Talent Management is More Than Resumes and Interviews

talent managementEquipping your organization with the right talent may seem like a daunting task. Maybe you’ve been through an experience where you made the wrong call on a candidate, or maybe you are in a phase where you don’t seem to attract the right talent when you have an opening. Many companies of all sizes identify talent management as one of their key challenges, according to a recent report from PI Worldwide.


Maybe the talent pool is indeed limited, or maybe you aren’t using the right tools to get the candidates you need. There are many approaches to talent management, but you need to start by getting a bigger view of how to approach a talent strategy. Here are a few tips:


  1. Dig deeper. A lengthy resume with highly sought-after skills may be the first to grab your attention, but it may not be the best indicator of what fits with your company. By getting more information on your candidates’ values and behaviors, you may find that the candidate that looks most appealing on paper is not the best one for you.
  2. Look within. If you have a true understanding of what strengths and motivators you need for a position, and a true understanding of the talent you already have, you may save yourself valuable time and money by hiring from within for a new position. Many times the perfect fit for a position is already wearing your company name badge.
  3. Look ahead. Thinking about what your organization could look like in five or 10 years can help you choose the candidate that fits with your long-term goals.
  4. Think about your culture. Look at the candidate’s personality and how naturally they talk with the people on your team. Your culture can even come across in how you advertise for the position. Is your company a progressive start-up with an exciting, fast-paced atmosphere? Make sure that message is communicated at every stage of the process. Your company culture has a lot to do with whether a person enjoys their job. (And enjoying the job equals better performance).
  5. Use tools for hiring, but not just for hiring. Behavioral assessments are a useful tool for identifying the candidates that fit best with the position and with your company. Don’t wait, however, until you’ve narrowed down your applicants to just a few options. You may miss a great candidate with the perfect set of strengths and motivations for what you need on the job. Also, you can tailor your offer to what a particular candidate values.If you’ve participated in a behavioral assessment or skills assessment, continue to pull out these resources as tools to keep your talent in their optimal positions. You may find that a person struggling in one area of the company would be a perfect fit in a newly created position, for example.
  6. Make the onboarding process personal. All new hires are not the same, so make sure your onboarding process is coordinated in a way that fits your new employee. If the candidate will work in a team setting, get your team involved in training and use behavioral assessment data to align them with the team members.
  7. Your job isn’t finished. Don’t check this box and move on to your next talent management project. Develop objectives for job skill development and times to check in with your new employee to see how they are doing in their position. Lastly, keep in mind that placing people in the right roles for their strengths and motivators is only one side of the equation. You’ll need to continue developing your own leadership skills to maximize your talent.


At PI Consulting Group, we help you send the message that you care about the people you hire, employing a level of sophistication into your talent management strategies. Our data-driven results give you objective information about your candidates, helping you make a decision that aligns the best talent with your organization’s needs and goals. Call us today for an initial consultation.