Hiring the wrong employee is expensive and time-consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, longer tenure and lower turnover. Your Talent Management Strategy USA needs to integrate your Recruitment, Selection, Development and Performance Management strategies.
Hiring the right employee starts with a thorough job analysis. The job analysis enables you to collect information about the duties, responsibilities, competencies, skills, and abilities needed for success in the job. The information collected during the job analysis is fundamental to developing the job description. The job description helps you plan all aspects of your talent management strategy.
A recruitment strategy is a clear plan that explains what jobs you will recruiting for, when, why and how. Your recruitment strategy should be tied to your overall company goals and objectives. It must be easy to implement and communicate. You can change your methods and tactics, but the recruitment focus should not change. You can develop relationships with potential candidates long before you begin hiring. The more qualified candidates you can attract into your recruitment funnel, the more likely you are to hire a high performing employee. Your ideal candidate profile lists the most desired characteristics of a qualified candidate.
A selection strategy is the process of choosing the most suitable candidate for the open position. In other words, selection means weeding out unsuitable applicants and selecting those individuals with the required qualifications and capabilities to fill the open job. Pre-qualifying questionnaires and brief screening assessments are the most efficient ways of weeding out unqualified candidates. Aptitude screening assessments will help determine if the candidate has the ability to do the job. The more complex the job, the higher the level of cognitive ability needed to perform the work. If they don’t have the ability to solve complex problems they will very likely fail in the job. Another way of looking at cognitive ability is learning speed. How long does it take a person to learn a new skill or competency? Personality screening assessments help employers identify candidates whose behavioral traits are well suited for the open position. Personality assessments are designed to reveal particular aspects of a candidate's personality in order to predict the likelihood that he or she will excel in the job. Motivation screening assessments can identify the interests and passions of your candidates. Passion generates energy and enthusiasm and it kicks a person into high gear. Highly motivated candidates have a high degree of interest and passion for the work demands and task requirements of the open job. The hiring interview is critical in selecting the best candidate.
Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. Effective performance management is essential to businesses. Performance management is the process of improving performance by setting individual and team goals which are aligned to the strategic goals of the organization. Performance has to be monitored to achieve the goals. Assessing progress also involves developing the necessary knowledge, skills and abilities to achieve these goals.
People do things for their reasons, not yours? Unfortunately, when new employees are hired and on-boarded they don’t come with an Operating Manual. In order to maximize the outcomes of your coaching and development efforts, you first need to understand the unique preferences, competencies and motivations of each employee. Customized coaching yields better results.
Completing a Job Description Survey for your open position is the first step of a focused talent management strategy USA. It will create a customized Hiring Benchmark Report. This report offers a detailed profile of the work-related abilities, interests, motivations and personality traits of top performers in the position. The Hiring Benchmark Report provides data about the requirements of the job and it can also be used to supplement, organize and analyze the information provided in résumés, background checks and the interview. You will receive your Hiring Benchmark Report via email.