Talent management is how employers recruit and develop a workforce that is as productive as possible and likely to stay with their organization long term. When implemented strategically, this process can help improve the overall performance of the business and ensure that it remains competitive.

Talent management is a buzzword in organizations today. Human resource planning involves a wide range of HR procedures such as the selection process during recruitment and onboarding of new staff. Succession planning, performance management, team structure, team dynamics management, human resource development planning, and much more.

“Micro-managing creativity kills it. To encourage creative brilliance, foster an atmosphere where it can thrive and then step out of the way and let it happen.”

Stewart Stafford

Also includes training, mentoring, coaching, employee engagement, and retention. These processes are essential for both the employer and employee, involving various functions and thorough planning. Talent management always considers the contribution and effectiveness of the job holders to the organization’s goals and objectives. In short, talent management capitalizes on employees and helps maximize their value.

For today, let’s emphasize recruitment and the onboarding approach. As this is where it all begins! It is imperative to ensure a thorough recruitment process, starting with the job advertisement itself. Some organizations make job announcements most innovatively and attractively.

The Perfect Job Advertisement for Talent Hunt

Talent attracts talent – is what we believe in. A few months ago, an interestingly announced job advertisement caught our eyes. Usually, job advertisements mention ‘desirable qualities for the position holder. But for this particular vacancy announcement, it was “how to really knock our socks off….” I felt that was stimulating. The advertisement mentioned the section of ‘required experience as “what it will take to catch our eyes”, and this was a very senior position being recruited. The full job description of that position was communicated differently, making me feel like this seemed an exciting organization to work with.

When advertising jobs, our most significant intention is to have as many talents apply as recruiters. A large pool of applicants gives us a vast poll to identify potential candidates. We often complain that we do not receive quality applicants to match the vacant position. But in order to comply with that, we must keep in mind. How much effort do we make to attract potential talents to apply for the job?

The Selection Process

Secondly, comes the selection process. The right experts in the interview panel and the panelists should identify priority areas for that position. Every position is different, this we all agree. However; we need to bear in mind that each job’s weightage of skills and competencies differ (must differ!). For example, A senior position may require more significant weightage on leadership and people management qualities than technical expertise and writing skills for a mid-level management position. Each interviewing panelist should discuss assessment areas in detail and agree with the decision before the interview.

Planning out interview questions, keeping open-ended and situational questions that further benefit the panel in identifying the individual’s values and attitudes, supporting panelists in finding these skills to a large extent, and other assessments and reference checks. The goal is to have the right person on board –‘Right person Right place’ which is exactly what we want.

On-boarding the Talent

Thirdly, the important step is onboarding, the talent, which is inducting new employees into the organization and into their roles. Introduction of the individual to the other employees and introduction of the organization and its practices, policies, and culture to the employee.

A thorough induction plan needs to be planned, ensuring the individual comprehends their role and responsibility and the organization and other functions. The individual must be clear on their core and their cross_cutfing responsibilities.

Once onboard, identifying a clear list of priorities and setting periodic objectives for the probation period supports the individual to understand their goals and expected contribution clearly. For these, the investment of time from the team leader is vital. The team leader should know that the investment of their time in the initial onboarding phase of their team members leads the staff to strive for the team’s collective goals.

To sum up, talent management starts before even getting an employee on board! An organization that understands the criticality of talent management and its benefits for the employer and employee strategically plans these processes from the very beginning, even before recruitment begins.

CONTACT:
Swift Technology Pvt. Ltd.
3rd Floor, IME Complex
Panipokhari, Kathmandu
Nepal

Tel: +977-1-4002555, 4002535, 4002538
Mobile: +977 9802096758
Visit our Website: swifttech.com.np

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