StudyBoss » Business » Strategy-Driven Talent Management

Strategy-Driven Talent Management

Table of Contents

What can a company do to attract talent?

Talent. Is it something that is passed through genetically or is it a set of skills in which we as human beings develop over the course of our lifetime? The answer, although subjective, is quite simple. Talent, in our context, is a unique set of skills, abilities, and/or thought processes that an individual or group can offer to benefit an organization. Talent may be perceived in many different ways, but it has an even more critical meaning when It comes to the field of Management and success of an organization. In common practice talent management focuses in great detail on the process of seeking out and hiring the right employees, training them with minimal effort and retaining those who are categorized as “fitting” employees. Another important aspect in hiring an individual, is to ensure that he/she can assimilate into the team and the culture of the organization. In the book entitled “

Strategy-driven talent management

A leadership imperative,” chapter 3, there are 6 steps in which any organization can improve its image which in turn will attract the best players. These 6 six steps are as follows, a company must first and foremost identify its talent acquisition, next the company has to ensure why their organization is unique when held against its benchmarks. Having a well-known brand name is an assured guarantee that a talented employee will consider to work with them. Fourth, ensuring a leadership brand within the organization is another powerful factor to attract the right talent. Determining the appropriate channels to gain the right employee is crucial. Finally, an organization that is able to measure its success proves to be a huge attraction that the top talents simply can’t pass up (Leslie, 2010, pp. 123).

Therefore, the first step for a company is to evaluate their current positions and structure. Then they must plan and strategize new positions aligning with their short-term and long-term goals. Once this has been completed, they will need to target a particular audience that is suited for the position. When doing so, the requirements and job description must be fairly specific. This will ensure the applicants remain relevant to managements goals and minimize sifting through the candidates. Then according to this criteria, Management/HR must create avenues in which to attract the applicants.

This may be as simple as an ad via a Social Media website or posting a job opportunity internally on some sort of board or forum. Things to keep in mind is that an attractive package is quite the complex formula. Just as “Talent” is subjective, so are packages. Things that are attractive to one applicant, may not be to another. A high salary is not the “be-all-end-all” to getting applicants, although up to a certain point salary is important. According to Brent Gleeson a contributor of Forbes magazine (Oct 13, 2016), he states, “New job candidates want to know who they are going to be working for and aligning themselves with. The founders, Senior executives, Managers, anyone with authority.”

This will allow the potential candidate to decide if he/she sees themselves in the company and if they fit the culture. They also must see the potential to grow and understand how and the frequency in which they will be evaluated. Employees want to have a sense of belonging and contribution. If these different variables are harmonized, it creates a great environment for success of employees and organizations.

Cite This Work

To export a reference to this article please select a referencing style below:

Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.

Leave a Comment