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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Considering millennials as the largest generation in the American workforce, its necessary to find ways to nail the corporate culture since today’s corporate teams are mostly made up of millennials. And yes, this isn’t the first time we are writing about millennials and certainly not the last time. This is one bone of contention that most of our clients engage us on how to retain and manage millennials.

So what can a company do to encourage millennials to cling on? The millenary wants a strong culture where a company’s values and visions are clearly demonstrated and the work environment is fun. We have cumulated a list of To-Do’s to make your company’s culture a good fit with the millennials, and a lot of the fixes are easy and practical:

Ways to Nail Corporate Culture

1.Give them purposeful work that ties to a larger goal:

Engaging in meaningful work is the foremost priority of millennials. JD is what entices the workforce so it’s important to take a hard look at the job description, process-oriented work is most likely to gain attention for a long time.  Money isn’t the only thing driving force rather the work has to be meaningful. It is imperative for organizations to make sure to tie their job into the big picture and help the company fulfill its goals.

2.Guidance and Opportunities for Career Development:

Millennials prefer bosses or managers who can coach them, guide them and at the same time give them trust and freedom to work on their own. This requires clear and disciplined communication, a mix of educational and motivational steps and apt mentorship. Robust skills set system allowing employees to get certified and attain a pay hike accordingly.

3.Socializing:

Another way to retain millennials is promoting socialization. There is a payoff here for the company too as this helps managers learn more about the employees’ and get acquaintance with new ideas and tech knowledge and gain a new perspective.

4.Work Flexibility & Supplying the right Benefits:

Advance a culture that promotes work-life balance (the norm these days) as the young generation respond positively to work flexibility. Thanks to the gig economy, the conventional 9-5 work is no longer the norm. It also encourages creativity and innovation.

To sum up, have an open door policy (sounds cliché but hardly practiced) which gives employees a sense of inclusiveness. Also, organizations need to look beyond the ‘millennial’ reputation as job hoppers and focus more on their potential.

Glocal is a leading Offshore Recruitment Process Outsourcing (ORPO) firm with offices in USA and India. We are the winning ORPO ammunition every RPO needs. Here’s more about us: http://www.glocalrpo.com

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What do informational technology recruiters look for in a candidate? Tasks are myriad. It can be managing a help desk, designing a software program, managing a network that automates financial transactions, creating/upgrading operating systems, and the list goes on. And innovation is indeed the buzzword; what is in trend today may turn superseded tomorrow. Here lies the challenge for IT candidates to stay abreast of the up-to-the-minute changes and trends in the industry. So is the task equally challenging for information technology recruiters to recruit the right talent, defining strengths of the candidate and synchronizing the same with the targeted job post?

 Better said than done! It can be an exigent task for the in-house HR team of an organization to recruit talent that matches organizational goals. Just filling posts of .NET / Java / PHP / Drupal / IOS developers, data / software architects, project managers, quality control testers, Cobol programmer analysts, network engineers, support analysts, front-end designers, application engineers (well the IT job list is huge and almost uncountable!), and more is not the end. High recruiting costs incurred and yet the organization may be at a loss of not being able to hire the right talent! This is one of the key reasons organizations today are seeking RPO services.

 And yes, IT career security is projected to grow appreciably this decade and over the coming decades. So, you can well imagine the demand for IT candidates as well as recruiters in this segment. It is more of staffing agencies who partner with RPO companies for customized RPO services in the IT industry in particular and other industries in general. What agencies avail are dedicated information technology recruiters who work offshore beyond geographical boundaries but perform as an extended team. It is a cyclical reliability that ensues – clients on staffing agencies and agencies on RPO companies, all mutually benefited.

 Whether on contract or permanent basis, IT jobs are here to stay. And RPO services are to gain more momentum in the near future of IT Career Security and Lucrativeness.

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