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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What’s the difference and why it Matters?

Here are some facts!

With social media making continuous advancements in acquiring new talents, there is a lot of ambiguity in regards to ‘recruiters’ and ‘sourcers’. Although the role of a sourcer is much like a recruiter, however, sourcing is done as an integral early part of the entire recruitment process.

The Role of the Sourcer

In general terms, a sourcer is a hunter. In fact a sourcer most times overlays the recruiter. He not only creates interest and drives potential candidates to organizations but also acts as a research agent. The real difference is depth, depth of conversion and depth of knowledge about specific roles in companies. Thus sourcers are indispensable to the recruiting process.

The Role of the Recruiter

The main area of a recruiter does not include fiercely searching for candidates. It revolves around consulting internally with hiring managers, leading interviews, managing offers, job descriptions, and onboarding new hires. A recruiter thus manages relationships, mentor the candidates and the human resource managers with screening, selection and hiring process.

Collaboration is the key

In today’s tug of the talent war, it is imperative for recruiters and sourcers to work in tandem to hire and retain top talent for any organization. A strong association between the two ensures a company’s healthy talent pipeline.

Glocal RPO is an offshore recruiting firm with offices in USA and India facilitating professionally managed virtual recruiters adhering to quality and fast delivery. We boost your recruiting productivity at profound costs while letting you focus on core competencies.

Get Glocal RPO on board: Phone: +1 646 705 0202. Email: info@glocalrpo.com

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Let’s see the kind of strategies that HR will have to embrace in 2016 to handle the challenges.

Sourcing will remain the key challenge for organizations. The question of getting the right talent pool and tapping them into the various positions for best fitment will always be a challenge. So organizations which are adopting a reactive approach to sourcing will fail in the present scenario. It’s an extremely competitive talent market and key skills are always tough to find. So, what do you do? First, do a real study of the organization’s strengths, technology being used, and then, go ahead and take a more ‘proactive’ ‘people-first’ strategy.

The video will gain prominence in the recruitment strategy. The video is becoming an important part of the talent acquisition dialogue process, and more so, for the interviewing processes. Increasingly, recruiters are utilizing video presentations from candidates to assess their fitment before going ahead with the rest of the processes. They are also setting up video meetings, Skype calls to slash costs, boost efficiencies and streamline and standardize processes.

Mobile talent acquisition challenges will gain traction in the coming years. Candidates are getting used to technology and they are now used to apps which are intuitive, user-friendly, quick and very simple to use on their desktops. Then, why should that not extend to the recruitment process? Candidates will have to be tapped on the mobile apps and screened on them, in the future. It’s the era of the mobile apps, and thinking or rethinking carefully the strategy of adopting and utilizing the mobile into the recruitment strategies will help immensely. It is also the need of the hour.

The screening will remain a challenge. The competition for talent is hotting up and is more intense than ever. It’s also true that candidates do fudge the data and it becomes even more critical now, to adopt and make screening a part of the talent acquisition strategy. A lot of big firms are actually getting the screening done before on-boarding them – in that process, their quality, degrees, mark sheets, etc, are all being verified. This removes any doubts of bogus candidates making their way in and prevents quality slipping for the talent.

Recruitment process outsourcing will come to occupy a prominent place in HR recruiting. Seen as an administrative service, it has taken on a key role in assisting firms in gaining efficiency, cutting costs and improving the hiring processes in general. Today, the organization can’t bypass RPO any longer but it will emerge as a vital driver for organizational change and business outcomes.

Tackle these challenges head-on and you would be set for recruitment in 2016!

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

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