A Practitioner’s view on Talent Management

A Practitioner's view on Talent Management

Recruitment marketing should always stays ahead of your business, a pipeline of qualified, interested candidates is one of the most valuable outcomes of recruitment process outsourcing. Organization talent attraction experts should integrate employer branding and recruitment marketing for customized solutions to attract the candidates best suited for the organization and roles.

A thorough talent attraction strategy integrates:

·      Social Recruiting Blueprint – Develop a customized, measurable approach to connecting with savvy talent via social and online/digital media

·      Traditional sourcing – Efficient use of time-tested methods

·      Employer Brand Visibility – Elevate name and employer brand to candidates’ top of mind

·      Talent Communities – Builds pipelines of passive and active candidates who share your company’s values and interests, a critical strategy in challenging labor markets

Adopters of social recruiting techniques, have consistently turns the online presence into a powerful recruitment tool. A well defined 360 degree, sourcing strategy engages top talent 24/7 and quickly build a better pipeline of candidates. It’s time to turn talent attraction into a competitive edge for your organization.

“To achieve the stated point above technology plays a critical role in HR functions by facilitating highly targeted and client branded outbound candidate campaigns therefore provides an enhanced candidate experience. 

Once we have right technology and tools in place, matrices and reporting becomes the next logical step. These reports provide the business intelligence and insight to improve results.

HR Analytics: Metrics & Reporting

Organizations needs metrics to improve key aspects of business performance. Accurate data collection and reporting is the first step, metrics are the basis for fact-based decision-making and continuous program improvement. 

Ideal Talent Acquisition Solution should include following key measures:

·      Cost to hire

·      Hiring manager and candidate satisfaction

·      Diversity of candidate pool

·      Cycle time

·      Candidate acceptance ratio

·      Interview to offer ratio

·      Quality of hire

·      Engagement and Employee Retention

KPI – Benchmark the performance indicators

·      Recruiter productivity

·      Recruitment spend

·      Hires source effectiveness

·      Requisitions per recruiter

·      Hiring Manager quality of hire

·      Timeliness, availability and accuracy of data

Lastly talent acquisition reporting should takes place daily, monthly and quarterly. With insight into the data, teams can allocate resources efficiently, anticipate slowdowns and change the dynamic to quickly resolve problems. 

In conclusion, in order to effective manage talent organization should use right combination of tools, practices, technologies . There is nothing like best practice(s), all the practices and processes should be should be continuously improved upon, “If you can’t measure it, you can’t improve it”. It’s the persistence that makes all the difference, therefore regular comprehensive reporting to measure KPIs, and stakeholder’s commitment to continuously improve play vital role in not only deliver but exceed the goals.

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