Let’s assume that your organisation is ready for growth. Bringing on board the right talent at the right time is critical to maintaining consistent development of your brand, however there are a number of contributing factors to making this process a success. More often than not, we subconsciously spend our time stood beneath the funnel instead of understanding how to build, maintain and improve it to manufacture consistent success.

This mini-series will look at how the modern HR function is evolving faster than ever at an enterprise level, but how smaller business can equally benefit from technological and service advancements – but with a fraction of the overall investment.

Priority 1 – The Checklist

The points below show my basic checklist for the necessary ingredients to build a successful talent management programme for a growing brand. The pros and cons to each of these will be explained in more detail throughout the series. Be honest – if you can’t confidently tick off the majority of these then you are likely to face recurring issues within the growth process.

  • Do you have an internal talent management system to profile all new and historical candidates into your own internal talent community?
  • Do you segment your candidate pool into role specific / skillset specific / salary specific verticals?
  • Do you communicate regularly with your Talent Community? If yes – how is this delivered? (feedback / progress)
  • Is your department creating a range of talent or culture specific content to be released via social media channels?
  • How do you plan for succession?
  • Are you collecting feedback from new starters and analysing workforce trends?

These are the basics. You can always optimise these elements, however in my experience, too many small to medium enterprises believe an integrated talent management programme to be costly, lacking in value and time consuming in comparison to other perceived “business critical” HR services.

Priority 2 – Piecing the puzzle

The basic systems required to run an effective talent programme exist in a number of forms and no longer require a majority of the company’s budget to implement.
Talent management software, ATS platforms (applicant tracking systems) and HCM systems (Human Capital Management) are so numerous in today’s world that there is literally a solution to any common business challenge.

The question is, what solution is a best-fit to enable growth, retention and an efficient talent strategy?

Whether your company employs a standalone internal recruitment team, or whether this is an added responsibility for a generic HR function, too many businesses prioritise a ‘CV vs role’ approach and don’t think about the bigger picture.

How is the business perceived within our own vertical? Is our content encouraging a higher quality, potentially passive candidate to engage with us directly? If a key staff member suddenly left the business, do we have the resources to make an immediate replacement?
More often than not, a business will spend a small fortune across a range of advertising mediums, agency searches and assessment centres.

The alternative however is a more efficient solution generating higher brand visibility at a lower cost!

Integrating a cloud based ATS platform at a cost per user basis will not only control cost but also allow greater visibility into the talent community your business creates. Working in tandem with internal marketing teams.

Priority 3 – deployment and execution

The relationship between People, System and Process is critical to ensure everything runs according to plan.

The aim of any talent function should be to drive company growth through the attraction of high performing individuals who share the same cultural goals as their organisation.

Every step of the journey should be reviewed, especially in the early days to make sure a solution really is a ‘best-fit’ for the end-goal. Whether implementation is carried out in-house our outsourced, the value is in the data!

What trends can we identify? Are there any common themes we can pick out on the back of previous successful hires? How does out talent community react to our engagement, and what steps to we need to implement on the back of this?

Our next article will cover the do’s and don’ts of candidate attraction and how to optimise engagement from a new target talent community.