Talent Acquisition Management Solutions
Planning for your organization’s future is what separates a personnel manager from a talent leader. Employees are an important part of any company’s future. Ensuring that your workforce is aligned with the corporate goals, strategy and values is no easy task. Most experts agree there are 7 components to comprehensive talent management:
- Employee Planning
- Sourcing, Recruiting, Interviewing, Hiring (Talent Acquisition)
- Performance Management and Employee Feedback
- Formal and Informal Learning
- Compensation & Rewards
- Career Development and Pathing
- Succession Planning and Leadership Development
Talent Acquisition within a Talent Management Solution
You’ll Need: Your list from the employee planning session, turnover numbers, industry forecast, interview guides, number of talent acquisition professionals, and current recruiting metrics.
Sourcing: If your company doesn’t have a sourcing or research function, you can fold it into recruiting or rely on your talent management solution to assist in that area.
Recruiting: Any recruiter or HR professional tasked with recruiting will tell you the Applicant Tracking System can make or break how effective this department or function can be. Look for integration into your overall talent management platform and easy recordkeeping, smart forms, compliant records and the ability to source your own applicants from boomerang employees and former candidates who didn’t make the cut
Interviewing: With the workforce becoming ever more distributed and talent clusters popping up all over the United States, the ability to interview candidates all over the country is fast becoming not just a nice-to-have but a necessity. While there are standalone services that provide video interviewing, they don’t always integrate with the rest of your hiring or talent management platform. Also, keep your eyes open for hiring manager scoring and accountability functionalities.
Hiring: The best talent management systems will contain features that make flipping a candidate status over to employee very easy. It should be a seamless transition from offer to onboard.