In case you missed it, last month Brilliant HR | Deltek released the new information book, Talent Management for Dummies, Special Edition.
Talent Management for Dummies details how an effective talent strategy can impact your company’s success. People are the greatest asset in your organization. Managing employees through the entire employee lifecycle, from hire to retire, is the key to attracting and retaining the best talent.
Talent Management for Dummies will help you:
Understand the concepts of an effective “people” strategy
Learn how to use technology to acquire, develop and retain top employees
Accelerate the human performance of your organization to the next level
The components of a robust talent strategy are broad-reaching, touching all facets of your business. The talent war is on, but it isn’t too late to play on the winning side by developing and implementing an effective talent plan. Download your copy of the book here.With the release of the book, we also kicked off the first of a five-part informational webinar series. In Deltek’s first educational installment of the series, Win the War for Talent, attendees began the journey to understand the talent management components that will help their organizations win the war for talent, including:
Understanding the challenges of a multi-generational workforce
The importance of aligning your talent management strategy to your business strategy
Why companies who are winning the war for talent are embracing technology to help them be competitive
To listen to the recorded webinar, click here. Make sure to register for the remaining webinars in the series as well!
June 16 – Finding Qualified Talent Fast
July 21 – Retaining Top Talent
August 9 – Investing in Your People
September 14 – Leveraging Technology to Manage Talent
Here are our top 3 steps should companies take to make sure they’re hiring the right person every time:
Strategic Fit: First and foremost, organizations need to clearly define why they are hiring this person – in other words, where will this role fit into the organizational strategy and direction? Every role needs a purpose. Not only will this ensure that the employee filling the role is adding long-term value to the organization, but it will also ensure that the employee feels a sense of purpose every day they come to work.
Cultural Fit: Secondly, the company should have clear tangible values and culture that each employee contributes to in some way. The reality is, that no matter how talented someone may be at what they do, they may not fit into their department, their team or the company as a whole, which would make them just as bad of a hire as someone without the proper skills. If they don’t feel like they belong, they will quickly become disengaged, and would probably end up leaving their role prematurely, putting you back at square one.
Competency Fit: Last but not least, the most common fit that recruiters look for in candidates is in the experience and skills they have acquired that make them eligible for the position. This is the most obvious fit, but even here, companies can be too hasty in their decisions if a candidate has “most” of the requirements they are looking for. One of the easiest ways to mitigate this is to list out the position’s “must-haves” and “nice-to-haves”. That way if someone is missing one of the “must-haves”, they are automatically disqualified from the position.