With the plethora of talent management solutions available today, it is important for organizations to approach building a framework for talent management strategically. Before you can engage in talent management, you must build a framework for talent acquisition that can support your efforts and ensure their effectiveness over the long term for your organization.
Building the Right Framework
An effective talent acquisition strategy starts with the organization’s goals. The first steps to building the framework are thinking about the way talent can help the organization meet its strategic goals and determining where your organization currently has gaps in talent that need to be filled and developed.
Next, organizations need to evaluate where they currently stand in relation to their goals. The succession pool—those who will be ready for promotion in the next year or two—needs to receive development, and those in the development pool—who will be promotion-ready in 3-5 years—need training so they are ready when the time comes.
Whether or not to use outside recruiters is another decision that needs to be made while building your framework. There are pros and cons to both in-house and outside recruiters, and many companies use a combination of the two, depending on the situation and the positions which needed to be filled at any given point.
Including the Entire Process
Interviewing and hiring decisions are not the only important parts of the hiring process. Onboarding, career pathing, and performance reviews are other aspects of talent management that need to be essential parts of the framework of a comprehensive talent management plan.
Onboarding should include appropriate training and mentoring to help new employees get acclimated to the corporate culture as well as access to comprehensive resources that will help new employees learn their jobs and become productive more quickly. An onboarding process that reflects your company as a whole and its approach to talent will maximize retention and allow you to hold onto talent longer.
Retention is also enhanced by a solid career pathing process that helps employees understand their place in the company and create goals for advancement. Career pathing helps employees realize that they have good future opportunities with the company and stick with it during the inevitable rough patches. Succession planning also becomes easier when career pathing is in place.
Many companies neglect performance reviews, leaving employees wondering how they are doing and when they might get their next chance to be promoted, ask for a raise, or redefine their position with the organization. Performance reviews also help managers codify the strengths of their employees as well as the areas where more training and development are needed.
Once the framework is built, it will be easier to choose the appropriate technology tools for the company’s needs. Thrive TRM provides key capabilities for the entire talent management process to augment your framework, such as messaging, tracking, and integration with applicant tracking software. As you build your organization, discover how Thrive TRM can maximize your talent management process.