What is the Talent Management Strategy? Talent is found within everyone and categorizing them accordingly while correctly making use of it, by/for the company, is known as The Talent Management Strategy. Companies must be careful while they are recruiting employees because as far as experience is important, talent plays a potential role in the employees’ performance too.
So, how are you, as a recruiter, going to differentiate between various talents and put them at an advantage for the company? Here are some tricks and tips for you so that you can create the perfect classification of your staff and designate tasks according to the talent they possess.
Strategize To Organize
First, list out the problems and issues the company is facing, then place the employees according to their talent, in the fields, where they’re needed. Now if you think you’re facing a problem in retaining talent, then take a seat back and look where you went wrong. Secondly, a plan made with game plays like inclusion programs, employee development programs, and good hiring strategies can turn useful for staff retention. This can solve the issue of your employees leaving the nest away.
When you create the simple document of these strategies don’t forget to include these pointers as well:
- Career Management
- Employee Engagement & Development
- Talent Management/Acquisition
- Performance Management
- Succession Planning
Have Back-Up Plans for Challenges and Lucky Chances
New challenges and opportunities will always knock at your door, never leaving you alone. So, you and your team should be prepared with all kinds of extra plans of action to face whatever problem is thrown at you. For that, you need to be well informed about the current recruitment trends in the industry, listen to the employees’ points of view to deal with the issues troubling the company, try to include everyone accordingly, increase diversity etc. When you let everyone in, and solve the problem together, the workers feel valued, and the chance of you losing your staff is reduced.
Hear the Employees’ POV
All opinions matter, be it the newbie intern or the 5-year-old employee; already experienced in the field. Take in views and suggestions and implement them at the office. Make it a productive place for them, so that they feel more refreshed and energized to work more. Giving them a raise or a bonus would not solve anything if you forget to listen to what they have to say. The more you hear them, and work on the response, the more efficiently they get their work done. The productivity percentage will keep rising, resulting in your booming business.
Approach Individually to Everyone
Get to know them and their talents individually. It will help you better to deal with employee management when you know everyone’s strengths and weaknesses. This also doesn’t mean that you have to spend every day with an individual to get to know them. Once in a while, spend some quality time and ask them about their experiences and share yours too, for their insight. But each should be approached and appreciated individually.
Keep a Track of Performance
Employee reviews and feedbacks are something to be used here. Keep a record of how they perform and where they might have faced some issues. These reviews can help HR to identify a pain point in their employees and improve the situation for them. While listening to the employees’ needs and/or opinions, you can also be prepared for unexpected challenges beforehand. These are the things you should keep a note of while going through the feedback:
- Employee Satisfaction
- Efficiency and Productivity
- Progress towards the Goal
- Healthy Competition
Let them know how the company goes about it. Train them for the skills that you require from them as an organisation. While coaching them about the pieces of training and getting things done at their workplace, you also let them grow for their career journey. When you take an initiative to educate them, they naturally take a step to impress and progress, resulting in productivity more.
That is the most important aspect of the talent management strategy, to reward the employees based on their performance. It’s human nature to expect a reward when doing something good, so if your employee makes you stand tall and proud make sure to reward them with at least something. And reward doesn’t have to mean an appraisal or a bonus, it can also complement, a small dinner/lunch party etc. Small things matter and these small things drive them to achieve bigger achievements and increase work efficiency.
Bonus Point: How to Keep a Track of Rewards
Many HR Managers use Microsoft Excel to keep a record of their best employees and what & when to reward them.
You can use that or even Google Sheets, to manage your data and to choose wisely.
When you choose a new candidate for your company, see how he/she would be benefitting the company and see what their talents are. Categorize your employees and the recruits according to the majority of the talent and then divide them into specific groups and allot them the work best fitting to them. The workflow and the tension reduce as you know where to find what. And in the end, it is profitable for all. And that is how a talent management strategy works. The new next-gen JollyHires app has a feature known as ‘MatchScore’ card that helps the recruiter to view the level of compatibility between the job role and the candidates’ profile. It becomes easier for recruiters to decide the candidates whom they would like to call for a round of interviews. When you use these tips and tricks to move your business or company forward, you’re bound to succeed or at least work at a faster and better pace. The work atmosphere is more enjoyable (professionally of course)! If you want to explore more about this, go on and check out jollyhires.com for more blogs and updates.