9 Steps to a Successful Talent Management Strategy
Simply put, talent management is all about recruiting talented and unique candidates and helping them evolve into outstanding and long-term employees. Of course, everyone aims to have a successful talent management, but only a few can achieve it – thanks to a tremendous strategy.
In order to understand the importance of a successful talent management strategy, you must think in terms of cause and effect. So, as a HR specialist, if you choose to follow an effective management strategy, you’ll be setting the causes in motion, causes that’ll lead to the following effects: a company culture focused on both personal and team growth, a complete understanding and comprehending of the company values, an effective process of recruiting better and better candidates, and a long-term prosperity of the company.
In fact, a well-thought talent management strategy is one of the main keys behind today’s most successful companies like Google or Facebook. The great part is that every business, regardless of its type and size, can leverage a successful talent management strategy if the manager knows where to look and how to act. Therefore, in today’s post, we’re presenting you 9 steps to a successful talent management strategy.
1. State the Main Goals
It all starts by setting your priorities, which in this case, a business manager will establish the company’s main goals. This first step is extremely important as you’ll be using these new goals to evaluate the current situation, to visualize what must be changed in order to achieve the goals, to evaluate the employees, and to implement new roles.
As Derek Handers, the HR specialist at EssayOnTime, stated, “Organizing the company according to both short and long-term goals will clear the path for everyone in the organization, an aspect that will promote new ideas bursting up from every corner of your company.”
2. Turning Goals in Human Assets
Now that you’ve established the company’s main goals, the following step is obvious: measure the goals in human assets. This requires asking yourself simple questions, but it involves complex answers. Start from: “How many people are needed to get this task done? Why?” or “What abilities must one have to get this job done?”, and “What type of workplace atmosphere would improve the employee’s performance according to the company’s goals?”.
3. Prevent Possible Impediments
Every path we follow has its impediments and challenges. Nothing is as easy as it seems and things rarely happen as you’re wishing to, so you should expect obstacles and embrace change. But, as always, you can do something to turn the things at least a bit in your favor. More exactly, you could reflect on possible impediments and solutions for each potential challenge and problem. You must be prepared for any case scenario that may occur. Why let yourself be taken by surprise when you could have done something about it?
4. Attractive Job Descriptions
Great and talented candidates don’t respond to any job description that matches their competences. It’s a lot more than that. A well-written and psychological job description will attract exactly the candidates you’re looking for. As you may not be a genius and be good at everything, asking for help is not a shame. In fact, is the wisest decision you could ever make, no one says that you have to handle everything on your own.
5. Company Culture is Gold
Rule No.1 – no matter what, the company culture is sacred. Any damage or disempowering change in the company’s culture will have an impact (usually bad) on the overall productivity. So, whenever you have to make a decision, put into balance the positive and the negative effects that may affect the company’s culture. If things are going well now, you can only risk making a major change if you’re sure it will only be better.
6. Invest in Your Employees and Hire from Within
Why go through all the firing and hiring processes when you already have potentially great employees very close to you? All you have to do is invest in your employees, an aspect that will also show them that you care for them and their career’s development. Moreover, you can even monitor your employee’s evolution by using an Employee Development Template and see if your investment was worth it or not. However, if you’ll let them know that you’re monitoring their competences, be sure that they will give their best.
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As well, when you asses the company’s goals and realize that you may open some new positions, see first if you can hire from within. Asses the required abilities, see if any of your employees matches them, and spare the trouble of finding a suitable candidate.
7. Constant Monitor the Strategy
A strategy will rarely work exceptionally straight from the beginning. Therefore, you must monitor every step you take in implementing the strategy and its effects. How you do that? Very simple actually. There are lots of special software to measure your performance in time, and numbers never lie!
8. Gain executive support
Assuming that everything went well, the next step, and maybe the most challenging, is to get the numbers in front of your executives. Unless you want your efforts to be all in vain, you must convince them to support you and your strategy. So, while presenting them everything you’ve done, be bold, be confident, underline the company’s outcomes, center your pitch around the business objectives, and design unquestionable measurable performance metrics.
9. Try Unconventional Approaches
Last but not least, put your mark on your strategy and make it unique. Is there anything you ever dreamt to make things nicer in the workplace? Something that would make you and your team and love to go to work? If the answer is yes, the implement it even if you have to break the rules. Talent management is about getting what’s best for the company and for the employees by any means, so breaking the rules, in this case, will be totally worth it.
Developing a successful talent management strategy is neither simple nor complicated. Unless you’re willing to go through a trial-n-error process, you’ll never discover your company’s full potential. Treat your employees and executives kindly, recruit and train only the people who are truly worth it and manage your company’s growth wisely. In no time, you’ll become an expert and you’ll know exactly what to do in times of trouble!
About the author:
Serena Dorf is an enthusiastic content writer in Los Angeles. She is passionate about writing, personal development, education, and language learning. In her free time, she is reading classic American literature and learning Swedish. Feel free to connect with her on Twitter.