Our series on the Talent Gravity Organization focuses on helping you compete successfully in a talent shortage market place.
In past blogs, we discussed the importance of a strong brand to attract interest from prospective job candidates. We discussed culture (the way we do things around here) as an added attractor for future job candidates.
So now you’ve got their attention (brand), they liked what they saw during the interview (culture) – what’s next? How do you close the deal and not have buyer’s remorse – or a disappointed new employee?
Talent Management. It’s the third keystone in a Talent Gravity Organization. And talent management starts with selection. (Remember your brand and culture brought them to the point where they are interested in talking to you about employment.)
We recommend eight components for a successful talent management program:
1) A formal Talent Selection process
2) An Orientation / Onboarding program (supporting transition and swift assimilation to your organization)
3) A Performance Review System (evaluating and providing timely and meaningful feedback to the employee)
4) Opportunity for Learning and Growth (whether training is part of annual goals identified by and with the employee, a learning management system, coaching, off site training or opportunities for certifications)
5) An Incentive, Reward, and Recognition Program (engaging staff to help develop and employ a meaningful incentive and rewards program)
6) Management Training (preparing new/promoted managers for their role as leaders verses staff, line or field workers)
7) Leadership Development (to establish and promote emerging leaders for your succession plan)
8) Succession Planning (identifying and developing the leadership pipeline of successor candidates for exec and mid management roles)
Talent selection and retention is a longitudinal process; it’s not an event. You do not hire an employee and just assume they will start contributing day one. That is an incorrect assumption and a contributor to what is often referred to as a “hiring mistake”. It can also be an on-boarding mistake and that one is on the employer.
Remember, the process is not over when you hire a new employee, it is not something you check off of your To Do list as you move on to the next task on your list. It’s a process that starts – not ends – with the job offer.
Careers must be developed, nurtured, guided, and promoted.
How is your talent management process? Do you have the eight components in place, and if you do, do you make it a strong selling point in the hiring process?
In the changing demographic of the employee population, talent management is becoming a critical differentiator to attracting talent.
For more information on talent management and our unique model for business growth, see our blogs, free articles, white papers and videos at: www.kubicalaforestconsulting.com
Copyright 2011 Kubica LaForest Consulting
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