Total talent management is essential for the growth of a company. It helps improve the work culture and expand the skills of the workforce; however, talent management is fraught with challenges.
But before looking at those challenges and their solutions, let’s look at the different elements of talent management.
What are the different elements of talent management?
The process of talent management has multiple parts which generally follow a sequential process:
- Charting: This involves deciding the type of employee your organization requires, and creating an accurate job description based on that.
- Sourcing: In this step, you search for the best talent over various channels including job boards and social media platforms.
- Application Review: As the name indicates, this step involves checking the resumes you receive, and identifying the best candidates.
- Screening: The interview process which helps you determine which candidates should be selected for a role.
- Offer: The step in which you extend the job offer to a selected candidate. If the candidate accepts your offer, they officially become a part of the organization.
- Onboarding: This involves the orientation process that a newly hired employee goes through, to help them acclimatize to the organization.
- Job training: Various levels of training should be given to new hires depending on their prior experience and knowledge. It helps the new employees understand duties related to their role better.
- Building relationship: A manager may provide feedback on the work that subordinates do, and give them tips to help improve the quality of their work. Such activities help build a strong relationship with employees.
- Change in role: This implies that the employee’s role has undergone some change. Perhaps, they received a promotion, or their duties have changed within the same role.
- Termination of an employee: The stage in which the employee leaves the company.
Talent management doesn’t necessarily end with the termination of an employee. Additionally, there are often candidates known as “silver-medallists”, talent you felt were a good fit though you found a better candidate.
You could still engage with talent who left the company and silver medallists, assuming you wish to hire them again in the future.
What are the challenges in talent management?
Now that you have seen the different parts of talent management, let’s look at the challenges in talent management you may face.
- Shoddy hiring practices
The entire process of talent management begins with finding a high-performing candidate for a new role.
Often, businesses are at a loss as to where to begin when it comes to hiring the right talent. They don’t have a clear picture on how to source relevant candidates or attract prospective candidates.At other times,you identify the right talent, only for them to turn down the extended job offer.
A survey conducted by PWC shows that in high-demand industries, 49 percent of job candidates turned down a job offer because of poor recruiting practices- one example is that the recruitment process took too long.
The solution to this problem involves multiple steps:
- Clearly define the type of candidate you require- Preferred educational background, skills and work experience
- Create an accurate job description and requirements of the role
- Identify the spaces online where you could reach the type of candidates that you want
- Communicate the job description and requirements of the role over the identified channels
- Take time to screen the resumes and set up interviews
- Conduct the interviews in as short periods as possible
- Extend the offer to selected candidates
- Automate as many steps as possible
- Using the wrong tech platform
Automation almost always helps speed up the hiring process, provided you use the right technology platform. Smart use of technology not just simplifies talent sourcing and recruitment processes, it also frees up your valuable time so you can focus on other important tasks.
From a talent management perspective, a good technology platform should have important features that match applicants with job requirements, help you track resumes, communicate with the shortlisted candidates and answer their questions without delay.
Unfortunately, in many cases, the hiring team doesn’t use an ideal tech platform. Lacking in many key functions mentioned above, these platforms only provide basic support or focus only on the recruiter experience, without enhancing the candidate experience in any meaningful way.
There are also instances in which recruiters use a feature-rich software, only the software is too complex for the average user to operate.
The solution to this challenge is obvious- use a technology platform that improves your talent sourcing and recruitment processes. The TalentNet Total Attraction Platform (™) is a great example of such a platform.
In a platform like this you could post all types of job postings (full-time, contract, freelance, or internal talent redeployment) from a single interface.
Solutions like this offer “one doorway in” for companies to source all types of talent, and for candidates to interface with only one entry point into your organization. From there, AI helps match the right talent with the newly opened roles. And you also get the ability to communicate with talent over multiple channels.
There are even more challenges that one would need to contend with in talent management, which we will cover in the second part of this article.
Meanwhile, please book TalentNet’s product demo. learn how the platform could help streamline the entire talent management process for you.