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Tip of the Week: Getting Talent Management to Deliver the Right Candidate

 
Talent Management can result in the right person for the job if it is well-planned and strategic. Sometimes, however, we fail to harness our organizational capabilities and resources to hire the best candidate and by doing so, we inadvertently increase the time it takes for the organization to reach its goals.

Today, we would like to share with you five important areas that winning organizations build upon to make their talent management efforts successful. Using these ideas as a collective can help you cover essential basis of talent management and implement it effectively.

1) Align your Talent Strategy with Business Strategy

  • Effective talent management requires that your business goals and strategies drive the quality and quantity of your talent.
  • Include talent management into your vision, mission and values statements.
  • Develop a brand around talent management.

2) Talent Management Professionals Need a Seat at the Table

  • Talent management need to own parts of the process and serve as partners, and trusted advisors.
  • HR and senior leadership must work together to make talent management decisions.
  • HR needs to own and implement talent management processes.

3) Create Competencies

  • Create competencies models for all levels of the organization to drive your talent process – recruitment, succession planning, career paths, etc.
  • Competencies are aligned with overall business strategies.
  • Provide detailed definitions of performance expectations in a given job or role to include competencies, personal attributes, knowledge and experience.

4) Create a Talent Pipeline

  • Talent management must include all levels of the employee population.
  • The ability for an organization to compete depends on the performance of its key talent.
  • Best practice organizations are 40% more likely to develop leadership pipeline across all levels of the organization.
  • It is essential to manage career transitions by defining the career path for each job group and defining how an individual can advance in their current position.

5) Identify the Talent Pool

  • Define what positions create value for the organization.
  • Identify those positions that are difficult to fill.
  • Have each senior leader identify potential replacements.
  • Create development plans for each individual.

Effective organizations leave nothing to chance. They inspect and hone essential areas of talent management because ignoring even one can result in lost opportunity and bring in the wrong candidate.

Therefore, when matching talent to a job, do remember to look at these areas to increase the odds of  a better fit.

About the author:

Patricia Dammann is the VP of Programs and Facilitator of the Talent Management Certification Program (TMCP) at the Institute of Organization Development . She can be reached at pmdammann@instituteod.com.