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Talent Management - More than Software

By David Johnston, Business Development Manager, HotLizard david.johnston@hotlizard.net

Talent management is one of the most hotly discussed topics in the online recruitment community. Although Steven Hankin of McKinsey & Company’s ‘War for Talent’ was first coined back in 1997, a rising market means that effective talent management and talent attraction continues to have a direct impact on a businesses ability to maximise opportunities.


What is a Talent System?


A talent management system is more than just software. It describes a process which encompasses attraction, acquisition, engagement, development and retention.

Talent attraction, acquisition and engagement forms part of the recruitment team’s remit. Whether this is an in-house team or an RPO team, the strategy will be more familiar to consumer marketers than traditional HR Recruiters. Candidate attraction strategies will encompass advertising, public relations, networking, recruitment events and where required the management of third party supplying agencies; with the internet as one of the primary means of communication.

The ideal scenario is that your career website and campaign microsites become the hub for all potential parties. Once attracted, relevant information engages the potential employee and either acquires them directly or prompts them to ‘follow’ your company. Your career website is therefore a key part of your talent management system and it’s essential that relevant and engaging content is kept fresh and up to date.


What Will Attract Candidates?


Your Career Website – The Public Face of Talent Management

ATS and Talent Management Software Integration


Vacancies are one of the easiest methods to attract candidates, yet most corporate organisations do not use the latest technology to allow candidates to easily find these via the internet and more specifically through the search engines.

Almost 15 million recruitment related searches are currently carried out monthly and over half of these are job title and location related, yet few direct employers have vacancies which are indexed using these relevant keywords. For example, the page title of most vacancies on corporate career websites is My Company - Vacancy Detail and the URL www.mycompany.com/jobs/vacancydetail.aspx/jobid012568..... Neither of which will help with candidates who may not of thought of your business as an employer.

If over 700,000 searches are being carried out for Retail and Sales jobs, making sure your retail and sales vacancies can be found immediately improves talent attraction. Add the ability to deliver these vacancies via Twitter, LinkedIn and Facebook and your live requirements are immediately spreading virally across the internet.


Share This


Referrals are one of the easiest methods of attracting talent and the addition of ‘Share This’ or ‘Add This’ functionality to your vacancies, means that your vacancy can be viewed instantly through those individuals’ social networks.


News & Information


Attraction and engagement with the passive candidate is more to do with relevant news and information or ‘Thought Leadership’. In order to do this a thorough understanding of your candidate market and their interests is paramount. For example, if your web development team are developing websites using the latest HTML and Rich Snippets, publish an article discussing the benefits of this to your business and how this has been implemented by your team.

As with vacancies, ensure that these articles can be distributed using RSS feeds, link them to Twitter, LinkedIn and Facebook, and very quickly this sort of information will be disseminated across the web, building your recruitment brand as one at the forefront of technology and innovation. By using a tool such as Tweet Deck, it’s easy to see hot topics spread across the network through Re-Tweets.

Attracting and then directing potentially interested and talented individuals through to relevant job family landing pages enhances credibility; allowing additional relevant information to be displayed, including ‘Featured Jobs’, increasing the potential acquisition or conversion rate.


Talent Management Software


In order to maximise the potential and reduce duplication or manual intervention, talent management should be an integral part of your applicant tracking software as the ability to manage these individuals effectively is extremely important.


Talent Segmentation


The ability to segment your ‘Talent’ database into Job Families, Job Roles, Skills, Locations and Job Requirements, with other relevant information, will ensure that your talent management team can quickly set up sub talent pools, both for those externally sourced and internal employees, as well as quickly searching the global database. Linking your company intranet with your talent management and ATS not only allows your recruitment team to easily publish vacancies internally, but also ensures that talented individuals can be identified quickly by the recruitment team.

David Hipkin, Head of Recruitment at RBI (Reed Business Information) states; “The most important aspect of day to day talent management is the ability to sort the wheat from the chaff rapidly to enable timely recruitment of the right people for the business”.

The use of powerful search & match technology, such as Burning Glass and the integration of wide reaching database search tools, such as Talent Spring, further increase the recruiter’s ability to use not only use structured database searching, but also intelligent matching, based on job profiles.
 

Talent Development


Integrating a talent management system with an intranet adds further potential to a company’s ability to support individuals with their personal development. Those working within employee development teams are often faced with the task of managing large numbers of employees with different requirements for training and career development. A segmented talent management system, linked to your internal employee website (intranet or extranet), can deliver relevant information to employees based on their requirements. Whether this is information on training courses, seminars or a reward scheme, through the use of the same technology in the career website or consumer retail and social networking sites.

By taking this approach HR and those engaged in employee development, can centrally administer information and deliver this to relevant individuals, increasing their personal engagement with the organisation and improving talent retention.
 

Talent Communication
 

A communication suite should be standard within talent management software, allowing information to be sent according to the individual’s requirements, whether this is SMS, email or traditional letters.

Add to this the ability to record conversations, import emails and your recruitment, HR or talent management team will be operating with a true CRM capability.
 

Social Networking & the Future


The ability to feed information out to social networks is critical in supporting the talent attraction strategy, with developments in applications linking talent management software with sites such as LinkedIn continuing to evolve. Whether these applications allow your recruitment team or talent management team to view LinkedIn profiles directly from the software or allow candidates to download their profile instead of a CV, the technology is there and is improving daily.

In Summary

A talent management system encompasses more than software. It is about, talent attraction, engagement, development and retention. Truly innovative talent management software, should form part of the recruitment and applicant tracking software and allow seamless integration with the internet and intranets to support those involved in talent management across the business.

By David Johnston, Business Development Manager, HotLizard david.johnston@hotlizard.net

 

For more information on HotLizard's proucts and services please contact one of our consultants


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