| Ten Steps |
| If employees represent the majority of your company value, maximizing that value requires knowing your talent, skills. clearances, qualifications and capacilities. Upcoming skills shortages, the social media infusion, and the need for ubiquitous access are just a few of the things driving best practices in talent management. By focusing on the future and leveraging integrated technology, the business will be in prime position to learn, discern, and apply employee data to propel business success. |
| 1. Develop a Social Recruiting Strategy |
| With professional and personal lives continuing to blur, organizations need to look beyond job boards and career fairs to locate the candidates they covet. By integrating your organization with social media sites like Facebook, Twitter, and LinkedIn, you increase business chances of getting in front of the right people at the right time. |
| 2. Extend Your Employment Brand |
| You may have a great careers Website that impresses your candidates, but what kind of impression does your organization make on new employees during the onboarding process? Make sure your employment brand comes off strong, professional, and prepared: have new employees complete forms electronically before the first day of work, and ensure that all employee equipment and systems are ready to go when they arrive. |
| 3. Engage Your Line Managers |
| If your line managers cringe when they see you coming, it is time for some changes. Get out of policing mode and into enabling mode. Provide an easy way for your line managers to talk about performance with employees that report directly to them. Give them tools that make initiating, providing, and logging employee feedback simple. And help them coach their employees, so they always feel prepared. |
| 4. Prepare Now for Upcoming Talent Shortage |
| By the year 2016, there will be five retirees for every new job entrant. Get ahead of the upcoming shortage by strengthening and building the talent you already have. Target learning and development initiatives to address areas such as individual development plans, leadership development, and compliance and certification. |
| 5. Take Stock of Internal Talent |
| Skills shortages are an impending reality - even if the business is not already facing them. To manufacture talent from within and to easily identify new talent, you need to be well acquainted with your current workforce. What are their educational and employment histories? What kind of critical experience, certificates, and licenses do they have? Do they speak other languages? What are their career aspirations? The more you know about your employees, the more opportunities you will have to engage them and the more likely they will be to stick with you. |
| 6. Integrate Talent Management |
| Go beyond looking at the efficiency of your individual talent management processes to truly integrate them and unlock the value of your data. For example, tie performance data to the recruiting process. Performance data identifies your high performers, and recruiting data provides prehire information about where your high performers came from. Tie these two together, and you will know exactly where to find more high performers. |
| 7. Line Up Future Leaders |
| With a talent shortage coming, you need to look at your bench strength and begin building a leaders pipeline. Leadership academies provide an excellent means of nurturing future frontrunners. Identify leadership competencies, create a dedicated environment for developing leaders (leveraging your companywide learning system), and provide individual leadership development plans. |
| 8. Automate Talent Management |
| If the busines is still running a few talent management processes with paper or e-mail and documents, the business needs to do better. Improve the experience for candidates, employees, hiring managers, and HR with end-to-end automation. Instead of saddling employees with burdensome administrative tasks, use processes to drive business success. |
| 9. Move Everyone in the Same Direction |
| Because progress only occurs when everyone is working toward the same results, start with companywide goals that cascade down to departments and individuals. As business conditions change, provide managers with an effective way to update employee objectives and realign work to ensure that scarce talent is deployed on the right activities. |
| 10. Manage Talent Anytime, Anywhere |
| With the speed of business constantly increasing, agility is no longer enough when it comes to acquiring and retaining good talent. Your candidates, managers, and employees will need around the clock mobile access to your talent management systems. This could mean enabling managers to approve requisitions via smartphone while boarding flights, or giving candidates the ability to see job openings when they walk by your office building. Regardless of the task, make sure you can accommodate these mobile talent needs. |