HR and talent management, while related, aren’t the same. Wikipedia defines talent management as ‘the anticipation of required human capital for an organisation and the planning to meet those needs’. As a Zoek hirer, we’re always looking at ways to offer you added value, so here are our top five talent management tips you can benefit from in 2019 in your business.
Before we start, it’s worth pointing out that if you’re not already using talent management in your organisation, now’s an excellent time to start. The niche has come on in leaps and bounds in recent years and next year looks set to be another one full of innovation that can be used to leverage more value from your workforce.
Artificial Intelligence (AI)
As the technology and applications grow, AI is permeating every business sector and niche. We’re already seeing many companies integrating AI-enabled chatbots on their career websites and this will continue in 2019. With these chatbots driving and guiding candidates thinking about applying for jobs in the early stages of the recruitment process, recruiters’ time will be freed up to do more in terms of interviewing and creating the best candidate experience. And that’s just one application of AI in talent management. Expect many more to surface in 2019.
The human touch
Despite the rise of the chatbots and AI, the human element is still going to be very important. Businesses can no longer rely on a one-size-fits-all approach to talent management. We will see an increased focus on taking a more personalised approach to employee management in order to make staff feel that, individually, as well as part of the wider workforce, that they are valued for their contribution. Investing in individual employee development will keep the best staff engaged and on board.
Organisational structures will become more agile
Traditional hierarchical structures are becoming a thing of the past as forward-thinking firms move to more fluid designs that facilitate improved teamwork and collaboration. Employees come in all shapes and forms and this will be important as organisations hire different types of full-time, part-time, contract and freelance workers across a number of different time zones.
Hiring talent on attitude
While recruiting based on competencies is still important, when it comes to talent management, finding candidates whose attitudes fit with company culture, values and ethics is becoming more important. This means companies need to do more to demonstrate these values in the public domain to attract the right type of talent and deter those who might not be the best fit. The former are the types of employees that will stay with the company longest and contribute most.
Onboarding is a chance for employers to win the hearts, mind and commitment of employees from the start. This is when employees become engaged with a company, so it’s important to get it right. Right now, many employees say they’re simply not getting enough guidance when joining a firm: 20-30% of new hires leave in the first six months and it is poor onboarding that sets the stage for that early exit. Next year will see a lot of companies putting more effort into their onboarding processes, making it a key part of talent management policies.
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