Boost your talent management process with smart hiring + strategy
It’s easy to get caught up when building a talent management process. But it’s actually a simple equation: great employees create successful businesses – just ask Richard Branson.
Sure, there are pesky considerations like competitors, revenue streams, and so on, that can get in the way of greatness. But a focus on recruiting great people, and nurturing them with a strong talent management process, will help you overcome even the toughest business challenges.
Because of the power of great employees, attracting the best candidates in the industry can be challenging, and retaining them can be even harder. That’s where a robust talent management process and a talent management strategy can help.
A talent management strategy that focuses on what’s best for your employee will help you attract the talent you need to thrive. And that process starts with a smart recruitment strategy.
Before we get into why recruitment is so important, let me explain what I mean by a “talent management process”.
What is a talent management process?
Generally speaking, a talent management process is designed to systematically hire, train, develop, and retain employees with the goal of unlocking their full potential. Talent management is all about measurable and repeatable processes that benefit the employee, the manager, and the company overall.
While talent management strategies will vary greatly depending on the size of the company and their industry, they typically involve the same seven components:
- Strategic planning around company goals
- Talent recruitment and onboarding
- Performance management
- Learning management and engagement
- Compensation management
- Career and professional development
- Succession planning and offboarding
In this post, we’re going to be focussing on how recruitment plays a critical role in the talent management process.
Why is recruitment important to your talent management strategy?
If talent management is all about unlocking potential, then recruiting the right candidate is the most important thing in the talent management process. Trying to develop the wrong candidate will never get you the same results as finding the right person for the job in the first place. It’s really that simple.
Organizations need to have a strategic recruitment process in place to attract, screen, hire, and onboard the best talent available. Smart recruitment lays the foundation for the rest of your talent management strategy.
Getting the most out of your recruitment and talent management
With that in mind, here are some ways to optimize your recruitment strategy for a seamless transition into the rest of your talent management process.
1. Develop your strategic plan and know your skills gaps
The first step in your talent management process – the one that comes before recruitment – is to take an honest look at your company needs and goals. Where do you want to be in five, ten, fifteen years? What skills and expertise are you missing that will get you there?
Once you have that strategic plan in place, and have identified the holes you need to fill, you can start to recruit candidates to fill those gaps. This plan might also talent management programs to grow employees into different roles and responsibilities.
2. Beef up your employer branding
Once you know which roles you need to hire for, take a look at your employer branding. Define who you are as an employer, what your values are and what candidates can expect when they work for you. This will go a long way in convincing the best talent to join your team.
It will also set the tone for what candidates can expect during their talent management program. Do you offer career development plans? What does your compensation plan look like? These are all major considerations in talent development, and defining them in your employer branding will show your candidates that you’re committed to their growth.
Recruitee offers a quick and easy career site builder that lets you brand and pitch your company to job seekers.
3. Write clear and compelling job descriptions
Once you have your plan and brand in place, you can start building out job descriptions. Thorough and honest job descriptions outline from the start what your candidates can expect from the role and your company.
This is a critical step in your talent management process, as it sets the stage for all other components, especially onboarding, development, compensation, and performance management. Making sure you’re on the same page with your candidate about what is expected of them from the start will make for a much smoother talent management process.
Be sure to invest the time in your job descriptions, and clearly outline job titles, duties, required skills, and expected salary, at a bare minimum. Recruitee also offers users over 200 free job description templates to get you started.
4. Manage your candidate funnel using an Applicant Tracking System
Now it’s time to start gathering candidates. If you’ve laid the groundwork for your recruitment well and advertised on the proper channels, you should be receiving a wave of qualified candidates. This is another critical step in your talent management strategy and one that can be streamlined by using an Applicant Tracking System.
An Applicant Tracking System, or ATS, is a piece of software or app that helps automate the recruitment process. An ATS can help with collecting applicant data, tracking candidate progress through the recruitment funnel, and sorting for qualified applicants based on skill and experience. Most importantly, it gives recruiters a detailed overview of the best candidates to guide their hiring process.
Using an ATS for recruitment not only helps you hire the best candidate faster, but the data collected can also be used to optimize your overall talent management strategy. Having a holistic view of how candidates were recruited, and what type of talent management they received can help guide your strategy going forward.
5. Keep optimizing your talent management strategy
The talent management process is just that: a process. It requires regular work, feedback, and engagement from everyone in an organization. And while talent management may not always be as successful as you would hope in unlocking the full potential of your organization, laying a solid foundation of recruitment best practices is the best way to ensure that you eventually hit that goal.