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5 ways to help talent pool


5 ways to help talent pool


BUSINESS

In a company, all the employees are equally important for it as they are responsible for the overall output but certain positions are key to the organizations as they directly affect the goals of the organization. Due to various reasons such as retirement, employee turnover, lay off, death, promotion, demotion, etc., there may be scarcity of talent. Hence it may fail to meet the sudden requirement of talent aroused at that point of time. In such situation the talent pool network can help the company to pool the talent and reduce the risk.

The recruiters need to widen their traditional mindsets to involve a large range of candidates and ensure usage of prior collected data like resume, etc. for the development of the network. Maintaining a database of talent profiles is essential for fostering success of the organization being a crucial part of talent management strategy.

The company should initially build a proper network to ascertain the continuous flow of talent. To develop a network, an organization should assess the following:
·       Current needs of the company i.e. current vacancy
·       Skills and competencies required for the position
·       Turnover rate
·       Future requirements of the organization
·       Expansion of firm
·       Rate of female attrition due to maternity leave, etc.

Here are some strategies to help effectively build up your talent pool :

1.   Always spend sufficient time on internet

BUSINESS

There are ample of qualified applicants who are searching for the job and they might meet your requirements. Spend sufficient time on internet, especially on social media, say LinkedIn, Facebook, etc. To pool the talent, you can create a website or Facebook page or LinkedIn account or any other. Make sure that the website or page contains all the information about the firm so that the applicant finds your company as a reputed or engaging brand. Mention the mail address and contact number without fail. You can keep on posting the about the vacant positions in the company or the other requirements.

2.  Keep on interviewing applicants after a certain period

INTERVIEW

Finding a best fit for the company may take time. Sometimes you may not find the appropriate candidate even after interviewing many candidates. Therefore the recruiter should broaden his mindset to attract large number of candidates. You can shortlist the candidates for the interview from the received resumes, employee references, etc. Sometimes it may happen that you have, say two vacancies and you found four best fit for the post, then you may preserve their record and may invite in the future if required.

3.  Check the productivity of potential hires

EMPLOYEE

While interviewing the candidates, simultaneously evaluate the productivity of the existing employees in the company. If you find any employee unproductive or hindrance for the growth of the company then you may terminate him. Sometimes employees are terminated from the company on various other grounds like misbehavior, violation of policies of company, etc. Regular check on this will inform you about the present and future requirements of the company.

4.  Delegate responsibilities

BUSINESS

If you are busy working on any project and have other projects piled up, delegate the work responsibility to the efficient employee. Finding the employee capable and showing confidence in him, will encourage him for the work and he will develop faith in the organization. This will provide him a chance to try out a new task and will also learn to handle responsibilities. Therefore, the company is successful in retaining such employees for long-term. This will prevent future hiring crisis.

5.  Fall on talent’s neck

BUSINESS

Wholeheartedly appreciation of the talent by the other employees and authorities in the organization betoken the absolute talent management strategy. This deepens the trust of the organization in the talent, emboldening it for the actions to strengthen the talent pool.

The company propels training and work oriented discussions with the potential candidates to help bring out open communication. Talent management also facilitates collaboration between all the groups involved in recruitment and talent acquisition in your organization. This assists organization in building and maintaining an effective talent pool.

CONCLUSION:

BUSINESS

Prioritizing talent management is the key for the success of the organization. It not only provides an opportunity for the pool of new talent but also enables an organization to maintain the competitive edge.

 Rohini Shendre
Digital Marketing Executive
Talent Corner HR Services Pvt Ltd



About Talent Corner

Talent Corner H.R. Services is a professional human resources consultant providing innovative recruitments solutions to the corporate world. Incorporated in 2002, Talent Corner has now grown into one of India’s top HR Services Companies with Over 150 employees in Offices and located at 10 Locations across the country. We are currently serving over 900+ clients in diverse industries.



We are providing recruitment services in Bangalore, Chennai, Delhi, Hyderabad, Pune, Kolkata, Rajasthan, Gujarat, & Cochin. In a Dynamic Business World, Standardized Business Solutions don’t Often Work. Therefore we offer customized Recruitments and Executive Search Solutions for Companies across industries. Visit our website to know more about us at: http://talentcorner.in




Apart from High Quality Recruitment Services, Our Industry Demands “Ownership” in Business. Thus in Order to Scale, we have Developed a Unique Recruitment Franchise Opportunity to harness your Entrepreneur Aspirations. To know more about our recruitment franchise opportunities, visit : http://talentcorner.in/franchise-at-talent-corner

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