5 Best Talent Management Strategies for 2020

5 Best Talent Management Strategies for 2020

The question for leaders and innovators is—once you attract the right talent, how do you manage people to promote productivity and retain staff?

Below, we share some key tips for talent management in 2020.

1. With the Right Staffing Software, Engagement Starts at “Hello”

Have you ever found the perfect candidate only to be “ghosted”—your calls and emails not returned? Have you ever “ghosted” a candidate? If the answer to either of these is yes, you might want to look at how you engage candidates and employees.

The very first minute you engage a candidate for a role, you are communicating how your organization values and manages talent. It is all there in the tone you strike and the respect you give off.

If you want to create a happier workplace and attract best-fit talent, you should use candidate and employee engagement tools that embed engagement in the recruitment process.

Business texting is a great example. Today, according to Deloitte, 18.7 billion text messages are sent every day. If you want to meet candidates and employees where they are, you should use technology that has business texting functionality.

But don’t take it too far. Candidates and employees today are emphasizing work-life balance more than ever, and you don’t want to seem like you’re crossing any boundaries.

2. Think About Who Is Leading the HR Software Decision Cycle

Who is making your decisions on technology adoption and use? Who is leading your digital transformation?

Ideally, your organization does not have competing interests. Ideally, each department works toward the betterment of the company. Ideally, the technology selection process is not veered off course by interests that work against the overall success of the company.

This is not always the case.

Take automated, cloud-based software. If a decision-maker’s job or productivity might be affected by the adoption of software, they might have a vested interest in software that does not close gaps and create efficiencies. That’s an understandable emotion, absolutely. No one wants to feel like their value is being eroded. Rather than cutting that person out of the decision cycle entirely, let them know that you hear their concerns and will take them into account.

Yet do not let that partner alone determine the course of your technology adoption. They might adopt technology that does not automate and ease processes, in favor of technology that underscores their own importance. Again, this is understandable, but it is a hindrance to your organization.

Make sure the decision to adopt technology is objective and based purely on what is best for the company. Technology can give you a talent management advantage—but only if it’s right.

3. Cloud-Based Software Is the Way to Go

What is cloud-based software? It is digital technology that lives in the “cloud.” Data is hosted by the software vendor, and the software can be accessed anywhere with an Internet connection.

For a more mobile, data-forward world, cloud-based software is the software of choice. Hard installs are becoming a thing of the past.

It’s generally a good practice to procure cloud-based software for your personnel. Why?

If you lead any remote teams or have employees who sometimes work remotely, cloud-based software is going to come in use. Employees can access cloud software from their home or remote machines.

For millennials and other modern employees, the ability to work remotely is often a big source of comfort when accepting a new role. And according to recent studies, employees who work from home are happier, more efficient and easier to manage.

Thus, because cloud-based software allows employees to work remotely, acquiring cloud-based software can be a huge boon for modern organizations.

4. HR Software Can Create Efficiencies

Does your team miscommunicate sometimes? Do several people find themselves working on the same task or project without knowing it? Are there efficiency gaps that need to be closed?

Time is expensive—too much of it spent on manual tasks can be redundant for recruiters and HR professionals, who would often rather spend their time recruiting. By adopting digital, cloud-based platforms, you can cut time on redundant tasks, boost the speed of the team and improve profitability.

You can make the talent acquisition—and management—process into a comparative breeze. With the proper recruiting technology, you’ll unleash the potential within your organization, driving growth using your most productive resources—your people and data.

When talent is easily acquired, and recruiters have access to robust employee engagement tools, the whole team is lifted up and empowered. Employees are more passionate and productive. Their triumph is shared; their victories are one. The results are something to witness.

Top-notch technology can unlock that for you.

5. Good Talent Acquisition is Good Talent Management

Who hasn’t seen a great employee go? On the flip side, who hasn’t hired an initially promising employee who turned out to be less than optimal? In some sense that’s always going to happen—it’s a fact in business and economics. However, what you can control is how you react to talent attrition.

So what is the best way to react?

Use talent acquisition technology that makes it easy to qualify and hire talent at faster speeds, leading to more agile and confident recruiters. Powerful talent acquisition technology means peace of mind—finally—in a whirlwind market.

Yes, there’s no way of eliminating the risk of unexpected talent attrition. However, acquiring best-of-breed recruiting products can help you develop a talent acquisition strategy that works. By adopting the best staffing and recruitment software, you’re enabling talent management success for years—if not decades—to come.

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