And how to successfully "do" those three steps in talent management that we mentioned a moment ago? The answer to that question certainly exceeds the scope of this blog. Nevertheless, we will give an overview of the 10 main business areas of each company (regardless of its size and activity) that should definitely be emphasized in the talent management process:
Do you know what kind of reputation you have in the market as a company? What do the candidates who are in your selection process even think about you? Do the people you want to hire even know that you exist? Perhaps these are all the reasons why you don't get enough applications when you post a job advertisement, and even when you do get them, they are all more or less bad and unqualified candidates.
Candidate experience
Have you ever wondered what candidates experience, think and kazakhstan whatsapp data feel while they are in your selection process? A candidate's selection experiences greatly influence their interest in working for a company – consequently, their satisfaction, and in the long term, their business results. Research has shown that there are three main "enemies" of a good candidate experience, and these are a too-long application process for a position, not receiving (timely) feedback on the results of the selection process, and a bad/unpleasant experience at the job interview itself.
The process of selection and selection of personnel
What does the hiring process look like in your company? Who runs it, and how long does it take on average? Is it structured, or do you hire “by feel”? Modern methods of hiring and the general development of the human resources department have brought with them a handful of tools and methods that can make this step easier for you. As much as the selection process may seem like an elimination activity at first, it actually opens doors to the candidate's abilities and interests that you cannot unlock with any other key.
Referral programs
Talent management is closely related to the so-called "referral" programs. It is based on the assumption that "good talents know good talents", and sometimes a recommendation from one of your employees can be ten times more effective than your most successful job ad. Your current employees know best what it's like to work in your company, and among their contacts they can recommend the person they think would be the best addition to your team.