I attended a meeting recently of the Kentucky International Public Management Association for Human Resources (IPMA-HR). The topic was the State of Talent Management given by Jayne Hale Jarvis of Talent Bar Recruiting, LLC. She said the days of posting/advertising a job and praying are over. In today’s environment you need to sell your organizations.
This is happening by making sure your organization is on the various social media sites to generate interest in your organization, so when you advertise the position people know it is a great place to work. Human Resource personnel need to have a sales mentality about their organizations and positions. They need to make more than one touch with potential candidates to attract their attention. This means various social media sites and various professional sites via advertising and emails.
But the talent management doesn’t stop with advertising/recruiting. You need to make sure the candidate has a positive experience throughout the recruitment process and on-boarding process. In addition you need to continue a positive atmosphere for employees so they enjoy working for your organization until they retire. Happy employees are your best sells people to help with your talent management. Ms. Jarvis then talked about Workforce planning & retention as part of talent management including:
- Personal assessment to get people read for promotions
- Engaging employees
- Recognition programs for employees
- Stay interviews to make sure your good employees don’t leave and you help them with their goals for their careers
As Ms. Jarvis mentioned recruitment and on-boarding are very important parts of the Talent Management and Workforce planning & retention systems. Please click on my tips for recruitment and on-boarding as part of my blogs.
