Why talent management is important?

Managing your talent pool is very important for your business. Not only because it is a vital aspect for better performance, but retaining your employees also saves you a lot of money and efforts in terms of recruitment and retention. The cost of an interview and the time it takes in the modern times has increased significantly from the early years. Moreover, depending upon the role, the recruitment process for a new staff can be anywhere between intimidating to cumbersome and time & money consuming.

5 tips for improving the talent management strategy for an organization:

1. Know your best talent

Rarely, businesses know about the best talent of their organization. While these top performers are responsible for the 5% of the entire organization, they are capable of delivering 400 times more productivity than any other average performer employer. Such people are important for an organization and you cannot afford to lose them. Another important thing to note about these employees is that because they are rich in talent, they also are ambitious and look for opportunities to grow.

2. Offer them with better growth opportunities:

Your employees need opportunities to flourish and you must ensure that you are helping them to reach their full potential. Training, development and opportunities to participate in better and more challenging projects is one way to make sure your employees feel motivated for work. This also helps them hone the existing skills while acquiring the newer ones.

3. Keep them updated with feedback:

Feedback is one great way to help employees improve but only when it is continuous. A random feedback cannot contribute towards rapid improvements, employees accept that there is a lack of continuous feedback and demand for the same. However, you need to make sure that you offer the negative and positive feedback in a mix and boost the employee morale in all aspects.

4. Evaluate your talent management strategy frequently:

While having a talent management strategy in place is important, it cannot help an organization to use the talent in the best possible way, until and unless it is fully frequently updated. Talent retention rate, the cost to hire, time taken per recruitment process, full productivity per full-time employee achieved or not, the number of promotions made internally are a few factors that must be kept in mind while evaluating the effectiveness of your talent management program.

5. Designated mentorship:

It is important to have a designated mentor for all your employees to learn and develop. The experienced employee of an organization can share their knowledge and expertise with less experienced employees.

Hope this helps you in improving your talent management in your organization to improve performance and productivity.

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HR managers, recruiting agencies and even brands around the world would rate the introduction of Artificial Intelligence to recruiting as one of the landmark trends in the past couple of years. More than 35% of recruiters in general have already adopted AI into their hiring process. They testify that this decision has made them work smarter. Hospitality recruitment companies are under immense pressure to meet the staffing demands and here is how AI can fuel this market to work smarter.

1. Automate those boring tasks: Some of those tedious tasks of scheduling interviews, updating profile status, coordinating between teams and so on can eat up a lot of time which recruiters can other use to do more result oriented jobs. Bringing in automation to all these tasks will be a smart move which directly impacts your team’s productivity and success level.
2. Efficiency that delivers: In the hospitality industry, the demand for talent is enormous but the availability of the right candidates is scarce. To attract the right kind of talent and convert them into recruits, the hospitality recruitment companies have to perform with utmost efficiency. Artificial Intelligence can up their efficiency level by making the job descriptions more precise which will attract the most suitable candidates. Investing in programmatic job advertising has yielded great ROI for recruiters.
3. Improve candidate experience: In a survey conducted by AllyO, a whopping 83% of recruiters said that they are using AI to improve candidate experience throughout the hiring process. With the least amount of human involvement, AI is able to deliver quality experience to candidates. Chatbots can reply to the hoards of queries and confusions candidates have, automated messaging system can keep them posted on their job application status, data analytics can make application process easier and fun. Such quality experience will not only help the recruiters win the present candidates but will also help build a strong referral talent pool.
4. Keep bias away: Recruitment market is highly advanced and is embracing diversity to enhance the quality of recruits. But at one stage or the other, bias may subconsciously influence the decisions of people. Gender, place of origin, language, age or some other factor may push the recruiters to select one candidate over another even when the other one is more deserving. AI works purely on the basis of numbers and thus completely eliminates bias to hire the best candidates.
5. Smart savings on time and money: Hospitality industry is all about delivering best customer experiences and keeping positions vacant for a long time hits the brand’s quality badly. AI can help hospitality recruitment companies grab the right talents who fit right into the distinct roles and resonate brand personality within no time. Machines can be employed to speed up the screening process and reduce the burden of the recruiters allowing them to interview more suitable candidates. For both businesses and the recruiters this is a great saving in terms of money and time.

The possibilities of how AI can make recruiting smarter are endless. As Machine Learning becomes more complex and efficient, it will redefine the entire process.

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Healthcare recruitment has experienced a paradigm shift and the power now lies with the prospective employees. The opportunities are flashing and arising every other day. Despite the fact that you have hired the best talent in your team, several factors might easily sway them away from your brand.  Leading recruitment process outsourcing companies note that along with better remuneration candidates lay equal emphasis on good work culture, growth and appreciation. To ensure you have your talent pool sealed and trusted, you need to have qualified retention policies in place. It must be an ongoing strategy and must be closely supervised by the Human Resource department to ensure the quality workforce is effectively engaged and rewarded to enhance job satisfaction and security and minimize retention.

Here are the top 5 incredible employee retention techniques that you must adopt in the workplace :

• Keep them engaged:

Mismanaged job description and an unplanned/ overloaded schedule are often the primary reason an employee shows low engagement. While managing the schedules and workload at times appear tough, with expert leadership, one can always work on flexibility and other aspects of the job such as employee appreciation, focus on teamwork, addressing the pressing issues and staying available for communication.

• Nurture Teamwork and Communication

A business that works together tends to offer better outcomes. Healthcare services are comprehensive and interlinked and thus it is important for the providers to work in accord. Teamwork is the primary quality you need to offer respected patient services and experience. Teamwork gains its strength from communication between the team members as well as the leaders. You must be available to address their issues and offer advice that helps them out.

• Pay what they deserve:

A pay hike is the most common reason employees leave an organization. While job satisfaction and job enrichment are two primary drivers for motivation, receiving a respectable pay for your work keeps an employee’s morale up. A fairly compensated employee also has more chances to meet his/her financial needs and thus more chances to respect his/her job/

• Recognition and rewards:

Besides compensation, a strategized reward and recognition plan is the key to make employees value their jobs. Annual awards for performance, flexible timings and bonuses works wonders in keeping the employee satisfied. Recruitment process outsourcing companies suggest that appreciation goes a long way in building team spirit and a sense of belonging.

• Help your employees grow:

An employee who feels that the company cares for his growth would never think of quitting. You must have active programs for counseling and career growth to ensure your employees feel that you care. Help them identify opportunities and develop new skills to ensure they stick with you for a long term.

A little effort in the form of leadership, towards employee satisfaction can help companies retain the best talent. While retention is becoming one of the gravest problems for the industries, a company following the above suggestion can curb the issue significantly.

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Plenty of options available

Another reason that raises such an issue is that the organizations are unable to look further than their internal recruitment. There are plenty of options available for you. From Sub-Vendors to off-shore RPOs, there are a lot of reliable options. Let’s have a look.

Sub-Vendors ‘’introduction”

Sub-vendors are just like service providers. Their task hires a candidate for you. The client organization has full control over their actions included in hiring a candidate. Their services are highly reliable and quality oriented.

• Offshore RPO Partnership

Partnering with an RPO or Requirement Process outsourcing refers to the fact that you approach such a sub-vendor and hire him for your recruitment requirements. You may give the whole control and command to the RPO team or can only keep them in supporting role.

• Having your own offshore:

Another available option is to have your own RPO team. That gives you complete control and command over the hiring procedures and the strategies used.

The question that arises now is what option to choose. Well, the answer to this resides with you and your requirements only. It depends on upon the requirements, your financial structure, and hiring frequency that what exactly will be the best option for you.

Selecting the best for you:

Based on requirements and constraints:

• Based on financial constraints:

The first factor that is to be counted is the financial constraints. That means what kind of service you can afford. If your organization is financially strong, then you can even have your own RPO team, on the contrary, if the financial constraints are bigger for you, then the best-suited option will be to hire or partner with an RPO but it depends on Choosing RPO.

• The frequency of hiring:

Another factor is the hiring frequency of your company. That means how frequently your company hires? If your company has frequent requirements for new employees than having your own RPO or Choosing RPO is the best choice but if it is an occasional affair for you, then partnering with an RPO is surely enough.

These were the two basic parameters which need to be considered while deciding that you need your own RPO or want to partner with one. Partnering with an RPO can be a versatile choice for any organization. It gives you the services which are more economically sound and dependable in nature.

Glocal RPO gives you the much-required market edge with its unique and dependable policies. Our dynamic hiring strategies can help you achieve the talent that can take your company to new highs. If you have any query or trouble regarding recruitment, Glocal can provide you with trusted solutions. To know more, get in touch with us.

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What we look for in a Candidate:

We focus on the candidate as the talent that could turn your company into a brand. Following is the key parameters on which we focus while hiring the suitable perfect candidate for you.

The SEVEN qualities “the Talent Goal”

1. Talent is versatile

Talent is not confined to a particular domain. A person who is talented can excel in any domain or field. It is not wrong to say that talented employees come as an all-around package. These perfect candidate can give you the much-needed edge as compared to the ‘confined skill set people’. They can get you out of any tough situation and can excel your performance.

2. Talent means confidence

If a person is talented enough to tackle a situation, then they are also high on confidence and similarly, the person who is confident can show his talent in his corresponding domain. This clearly depicts that talent and confidence go hand in hand.

3. Talent is flexible

In this highly competitive world, a person can only survive if he is adaptive and flexible enough to tackle any situation. The goals and targets tend to switch every now and then, therefore, having a flexible person in your employee force can help you tackle these dynamically changing requirements.

4. Talent is target oriented

Talent aims at results. If a person is talented and is confident towards its work then there are heavy chances of success and hence success in achieving your goal. If a person is goal oriented and capable enough to lead any task then success is bound to happen. And to ensure that they keep on doing this work you should ensure that they are perfectly complimented for their achievement.

5. Talent seeks for opportunities

Having talent gives you the confidence to speak up your views and points. This confidence allows you to stand up to your ground and seek new opportunities. Which is again beneficial for your company rather than the employee’ individual growth only.

6. Talent gives communication confidence

Communications are the basic skills to target in a candidate. Communication acts as the bridge between employees and as they are the pillars of any organization, therefore, it is another essential aspect to look for while hiring a candidate.

7. Talent never dies

Talent is a skill that never ceases to end. If you get a talented employee, he can prove to be your best asset for a long-term basis.

These are the skills our Glocal RPO teams look for a perfect candidate while hiring. We believe that having a talented employee gives you the talent that can prove to be an asset for you.

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1# Time

 Regardless of the number of people employed by your business, Payroll process inside one’s business is a time-consuming process. As attending to payroll requires a lot of time and attention to every detail. It requires the business owner to input considerable amount of data and double-check for any keying errors whereas this time can be used by small business owners to attend various different tasks including service to valued customers, keeping track of benefit deductions, garnishments, new hires, and terminations etc. Outsourcing payroll immediately frees up precious time. Employers only need to make contact with their outsourced payroll specialist by approving time once each pay period.

In order to focus on more strategic tasks which would ultimately affect one’s bottom line, businesses need to allow employers to concentrate on their core business by outsourcing payroll and saving time for the same and therefore such tasks should not be the hours taken away from an owner’s daily productivity because we all know “Time Saved is Money Saved”.

2# Expertise

 Another important reason to outsource payroll is to get access to technology and expertise as hundreds of new laws and regulations are enacted every year. And a professional payroll provider would be someone who knows payroll processing inside out which would further reduce any chance of errors.

Usually, small business owners are not that experts in the complicated world of government tax regulations yet they are legally responsible for any cases of misrepresentation or failure to accurately report employment taxes to federal and state government agencies and in such crucial cases mistakes can lead to penalties and audit that no small business would want. Therefore, by outsourcing payroll, businesses can take advantage of expertise which would help them yield fruitful results.

3# Cost

 If a company chooses to handle payroll function internally it would require them to keep an updated payroll software and maintenance of the same would be an additional cost for the company which can be reduced by outsourcing payroll.

By outsourcing payroll you don’t have to worry about your payroll processing company calling in sick, resigning, wanting to take a vacation etc. and therefore it turns out to be a great deal for small and medium businesses in particular. Cost cutting is one of the most important aims of any business which can be achieved by outsourcing payroll which becomes another important reason to do the same and help one’s business run smoothly.

4# Efficiency

 Once a business or a company decides to outsource its payroll it saves them a lot of time and money which automatically leads to increased efficiency. Payroll processing is a precarious business operation. Once a firm decides to outsource its payroll it helps the business owner or manager to focus on other important aspects of serving their customers right and satisfying them to the utmost level. Once the whole process is in hands of experts it reduces the risk involved which would then result in increased efficiency and enhanced security.

At the end:

 A professional payroll service provider takes away the pain associated with processing payroll. Payroll company takes care of it all merely by receiving basic information from the company and also guarantees error-free payroll and on time tax filings and payments. Outsourcing payroll services bring peace of mind to a business owner or manager which helps them to focus on running a profitable business.

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No, you got that wrong; in fact, YOUR work has just started. The problem is after all the hard work that goes in the hiring process, it is assumed, that the candidate hired will be integrated into the company culture. Also, quite a good amount is spent on training the candidates for the job role, company culture, so, it is naturally assumed that they will stick around. But no, that’s where the problem starts now!

Recruitment Consultants Retaining candidates for a particular job role and subsequently, the company is NOW the biggest pain point. Let’s look at three reasons why top quality talent quit!

Internal Office Politics: This has emerged as the prime reason for candidates leaving their apparently cushy jobs. The HR is often left wondering as well as the top management, as to why they couldn’t retain the talent. Office politics claims the most casualties and it’s often, the top hires that fall prey to the games and machinations played out in offices across the world. Why is that so? Simply, because, the top talent work hard, believe in their talent and often, ignore the office gossip and hence, are ill-equipped to deal with the impact of gossip when that happens.

Lack of Empowerment: That’s probably the second most important reason why people quit in general. Usually, job descriptions are well-defined but in practice, the job role is not so well-defined. The hiree expects a certain amount of freedom to operate. At the same time, the boss is not willing enough to share that control. Delegation is minimal. This leads to expectations mismatch. Also, known as lack of empowerment to function effectively or execute the job responsibilities properly, the hiree quits. The loss is both the firm’s as well as the candidates. The firm hires talent and trains them, only to lose them when it’s time to leverage that advantage. The hiree is also at a loss, and leaves the job out of a sense of frustration, since h/she couldn’t perform as asked and expected, due to a lack of empowerment.

Recognition: This one’s probably the clincher. Everyone likes recognition whether it is a job or at home. Our psyche is such that it thrives on recognition. Imagine yourself as a top talent, you are working hard to excel at your job, but sadly, when it comes to honor and recognition, it’s missing. You see that either you are bypassed and your boss is taking the credit or your junior gets that credit. And, you are perpetually being left out or bypassed for recognition. Slowly, it gets to you and you quit. End of story, not really, this lack of recognition can become a perpetual problem for the firm concerned. The HR department and the recruitment consultants, the company might not be able to ‘pinpoint’ lack of recognition as the reason behind talent quitting the firm. Result: the cycle of lack of recognition accorded to top talent continues as well as their process of quitting.

Retaining talent is a tough job and needs to be handled with great care!

Please call us for more information on our services – +425 818 0748

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Let’s look at how technology will affect the recruitment trends in 2016.

 # 1 Flexible Workforce: The recruitment trend will be for a ‘flexible’ workforce. Engaging talent is always a challenge but the recruitment trends will veer towards hiring a flexible headcount. Organizations will continue to engage employees on a temporary basis and will make them permanent when more projects are completed or acquired. From the candidates’ perspective, it means being flexible and staying open for both contract and permanent options.

# 2 Digital Influencers Gain Ground: Analytics has always been big and now, more firms are looking at the trends’ data and looking for ways to translate them into action. This is also about making data relevant and applicable for business growth and digital transformation. What this trend means is that from the employee perspective, up-skilling and skill development is needed for commercially feasible, relevant and insightful decisions based on data trends.

# 3 The Era of the Digital and Mobile Apps: With customers, looking forward to transacting with companies in intuitive and user-friendly ways, it’s definitely the age of the mobile apps. This will lead to a demand for developers adept at programming languages to build custom mobile apps. User interface experts will gain prominence as companies seek ways to understand how customers use websites and products/services. Their insights will be helpful for marketing, research and development teams.

# 4 Customer Experience Matters: At the heart of recruitment will be the ‘customer’ as organizations will focus on the ‘person’. To understand customers better, data will be ‘key’ and individuals will occupy center-stage. Thus, individuals who ‘can’ customize messages and cater to clients and customers will be at the center of decision-making. It would also become extremely critical for job seekers to show that they can design customer experiences across different kinds of platforms and mediums.

# 5 Adaptable Candidates: The technology has made the business flexible and in 2016, the focus will be on candidates showing their ‘adaptability’ across different kinds of platforms. The more the adaptability to the office environment, job skills and ability to up-skill for adaptation to changing technology, the better will be the employability chances and scope.

# 6 Content Marketing to Emerge as an Important Tool for HR: HR will have to resort to using content marketing to the source, verify and engage with potential new recruits. HR will have to increasingly engage themselves with videos, blogs and social media posts to promote the workplace culture. The workforce will be more of a flex/temp population and as such, HR will have to resort to Content Marketing and use unique content to reach out to a wider population.

Technology will change the way recruiting was traditionally done, so let’s gear up for the road ahead!

Please call us for more information on our services –

+425 818 0748

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Yes, you heard it right – the digital hiring model! Let’s see what exactly is a digital hiring model?

Technology is evolving and touching all aspects of our lives. It is now all-pervasive and is increasingly playing a major role in the way companies approach and hire talent, retain talent and keep the talent actively engaged for best Returns on Investment (RoI).

Hiring is on Digital/Social Media. It’s the age of LinkedIn and online job applications. Recruiters’ favorite hunting ground for hiring talent is LinkedIn for sure; in fact, some recruiters also actively seek the candidate’s profile on Facebook to understand their personality type, and if they would be a good fit for the firm. The kind of pictures they like and posts they share are considered good indicators of their personality type, which is important to understand their attitude, ability to gel in a team, etc. These speak a lot more than the conventional paper CV’s sent out or emailed as soft copies. Thus, recruiters, placement firms, consultants, and firms are increasingly depending on these as additional methods (apart from CVs and face-to-face interviews) for understanding the ‘fitment’ of a candidate. This is the digital method of recruitment which HR firms and practitioners are using to recruit candidates.

In fact, HR practitioners claim that a time will come when resumes will be completely replaced by rapidly ‘changing’ representations of individual experiences, skills, and aptitudes. Social media profiles, job networking site profiles will be the only reality and recruiters would rely on that to close more jobs.

Faster and Easier Application Process will Rule. These days, job-seekers are more sure of themselves and are aware of their worth. They are also well-versed with our competitive age. The market is also more open, fluid and there are all kinds of job opportunities available. At the same time, candidates are also more open to taking up new job profiles. They see that as a challenge to fulfill their potential in life’s journey. Thus, talent acquisition has slowly but surely become more of a seller’s market now.

So, if recruiters or placement consultants take more time to respond, they will just move on to the ‘next’ opportunity. The need of the hour is to utilize technology to reduce the time taken to close positions. The application process needs to be shortened to tap the talent. Technology will play a key role there too. The main problem of modern recruiting is that it has not kept pace with the pace of our times – by ensuring a shorter, faster process for recruitment. One way to change that is to use technology and use recruitment marketing technologies – that is of course, beyond the purview of discussion here.

Suffice it to say, that recruitment is set to change and technology is ensuring that the change happens!

Please call us for more information on our services –

+425 818 0748

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Employers are relying on pre-screening techniques and assessments early on in the interviewing process. It is usually being used early on and after a few initial screenings, primarily between initial phone screenings of candidates and before the first interview or maximum at times, between the first and second interview. Some firms prefer using them when there are only a few candidates in the fray. In fact, as per latest released data, surveys indicate that more than 80 percent of the Fortune 500 firms prefer using assessments for executive positions and that even small firms are increasingly relying on them.

Many companies these days, do not want to depend on the CV, past credentials or job experience but would rather ‘test the candidate’ for attitude, best fit in the firm culture. With the job place becoming extremely fluid, it is becoming extremely important to see that the right kind of candidates is hired and this is being vetted by the process of pre-employment assessments.

Pre-screening employment assessments are helpful since it ‘proves’ to be cost-effective compared to traditional methods of recruitment. It reduces the effort in hiring the ‘right’ candidates somewhat and acts as a filter for getting to the right candidates. In fact, psychologists point to the objectivity of pre-assessment techniques. Despite best intentions, sometimes, those hiring get blinded by the candidate’s charisma or their ability to talk and persuade. These pre-assessment techniques prevent that as the candidate’s charisma is checked by the results obtained in these tests.

Pre-employment tests are being increasingly used since candidates are ‘becoming extremely manipulative’ about personal information. As such, candidates’ CVs are being given less credence now. More emphasis is now on judging their capabilities for the particular job position advertised and pre-assessment screening is playing a major role in that.

These pre-employment screening questions help evaluate the character traits, personality, style, ability to lead, delegate responsibilities, problem-solving skills and making decisions in crucial times. These help decide whether a candidate should be hired and whether he will gel with the company’s culture or not. Interviews only last a short while and it is difficult to understand the candidate’s fitment in that duration, so the best option is to check their responses to these questions, part of the pre-employment screening procedure. These help decide if they would suit the company and if the company would suit them too.

Assessments measure skill, behavior, personality, emotional quotient which is critical for success in the workplace. Hence, pre-employment screenings are here to stay!

Please call us for more information on our services –

+425 818 0748

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