Talent Management

Talent ManagementHow to Recruit, Nurture and

Retain your people

Recruit

Think of Recruiting Talent as Being Like

You need to create the right degree of magnetism with:• The Organisation’s Brand • Effective People Practices

Your Brand

• Present your organisations culture as it really is, rather than some idealised projection that will ultimately cause high attrition rates and damage the brand

People Practices

People Practices

Effective management

Interesting & rewarding

work

Personalised development

plans

Networking and

Collaboration

Ethics and CSR

Coaching and Mentoring

Sound recruitment Strategies

Recruitment Strategies

Old Reality New Reality

Recruiting is like purchasing Recruiting is like sales and marketing: organisation is the product

Recruit from traditional sources Look at the diverse pools of talent and be prepared to train and develop

People accept offers People demand much more

Recruit to fill today’s positions Hunt for talent all the time an plan much farther ahead

Top Drivers to Attract Talent

Competitive base pay

Work life balance

Challenging work

Career advancement opportunities

Salary linked to individual performance

Nurture

A strong strategic

leadership

A strong strategic narrative

An employee

voiceIntegrity

The VIDI Culture

V Valued

I Involved

D Developed

I Inspired

Engaging Talent

Retain

Organisation retains people with necessary skills

Satisfaction with the organisation’s decision

My manger understands what motivates me

An ability to balance my work-personal life

The reputation of the organisation as a good employer

Six mistakes that may doom your talent investment

Assume that high potentials are

highly engaged

Equate current high performance

with future potential

Delegate down the management of

top talent

Shield rising stars from early derailment

Expect star employees to share the pain

Fail to link stars to your corporate

strategy

Action on Retention

Relationship

Engagement

Job design

Equity

Communication

Define expectations

Test

Volunteers

RecognitionCompensation Package

Work-life balance

Feedback

Growth Opportunities

Social Interaction

Creating a Talent Retention Culture

VIDI Framework

Effective teams & Mutual respect

Expertise & Competence

Respected Leadership &

Openness

Risk taking

Engagement is expected

Promote from within & work-life balance

10 ways to improve your Talent Management

1. Avoid metrics for the sake of metrics2. Establish a process for deciding what you consider

success3. Seek to be able to answer the question4. Make sure chosen metrics drive intended action5. Pay particular attention to levels of employee

engagement and ways to measure it, not just once but regularly

10 ways to improve your Talent Management

6. Narrow down the talent metrics to a manageable few – not more then 2 or 3

7. Use a metric to show whether succession planning within your own area of influence enables mainly, internal recruitment

8. Consider using a metric showing employee retention rates

9. Benchmark your local retention rates 10. Track talent development and performance to make

smart decisions about talent

How to get the message to Different Audiences

Different Audiences Different Approaches

High Potentials Turn your talk into questions

Board levels Talk about a story

Line managers Talk a bout the processes

Front line staff Talk about engagement

Other stakeholder, such as shareholders

Talk about unlocking potential

Are you asking the right questions about your Talent Management

Do your recruitment programmes attract your future managers

Do you know which employees are ready for management positions

Can we identify inspirational or potentially inspirational leaders

What will be our staffing needs in five years time

Which employees are at risk of leaving, what can we do to keep them

Do we have the right skills mix to achieve our goals

What will our future leaders need in the way of specific skills and attributes

Should we limit development to a few high potentials or spread it more widely

What is the current attrition rate in the organisation and what is it costing

What is the level of engagement in the organisation

How do we raise engagement levels to attract maximum discretionary effort

Does our remuneration strategy actively support talent

What metrics do we rely on to manage our talent

Thank you Page