Invest the Time in Your Talent Management Strategy

Alternate Text

Tired of being on the back foot when it comes to identifying and managing talent? Do the following comments sound familiar as the first reaction to recruitment at your firm?

“Oh no here we go again, let hope that we will be successful this time.”
“This is going to cost us a fortune.”
“Let’s keep our fingers crossed and hope that the right person is looking this time”.

After a good number of years recruiting across a broad range of industry sectors, I have learnt that there is a right way to go about attracting and recruiting talent and a wrong way. The minority that get it right can afford to be smug because they know where their next hire is coming from. Most firms however (like yours?) prefer to cross the bridge only when they come to it. This approach places you and your firm in a position of having to select from the limited pool of candidates that are available to you only at that moment in time.

What you need to do is adopt the right approach that puts you a position where you know where to get the right people for your organisation at the time when you need them. The solution is simple – but requires a little planning and investment in time.

A. Get your house in order

First, you need to get your house in order, and here are 7 ground rules to cover off:

  1. Be honest with who you are as a firm, know what is your brand in the market place
  2. Know who your competition is
  3. Know where you want to go as a firm
  4. Know what you have to offer future employees
  5. Be clear on your firm’s values and understand your culture
  6. Understand and profile what makes a high performing staff member and use that formula
  7. Have a clear idea of where future needs will be and when you will need those resources.

B. Develop your future talent pool

Assuming that you have the above building blocks in place, it’s time for planning and building your future talent pool and the information you need to do so has never been more accessible. With professional online networking tools like LinkedIn , you do not even need to leave your desk.

It does require an investment in time to build your talent communities for the future if you are going to make this work.

As well- known recruitment commentator Greg Savage of the Savage Report reminds us “everyone one is a candidate”, not just those who are currently looking to move, or whom are currently available.

Building a pool of likely contacts, building relationships of understanding will allow you to identify if there is any synergy or alignment and therefore a possible future together. The quantum shift for an organisation is to move from a reactive/transactional strategy, to a pro-active/strategic approach to talent attraction. Networking is key and should be an ongoing function of any forward thinking firm so that if you have the right offering in place and you have put in the time to develop a relationship with your future talent then everything should fall into place.

This can be done in-house or by partnering with a supplier who can manage that for you, but whatever you decide is the best way to tackle it, it will take some time to identify, nurture and build rapport with your future employees which is why the above seven points need to be settled and agreed upon with a caste-iron commitment to upholding those standards in order to be best placed to attract and keep the future talent you need for your firm.

C. Go Digital

Finally, Ted Elliot, CEO of recruitment ATS system, Jobscience has some wise words worth sharing about recruitment and building talent communities in the future:

“Firstly all recruiters, veterans or newbies, must change their mindset around digital. If you are not a digital native, you must become a digital convert and a digital advocate, because smart use of technology will be a given for great recruiters.

You need to become a skilled ‘e-sourcer’ able to find talent electronically. Sure, LinkedIn, but much more than that.

Winners in recruitment will take the long-term view on social media. They will invest time and energy in building their personal brand via Twitter and LinkedIn and blogging.

Tomorrow’s recruiter will be part of ‘Generation C’. That will have nothing to do with when you were born. Rather, it will mean you are a natural connector, a networker, a relationship builder, online and offline.

In an era of massive talent shortages, which I guarantee you are on their way, every recruiter will need to be a ‘Talent Magnet’. And the best way to achieve that is both old school and unfashionable. Consistent, sincere, and ongoing candidate service. That is the real differentiator.”

By Susie Rogers, Director, Rusher Rogers Recruiting, a CareersMultiList Partner
Join our community
Archives
Tweets