- Attracting talent, carrying out the onboarding process correctly, promoting continuous training, recognising employees and keeping them motivated are some of the steps involved in talent management.
- Talent management is a cross-cutting issue that affects the entire company, not just the departments responsible for people relations.
The concept of talent management can be defined as the set of processes and strategies that encompass different phases, such as attracting, developing, motivating and retaining the most suitable professional profiles.
Let’s look at the steps or strategies for managing talent effectively.
Attracting talent
The first step is attraction and subsequent recruitment, identifying what needs the company may have to fill and what critical profiles are required.
Social media can also help in this talent attraction phase, complementing other more widespread or frequent possibilities such as job portals.
These recruitment processes do not only involve assessing or measuring the technical skills required for the job in question, but also ensuring that the candidate is aligned with the company’s culture and values.
Once the talent attraction phase is complete, the next step is for the Human Resources department to conduct interviews to study, evaluate and find the most suitable profiles.
Onboarding and roles
The integration process, often referred to as “onboarding”, is not limited to simply incorporating the person into their new position, but also includes helping them to understand and adapt to the organisation’s culture, as well as its rules and responsibilities.
To encourage development and motivation from the outset, it is important to assign tasks and responsibilities according to each person’s potential and strengths.
Continuous training and development
Upskilling and reskilling have differences and similarities, but they share the common feature of seeking to improve staff training.
On the one hand, upskilling is the process of acquiring new skills and knowledge so that employees can increase their performance and productivity.
On the other hand, reskilling involves retraining or professional recycling, with employees being trained to perform tasks that are different from those they were previously carrying out.
Recognition
Recognising and rewarding the potential achievements of employees is another phase of talent management within companies, as it can increase both commitment and job satisfaction.
No longer as recognition but as performance management, clear and measurable objectives must be set and evaluated periodically.
Motivation and retention
Motivation to increase the chances of retaining talent includes opportunities for growth and internal promotion, a way of ensuring that staff commitment does not wane.
Likewise, creating flexible, diverse or positive working environments also helps to create more attractive workplaces by enabling employees to balance their professional and personal lives.
We could therefore summarise talent management as a dynamic and comprehensive process aligned with the company’s values and objectives, involving the entire organisation, with a particular focus on those in leadership positions.
