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Recruitment and Talent Management

What is Recruitment and Talent Management?

Recruitment and Talent Planning is critical within the HR function to ensure that the business can identify and attract key talent from the market. This capability delivers a competitive advantage by offering personal and professional development to employees.

Recruiting and talent planning highlights opportunities within a business for existing and potential employees. Through shining light on capability gaps and showcasing the route to promotion for employees, this team centres on attracting the best in the market and then managing the success of that talent.

What value does recruitment and talent management add?

Bringing the best of the best into an organisation, who culturally matches and builds internal trust can reduce cost-to-hire in the future as they run through the ranks, whilst lifting internal morale. This culture of innovation requires people with a growth mindset who are keen to build their competencies and continue adding value to an organisation.

And attracting these people into the business requires a new focus on employer branding partnered with the most effective attraction method for the ideal employees.

What’s the difference between recruitment and talent planning?

Recruitment

Simply, recruitment is finding the right people for the right roles, at the right time.

An internal recruiter will collaborate with hiring managers to attract talent for their live jobs. An internal recruiter will be responsible for advertising job openings, identifying current and future hiring needs, and often take part during the interviewing process as well.

This work will influence the person hired for a business. Depending on the size of the organisation depends whether the recruiter will specialise in recruiting for a certain department or recruit across a variety of positions within the company. i.e. tech recruitment requires specialist understanding so often a tech recruiter will be specialised within that space, but this isn’t always the case.

A great company reputation helps a recruiter’s ability to attract talent within the business. This means that they may be involved in bringing the employer value proposition to life and identify when a recruitment drive is needed through analysing turnover and retention rates to forecast company hiring needs.

Talent Management

Talent management identifies, develops, engages and retains people who are considered valuable to an organisation. Success is pivotal on having the right people in the right positions, and then helping these people grow and prosper to help businesses achieve their goals – and this is where talent management steps into play.

A talent planning framework can help companies accelerate business performance. As companies grow or transition through times of change, a robust talent framework can help a company attract and retain qualified professionals needed to continue hitting targets.

A business engaged in talent management activities are more likely to align talent planning with the strategy, build processes to enable successful talent planning, which helps to identify top performers (on soft and hard metrics) and ensure those top performers are rewarded appropriately.

From here, the HR function has the capability to create succession plans for essential roles and individuals, develop robust processes for performance reviews, develop internal and external talent pools, map career paths, include talent planning in all strategy discussions and make sure that people are at the centre of business decisions.

The Future of Recruitment and Talent Management

With the development of reporting and recruiting software, data and analytics, and the ever-present online channels to leave employer feedback and gain employee engagement, HR functions are experiencing a major shift in day-to-day life with rapid development within recruitment and talent management.

AI functions are beginning to mature across the full recruitment life-cycle as talent acquisition teams implement new technologies to shift focus to resolving hiring challenges rather than mundane tasks. Recruiters in particular have more time to spend on meaningful interactions with candidates and take less time to find the ideal person for the position. From a talent management perspective, data gathering tools allow HR professionals to gather valuable information on their workforce so a strategic plan can be put into place.

Farringdon, St Pauls