In the CIPD Ireland HR Practices in Ireland report issued in early 2018, 58% of HR professionals surveyed said that talent management is their top organization priority over the next 2 years, followed by leadership development, increasing agility/flexibility and managing performance.
Regarding HR priorities, employee engagement was top with 54%, then performance management, culture change and recruiting & resourcing. Both sets of data are near identical to 2017. With increasing operational volume forever coming at HR, are the talent management dots joining?
At Fastnet – The Talent Group, our Talent & Transformation team is primarily focused on the talent management people strategies of our clients i.e. in those organizations, partnering on how employees are:
Much experience and research has proven that companies who approach talent management in a strategic end-to-end way are the most successful ones. We are delighted to be partnering with BiznetCork Skillnet at Cork Chamber on delivering a series of five talent management masterclasses.
In the first masterclass (Attraction), we cover each of brand, recruitment and onboarding. This associated first article is going to talk about brand.
Whether a War for Talent or War for Skills, we are back in the thick of it. Competition is becoming more and more fierce not just to attract, but also to retain. Talent management begins long before an employment contract begins. Ultimately it commences with brand, comprising of:
EVP articulates the employment partnership i.e. the balance of employer expectations with employee experience desires. There are many models out there, but definition, clarity and ease in telling the story are key. Our brand model at Fastnet focuses on mission, people and work/reward.
EVP is experienced at every touch point of the employment relationship. Before talent joins an organization, what have they heard? While they are there, their experience is? After they leave, how was the leaving process? The “boomerang” concept of employees returning is already occurring.
Talent Brand is how you utilize your EVP to attract talent. Whether via advertising or job specs, on social media or print, are you making what it’s like to work at your organization as clear and attractive as possible? Particularly in the current climate, if you are not, somebody else is.
Talent Brand is the highly social, totally public version of your brand that incorporates what talent thinks, feels and shares about your company as a place to work. It is the honest story of life as an employee inside your organization, as told by the employees in parallel with the company.
It is not deciphered from one website. Current, past and even prospective employees shape your Talent Brand through social media posts, review site comments, direct network conversations, face-to-face interactions and referrals. A future candidate could be a current customer, and vice versa.
Employer Brand is how you utilize your EVP to retain talent. Again, whether featuring on your company intranet or in communication events, are you continually reminding talent at your organization of what it’s like to work there, particularly that which is better or different to competitors?
Unsurprisingly, organizations with best practice EVPs and associated Talent & Employer Brand activity achieve better outcomes around attraction, engagement, productivity etc. During the Attraction masterclass, this has been fantastic to validate with participants.
Hope you have found this article insightful. Recruitment is up next. Want to find out more? Visit our website or contact us to arrange a call or meeting.
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