Talent Management
Talent management
• Talent Management usually referred to as human capital management
• It is the process of ensuring that an organization has a continuous supply
of highly productive individuals in the right job at the right time
• Talent Management is a continuous process that
• Plans talent needs
• Builds an image to attract the very best
• Hires the best
• Ensuring that new hired are immediately productive
• Retaining the best
• Promoting the talent
• Utilization of talent/ getting the best result
Need and benefit of talent
management
• Right person for the right job
• Retaining top talent
• Better hiring
• Understanding employee better
• Better professional development decisions
• Creation of employees positive attitude
Talent management challenges
• Limited resources and budget constraints
• Lack of expertise
• Lack of tools and software support
• Inability to offer career growth
• Gig economy
• Managing Gen Z
• Rapid growth and Skill Gaps
Process of Talent Management
Talent attraction
Talent Selection
Talent Deployment
Talent Development
Talent Retention
Talent Attraction
Talent Attraction
• Cultivate a positive environment
• Building Company’s Reputation
• Career Progression
• Strengthen employer brand
• Advertise all necessary information for job requirements
• Use ATS
• Go on right Channel
Talent Attraction/ recruitment
• Internal Sources
• External Sources
Modern trends
• AI Powered Tools
• Virtual Job Fairs
• Video interviews and Online Assessments
Talent Selection
• Employee selection is the process of evaluating and
choosing the most suitable candidates from a pool of
applicants for a specific job role.
• It involves a series of steps designed to assess the
qualifications, skills, experience, and overall fit of the
candidates against the requirements of the position and
the culture of the organisation.
Traditional Methods of talent
selection
• Resume Screening
• Interview
Modern Methods
• Skill Assessment
• Automated Candidate Screening Tools/ AI
• A study by Deloitte found that 33% of HR teams use some form of
AI technology, and companies using AI for screening report a 35%
increase in the efficiency of their hiring process.
• Video Interviews
• A Gartner survey found that 86% of organisations conducted
virtual interviews during the COVID-19 pandemic
• Work Samples and Simulations
• A meta-analysis by Hunter and Hunter found that work sample
tests have a strong predictive validity for job performance.
• Situational Judgement Tests
• Research published in the Journal of Applied Psychology shows
that situational judgement tests can predict job performance
and are especially useful in assessing competencies such as
critical thinking and interpersonal skills.
• Cognitive Ability Tests
• Cognitive ability tests assess intellectual abilities, such as
problem-solving, reasoning, and comprehension skills. A
study by Schmidt and Hunter found that cognitive ability tests
are one of the best predictors of job performance, with an 82%
correlation between test scores and job success.
• Personality Tests
• Personality tests evaluate traits to determine how well
candidates might fit within the company's culture. According
to a Harvard Business Review article, 76% of companies with
over 100 employees use personality assessments
• Job Trials
• Short-term job assignments allow candidates to work in the
actual role for a period, providing insights into their
suitability. According to a survey by Accountemps, 46% of
senior managers said job trials or temporary assignments
are effective for evaluating potential hires.
• Background Checks
• Verification of candidates' employment history, education,
criminal record, and other relevant information ensures they
meet the company's standards. A report by [Link] indicates
that 96% of employers conduct some form of background
screening, emphasising its importance in the hiring process.
• Reference Checks
• Contacting previous employers, colleagues, or other references
provides information about candidates' work performance and
behaviour. A survey by SkillSurvey found that reference checks
can predict future job performance and reduce turnover by
26%.
• Social Media Screening
• Reviewing candidates' social media profiles offers
insights into their personality, professionalism, and
overall fit with the company culture. According to
CareerBuilder, 70% of employers use social media to
screen candidates, highlighting its role in the modern
selection process
Talent Retention
• Talent Retention is a systematic effort by employer to create and
foster an environment that encourages current employees to remain
employed by having policies and practices in place that adreses their
diverse needs
Need of talent retention
• Hiring is time consuming process
• Organisation invest time and money in training
• Avoid information leakage to competitors
• Retained employees are more adjustable
• Positive impact on customer service
• Increases goodwill of the company
Strategies of talent retention
• Attractive compensation
• Personal development plans
• Appropriate working conditions
• Job design
• Performance management systems
• Organizational culture
• Preventing employee poaching
• Sound recognition programs
• Sound Socialization practice
• work life balance
• Participative management
• Equal opportunity practices
• Employer branding
Talent Management and Social
media
• Expanding the pool of potential candidates
• Visualising company culture effectively/ build the brand
• Finding specific type of talent/ approach passive candidate
• Knowing more about the candidate
• Engage your current employee
• Cutting out the middleman/ reducing cost