When investing in HR technology, understanding and prioritizing your organization’s most important HR and talent management challenges is critical. In the absence of a clear understanding of the priorities, a company is likely to acquire a solution that is either too specific and inadequate for its organizational needs, or provides too many “features” – though in reality barely touches each at the surface level. In both cases, the result is that you end up with something that cannot get the job done.
Companies are now increasingly aware of the importance of talent acquisition in talent management. In fact, starting off with the right talent is the most important thing an organization can do in its entire talent management cycle. The fact is that recruiting requirements cannot be fulfilled effectively by the minimum functionality offered by most talent management systems.
Don’t let yourself get distracted by older and inefficient packaged solutions that provide functionality that you don’t need today and will probably never use.
This is probably the most important step when you want to attract the right employees. As part of your long-term talent management and acquisition strategy, look for candidates that reflect values that resonate with your company culture and values. For instance, if your company’s business leverages eco-friendly practices and a potential employee thought the concept of “going green” was just a phase, you may have a problem on your hands. When values don’t align, it will eventually get reflected in the performance.
Instead, do your research and make sure candidates have the work history, knowledge, and most importantly, the passion for the industry and the organization that you’re seeking. These are some basic yet high-impact ways of attracting those who are a good match for your organization and are likely to contribute to your company’s success while separating out everyone else.
Make sure to thoroughly understand the recruitment capabilities of the system you are considering. Once again, poorly designed older systems can distract you from your actual recruiting needs and advertise features you might never have a need for.
As new members join your company, it can take a while to train them and instill company values. Larger enterprises have the infrastructure (and luxury) to invest in new hires for a certain time and wait while they come up to speed and are able to add value to the business. For fast-growing and SME companies, however, it is more urgent and efficient to recruit candidates already possessing these qualities rather than spend the time and resources to transform hires into the employees that you want them to be. For companies looking to get their new hires off to a great start in the organization, the following tips could be helpful as you develop your recruiting and hiring process. Good talent management starts with good recruiting. Having a solid recruitment management system will make it quicker and easier to integrate the new hires into your company culture.
You need a comprehensive recruiting solution that helps you source and recruit talent that can hit the ground running. You don’t need bare minimum recruitment functionality as part of a suite that doesn’t have its strength in recruiting – and serves only to distract you from what you really need from a recruiting platform.
It’s rare that companies find the best fitting people for their open positions right away. In order to build a recruitment process that works, you will need to create and manage a hiring funnel. A funnel defines the process through which you identify and eventually hire a select few out of a large number of applicants. In fact, these days companies are interviewing an increasing number of applicants before they are able to find someone who fits their unique requirements. Hence it’s critical for organizations to start off with a large number of high quality prospects and have the technology capability to easily manage the flow as candidates are taken through different stages of the recruitment funnel.
Your recruitment funnel is made up of potential hires ranging from active job seekers to passive candidates. Managing this funnel is not always easy, however, and you want to ensure the best and brightest do not fall through the cracks in your system.
How do you ensure your recruitment software is packed with the top candidates? How do you get the talent you need into your applicant tracking system and turn cold leads into hot prospects? Your recruiting success might just rely on how many sources of talent funnel into your applicant tracking system and how well you manage this recruitment funnel.
If your recruitment platform does not cover these capabilities, your talent management process is likely to be compromised from the start. Make sure to keep your focus on your core recruitment and talent acquisition needs.
What are some of the key recruiting capabilities that your organization needs to have in order to get a good start to its long term talent management strategy?
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