5 ways to help talent pool
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
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
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
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
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
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:
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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