According to the CIPD definition, talent management is the “systematic attraction, identification, development, engagement, retention, and deployment of those individuals who are of particular value to an organisation”. But what does this mean to your organisation?
The way you manage talent will depend on the level of experience and specialisation of your staff, their department, as well as the sector you operate in. While it’s easier to stick to the same old talent management processes, it’s important to remember that as times change, the way you recruit and develop your people also needs to evolve.
One of the most defining phenomena of today’s job market is what we call “the Great Resignation”. With a fast-moving, candidate-driven market – and candidates that are increasingly focused on what’s best for them – an efficient talent management strategy will be the key to remaining a competitive employer.
Between digital disruption and the shifting priorities of job seekers and employees, it’s no surprise that an agile and holistic approach to talent management is the way to go. Here are a few reasons why we suggest you should review the way you hire and manage talent:
In 2017, Jacob Morgan published a study* explaining that companies who invest in employee experience environments (including tech, culture and physical space) are four times more profitable than companies that don’t.
In a pandemic world, this might involve providing tech and home office supplies that support healthy hybrid working (headsets, chairs, monitors, etc). People are more tech curious than ever, so investing in IT training is a good way to boost buy-in and productivity.
Culture-wise, the lack of office interaction can be an opportunity to encourage employee wellbeing initiatives. Here are some simple yet engaging ways of keeping spirits high:
Beyond fun Zoom calls and fancy team lunches, investing in the employee experience will play a big part when it comes to retaining and attracting talent. With millions of people reconsidering the way they see work, this could very well make the difference when competing for niche skills or counteroffering a competitor’s job offer.
Finally, we can’t forget the power of data in honing your talent management strategy. Embracing new ways of gathering employee insights is a great way to access people analytics and make conscious decisions to improve performance and areas of continuous improvement like D&I.
While recruitment isn’t the only element of talent management, it’s worth analysing how a strong employee value proposition (EVP) can help you market your opportunities to prospective talent, and retain them in a competitive job market.
Let’s paint a picture. You’ve been struggling with a tough-to-fill role for a while: perhaps because of its niche skill requirements, or because your business hasn’t built a solid talent pool quite yet.
Fortunately, you find your perfect fit. And in the words of The Godfather, you’re able to quickly make them an offer they can’t refuse: a competitive salary, and a unique EVP that lead to an accepted job offer.
While this is the ideal scenario, the truth is many companies lose valuable people due to weak employer brands, or slow-decision making in the recruitment process. Speed is in fact a hugely influential factor, as endless interview rounds and indefinite waiting periods only make picking your competitor’s offer easier. Remember an efficient recruitment process along with regular communication and feedback can truly make the difference when candidates compare competitive job offers.
Developing an EVP should be a priority in your talent management strategy – but that doesn’t mean you can’t reach out for expert help.
We get you. While digitalisation has revolutionised the way you recruit and manage talent, the constant changes in the job market make it easy to be overwhelmed by the peskier details of recruitment. Let alone thinking critically about improving your talent management strategy!
So this is where we come in. As a local recruitment agency, we work in close collaboration with our clients to help them find – and retain – the best talent in south Wales. If you’re struggling with a role or would like to chat about how you do things, don’t hesitate to get in touch with us here.
* The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces they Want, the Tools they Need, and a Culture They Can Celebrate – Jacob Morgan, 2017.
My recruitment experience with Sitka has been brilliant. I was dealing with Karen who is so friendly and attentive. She really listened to what it was I was looking for and put me forward for a role I am now in and love.
I felt like they truly cared and weren’t just trying to fill vacancies as quick as possible. Other agencies kept suggesting roles I had already said I wasn’t interested in. This wasn’t the case here, and they really wanted to find the right person.
This was the most professional recruitment processes I have experienced as a candidate. I felt really well prepared for the hiring process. Ita took the time to understand my experience and align my skills and values with those of role that I was applying for. This meant that I felt really prepared for the interview process and confident that I understood the role, culture and values of the organisation.
I would recommend Sitka and I would also consider using them as a client in the future. Having experienced their service as a candidate I have seen the effort that is made to ensure there is a good fit between candidate and client. Thank you Ita!
The recruitment process was seamless. From our initial meeting, when we thought we wanted a certain person, Ita guided us through the type of person we needed initially, and who we would ideally like to recruit for the development of the business. She found us both in quick succession.
Ita’s communication skills are second to none. She kept us informed at every step. I would definitely recommend Sitka.
The recruitment process was thorough and straight forward, and the quality of candidate provided was very good to say the least. The best thing about the recruitment process was, apart from explaining the job role and what we were looking for, I had little to do but to interview!
Karen was extremely helpful throughout the entire process, providing interview tips, personal help, and preparation before my interview. I felt that Karen genuinely wanted me to do well and get the job that I wanted.
Trying to find a new role can be quite a daunting experiencing, however what I found working with Karen is that her enthusiasm is infectious. Karen listened to what I had to say and we had a long and productive conversation about what I wanted and whether the role was right for me.