improve performance. Talent management aims to improve employee performance by motivating, engaging, and retaining them.
- Talent management is crucial: A comprehensive talent management system can give companies a competitive advantage and help them outperform their competition. These practices are difficult to replicate and/or imitate.
Talent management is, simply put, a process to increase performance by integrating people management practices.
Talent Management Strategy
As we have already mentioned, when everything is done well, the whole will be more than the sum of its parts. A talent management strategy will help you achieve this.
These five questions will help you to determine your talent management goals and develop a strategy.
What are your aspirations and goals?
When we refer to specific and measurable goals we mean talent measurement metrics. These metrics allow us to track what we are doing and how well. This is an example of unwelcome turnover. We will not be able to retain our top employees if we don’t keep them.
What should we be focusing on?
You have many options for talent management. It takes significant investment to be a great employer and a Great Place to Work. This is especially important if you are trying to attract people from different backgrounds. If you have an employee profile, such as engineers, It is better to invest your time in developing a comprehensive strategy for tech-sourcing.
This is where the HR talent management model comes in handy. It allows you to identify and map the activities you wish to concentrate on. This will help you in the next step. Here’s a list of talent management techniques that you can improve.
How can we beat the competition?
You’re not the only one looking for top talent. You are not the only one looking for top talent. How can you be more appealing to employers and outperform your competition? You can achieve this by improving employer branding, retention, and selection.
What capabilities are necessary to continue winning?
Talent management requires skills not usually found in HR. Marketing is a way to be more attractive and hire a talented manager. You can also use HR data analytics expertise in order to get the best out of your current workforce. You will need to learn different skills depending on where you focus on talent and human resources.
How do we track progress and improve?
Tracking progress is the final step. This will help ensure that talent management processes are improved. This can be done by using a talent-management dashboard. This dashboard provides a visual overview of the Key performance indicators and can show changes over time.
What talent management practices should your focus be?
You may be asking, “How does it work in practice?” What are some common best practices for talent management and development? Here’s a quick overview.
- Employer Branding: A strong brand can attract even the most qualified candidates.
- Employer Reputation: Reputation relates to employee branding. External media that the company does not control can have a greater impact on its reputation. The banking sector, particularly after the 2008 financial crisis, is an example of a reputation that has gone wrong.
- Candidate experience: The candidate’s experience influences the employer’s brand.
- Selection: Identifying and choosing the best talent is an important part of talent management.
- Referrals: Talent knows talent. Referral programs can be very effective because they allow you to find candidates who are more efficient and onboard faster. To inspire you, we have listed 7 employees’ refer program examples.
- Onboarding: Getting employees up to speed quickly can make them more productive and increase employee retention.
- Inboarding: Yes, that’s right. To maximize productivity, people who are promoted internally need support. This is inboarding.
- Engagement: Engaged employees are motivated, perform well, and are more likely to stay.
- Recruitment: Retention strategies are designed to retain the most talented people. Succession planning is an example.
- Succession Planning: You want to be able to fill key top positions when they become vacant. This is why it is important to have a talent pipeline that allows for succession planning.
- Learning & Development: This is not just a common talent management technique, but also a Human Resources best practice. Employee education can improve performance and retention. You want to retain the top performers in your field after you have hired the best people.
- Performance Management: Tracking and improving talent’s performance is an essential part of talent management.
- HR Analytics: We’ve already said that leveraging data can help you ensure you hit the right KPIs to have an impact on your business results.
This is by no means a complete list. You can do many other things to help build and sustain an effective workforce.
Examples of Digital Talent Management
What does digital talent management look like? It includes all the above but is supported by a variety of HR talent management tools. These tools can be considered your digital toolbox. Here are a few.
The selection of candidates is an essential part of talent management. This can be assisted by a data-driven preselection tool, especially if there are many applicants.
This is how it works in a nutshell. The online assessment is completed by applicants. They play games and answer questions. The tool then collects data about the applicants’ actions and answers.
Machine learning techniques can be used to make predictions about the likelihood of a candidate succeeding in the job they are applying for. This type of technology is offered by companies like Harver and HireVue.
Onboarding has been a crucial part of the recruitment process. It often plays second fiddle to other parts. It is a terrible thing, as a poor or inexistent onboarding experience can be one of the main reasons that new hires leave early.
It’s been said before: the onboarding period for new employees is like a honeymoon. They are still high from securing the job they want and are eager to get started. You want to be there for them.
You can find great software for talent management HR onboarding that handles the whole process. The moment the candidate accepts an offer, you can create a personal induction program and send it to your new employee.
Feedback is the new word. Feedback is important to employees, especially to Millennials. Constantly. Feedback is generally a good thing. We don’t want our interactions with others to be analyzed like in Black Mirror.
Companies like 6Q and Honestly collect honest feedback from employees. They then provide you with actionable insights based on the data they collect.
This allows you to better understand what is going on inside your employees’ heads and can respond accordingly. This can lead to a positive effect on your employees’ happiness and the overall employee experience. This can increase engagement and ultimately reduce turnover. Technology is truly a beautiful thing.