Talent management starts with great recruitment. Having access to the competencies required for the role is a piece of the puzzle to find the right employees. But perhaps it’s even more important that future employees buy into the organization’s overall goal and purpose, and that they fit into the company culture and have similar values.
As McKinsey describe in the report “The War for Talent”, the balance of power in recent decades has shifted from the employer to the employee – it is simply a shortage of skilled employees and despite unemployment, companies cannot cannot find the right people. The company’s employer brand and its Employee Value Proposition (EVP) is important in order to attract the best employees. However, employer branding is really basically about creating a culture that attracts the employees that you want to find. A part of the communication associated with employee branding to potential candidates will then be taken care of by your own employees and this is considered being the best kind of employee branding there is.
The recruitment process
To find employees who fit in and can be developed in your organization is obviously very important. The recruitment process is managed today to the vast majority through social media, especially LinkedIn. IT system support today is simpler and less complicated and can often be configured and administrated by your own employees. Also the recruitment process is made simpler and you can use for example Kanban (visual flow on the wall/white board showing the various steps which candidates go through) to visualize the flow and involve everyone.
Good tools can never replace the personal interview, but can help to filter out the best candidates so that you spend time on the most interesting people from the start. It is also becoming more common to involve more people from the team in the recruitment process, to involve employees in the decision of who should become their future colleagues.
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