Save the talent
  • This Section
  • Latest
  • Web Wrap
Last Updated: Wednesday, December 18, 2013, 16:27
  
Organisations need to develop a positive work culture in order to hire talented employees. Uday Vaidya gives tips for companies to acquire and retain talent in the competitive market

Since talented candidates give them the competitive edge to survive in the tough market place, organisations are constantly looking to hire the best in the industry. However, organisations need to appreciate that in today’s market, talented individuals have their own choices too. So it becomes essential for organisations to be “Attractive” in order to hire good talent.

Talented individuals want more than a job. They are looking to join an organisation that will provide them a good conducive work environment to grow professionally. To attract these candidates, a company must brand itself as a good employer, and build a respectable image by developing a positive work culture.

If you are using print media for sourcing the talent, then select the most appropriate one depending upon the kind of talent you are looking for. Many organisations are effectively using job advertisements to portray a positive image. One needs to look after visibility of the organisation in various industry specific media forums and even the social media network. Please remember, a product which is most visible gets sold.

Treatment given to the candidates during an interview process will also help in creating a good image in their mind. Remember your existing and more importantly, your past employees are your best brand ambassadors. Hence, the organisation should make all the efforts to create such brand ambassadors through building the organisation as—“A best place to work". Please remember that talent acquisition is a selling process for the organisations too.

HUMAN CAPITAL

Businesses that are successful in this area are skilled at staff planning and development. Some of them conduct a staff assessment, or “human capital review.” They ask questions such as: Are we organised effectively for success? What talent do we have in each function? How are they performing? Are they in the right jobs? Do we have the technical, business, interpersonal skills and experience needed to achieve our goals? If so, how can we develop these resources to be even more valuable to the organisation? If we don’t have what we need, how shall we address this gap?

TALENT ASSESSMENT

Successful talent acquisition requires that you become skilled in identifying your needs and being able to discern whether or not a candidate possesses them.

DEFINE CRITERIA

Look at your organisational structure and determine the job you need to fill. Define the responsibilities and results you expect from this position and the attributes a candidate must possess. Include a thorough description of the position and a complete list of skills and experience needed for the job.

CANDIDATE'S ABILITIES

Skilled interviewers ask questions that require thoughtful responses and reveal how candidates approach their work and use their experiences. They ask for examples that deepen their understanding of a candidate’s thought process. Questions may include asking for a description of past behavior “Tell me about a challenging assignment you worked on and how you completed it?”; encouraging value judgments, “What made you select ‘x’ as your life career?”; revealing attitudes, “Describe your most difficult boss and how you worked together?”; or require problem solving “What would you say to an angry customer?”.

BACKGROUND CHECKS

It’s common for employers to conduct third-party background and reference checks on their final candidates. These services might include verification of employment history, educational degrees, social security numbers, as well as screening of credit history, criminal records or driver’s license records. It’s important to have any background checks completed by a knowledgeable company that can guide you through any compliance issues.


First Published: Wednesday, December 18, 2013, 16:27


comments powered by Disqus