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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As an entrepreneur having multi-million dollar companies as your competitors is the terrifying thing. We are sure you the story of David and Goliath, once in a blue moon the underdog win. But does this leave any space for startups to grow as big names continue to pile up billions every year stockpiling more market share?

It definitely doesn’t. So how do you do it? Below are some fine points that would help you
weather the storm in a highly competitive market:

• Know your advantage:
  As a growing tech startup, you should clearly understand your unique advantages.

As a startup you have various advantages:

• As a startup, you can pivot more quickly and efficiently with changing market scenarios.
• Limited numbers allow you to be more customer-centric allowing more personal
  engagements.
• Adapt your product according to customer feedback.
• Better customer retention with one-o- one engagement.
• Developing cutting-edge technology according to customer insights.

Avoid toe-to-toe competition:

If a big corporation plunders the market in your operational space it’s better to avoid toe-to-toe
competition. This ensures you never go bad.

• Unprecedented customer service:
  A well-tuned startup can easily trump its bigger competition in customer service.
• Maximize your backend:
  In today’s tech economies it’s necessary to provide well-designed, dependable and extensive
  backend services that are available 24#7.
• Partner with competitors:
  Yes, sometimes it’s best to work in tandem with the dominant.

In case you found the blog helpful, do log into http://www.glocalrpo.com and learn how to foray into new domains and markets with Glocal’s ORPO’s virtual offshore business development managers. Want a boost? Send us your queries: info@glocalrpo.com

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 Cost Reduction by sharing Risk

• RPO firms take on the responsibility of fluctuations that occur during hiring, thereby reducing extra cost by sharing risk.

At the point when a business downturn hits and selection and hiring needs all of a sudden drop, so does an organization’s requirement for Staff selection. In like manner, when the business is venturing into another item classification or locale of the world, selecting necessities may all of a sudden spike. Outsourcing the enrollment capacity permits an organization to go along the cost danger of those assets to the business accomplice. Enlistment Outsourcing firms like Glocal RPO tackle the obligation of proficiently changing asset levels while procuring vacillations happen so the customer does not shoulder the weight of conveying pointless staff, or on the other hand, being short when more prominent assets are required.

 Efficient Recruitment cycle

• RPO vendor helps you determine existing inefficient practices, efficiently working towards improvement of which can lead to a reduction of cost.

A standout amongst the most widely recognized issues we see with the enrollment lifecycle is that it’s an incoherent and awkward large number of practices—great and terrible—crosswise over authoritative capacities, offices, divisions, and districts. Regularly, this causes cover in promoting purchases, preparing and onboarding strategies, and additionally poorer procuring choices and at last higher operational expenses.

Acquiring an RPO venture gives you the chance to reexamine these procedures. The RPO seller will analyze your enrollment procedure workflow(s) to figure out where cover, exorbitant expense, and wasteful practices may exist. At that point, an outsourced model can be made for you, giving you benefit levels and achievement measurements that surpass business as usual.

These practices have been demonstrated more than once to yield expanded effectiveness and fulfillment with the enrollment lifecycle, bringing about general cost lessening for your organization.

 Reduced time to hire

• Outsourcing Major Parts of your recruitment system automatically saves time and leads to cost reduction.

Time is precious and procuring new expert-level workers takes a considerable measure of both. From sourcing resumes to directing meetings and arranging offers, obtaining another worker imposes your interior assets. Besides, everyday work demand stays unfilled, your business loses the advantage of that worker’s commitment and squanders enrolling and budgetary assets that could be devoted to different activities. Outsourcing all or some portion of your inner enrollment capacity can lessen your opportunity to employ significantly by utilizing:

All these facts clearly depict that hiring RPO is surely an intelligent step and saves a lot of time and cost along with quality assurance.

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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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The latest techno-trends of social, mobile, analytics and the cloud have changed our business eco-system and with it the way HR works too. This has also changed the way hiring is being done. Right from candidates who are searching or are being searched to recruiters who are on the other end of the spectrum, trying to fill positions with the best-fit possible – technology has changed HR but it is still all about ‘the relationships’. Potential employees and job seekers are looking for jobs on various platforms using a multi-pronged strategy and through multiple modes of communication. But, relationships still rule strongly despite the technology being known for its ability for alienating relationships.

So, what is it about relationships that find strong resilience in HR even now?

Passive recruiting is a trending term for HR recruitment now. It just simply means that this technique involves tapping into talent and targeting people who don’t have a strong desire to be recruited. Passive recruiting can actually work wonders for your organization if utilized properly. The aim of passive recruiting is to build relationships, start conversations and initiate dialogues. It can be sometimes as innocuous as getting to know someone on Twitter, Facebook, LinkedIn, etc, by commenting on their posts, blogs, thoughtful discussions, etc. The key here is to build relationships and make them strong enough by getting them interested in a job with your firm.

Passive HR Recruiting can work wonders at times. Inactive recruiting, it is much simpler, since you are actively scouting for talent. In passive recruiting, it is just the opposite – you are tapping into talent pools – but in a very sublime manner. The talent you are tapping into might not even be interested in a job per se. They will definitely not be looking for one activity for sure. So, you would need to initiate a meaningful conversation and build relationships with the potential candidates. You try your best to engage them and to ensure they want to get hired for a position, you have in mind but sometimes, that will not come true. Sometimes, you would fail and have to let them go and not waste your efforts further.

But when it works out, it is for the best. This can get you the best possible candidates and you would have understood the candidates’ fitment better with the position at hand since you would have had built a relationship with them. So, relationships go a long way in recruiting success. The candidates-job fitment will be better, thanks to extended conversations, so they would probably stick around longer in the company and job offered. Remember, you hired them passively, so in effect, it means that they are not probably serial job-hoppers – that can only be good news.

In fact, people who are probably not looking for a job actively in your firm are people who might just be very ‘highly qualified’ for your firm. Tapping them might be tough but can be fulfilling and rewarding as well. HR Recruiting, in essence, is traditional, all about building relationships and initiating conversations.

Get the talks going, build the conversation and see the benefits that follow! After all, HR and recruitment are all about people and relationships.

Please call us for more information on our services –

+425 818 0748

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