The world of human resources is in the midst of a fundamental shift.
Gone are the days when hiring consisted of simply receiving resumes and
conducting interviews: now, talent management is the name of the
game. To reflect that, some organizations are hiring a Chief Talent
Officer, or a senior executive who is tasked with managing talent
What exactly is “talent relationship management”? Simply put, it is the
practice of maintaining relationships throughout the course of a
person’s career–even when they are not your employee. Implementing
this approach ensures that the best talent will come to you first when
they are ready to make a change. However, the traditional,
transaction-based HR role is not typically equipped to handle this. That
is why the Chief Talent Officer role makes sense.
Experts in talent relationship management are better prepared to handle
the following three workforce trends:
1. Short-term employment
Employees are changing jobs, and even careers, at a faster rate than
ever before, and short-term employment is now the norm. Young
employees now believe that they will work for 15-20 companies during
their careers, up from 5-7 just 15 years ago. This demonstrates a
shift in employment practices that every company must recognize.
With this shift, employers have to stop thinking that changing
companies equals disloyalty. Top talent will move around in order to
gain a competitive advantage in their careers. Viewing multiple
employers as a negative will sharply limit your available talent pool
and close your business off to many potentially impactful employees.
2. Boomerang hires
Following the trend of a mobile workforce, employers must consider
re-hiring employees. Boomerang hires—or employees that leave and come
back to your company—are becoming necessary to ensure long-term access
to the best talent. Allowing an ex-employee the option to come back
after they have gained skills and experience from other companies can
have a positive impact on your business. Plus, re-hiring can be
profitable, as rehires are generally productive more quickly than new
hires because they are already familiar with the way things are done.
3. Online presence
Social media and an employer’s online presence is more important than
ever in the hiring and talent realm. Many employers fail to prioritize
their online presence, but this can be a mistake. A number of websites
now exist that rank employers on everything from compensation to
benefits and perks. Plus, many people follow potential employers on
social media. So, use this online opportunity to your advantage. Smart
employers realize that social media is an outstanding tool for
storytelling and showcasing your employment brand.
Attracting top talent and maintaining relationships is critical, and
companies must keep up with the changing workforce in order to gain the
talent advantage needed for success. Learn how Paycor’s Applicant
Tracking solution can help
make your talent acquisition practices more strategic.
Source: Universum Global