Winning the Talent War: Cracking the Code

Attracting, engaging, and retaining the right talent stands as prime importance for any organization in their effort to strengthen their employer branding and reputation. Organizations can attain business objectives only if have the right talent.

Moreover, in this digital era, talents are more sophisticated and selective in choosing the organization they want to work. Studies show that 70% of employees look for digitally mature companies. A LinkedIn survey reveals that 75% of applicants consider employers’ brand to apply for a job. The competent professionals are more informed, skilled, and comes with lots of knowledge that they target the organization through which they can achieve maximum gains within a reference frame.

Indeed, the war for talent is getting more intensified these days. To win over this war of talent, the implementation of sophisticated talent management practices happens to be the best solution.

It is the need of the hour to evolve hiring practices, re-define the process, and prepare the organization for an uncertain tomorrow by having a future-ready workforce. Talent management strategies must get tweaked with reference to market, industry, and company-specific demands. Given the present challenges, uncertainty, and demands of employees, many organizations are changing or redesigning their approach toward talent acquisition and talent management.

Let’s understand how the talent managers can overcome this herculean task of attracting the multi-generational workforce.

As a first step, talent management professionals must be innovative, resilient, and agile. It is essential to growing their competencies with the latest insights, course work like talent management, and thought-leadership.

Some of the necessary skills for the year 2021 include analytical thinking, active learning, complex problem-solving, critical thinking, originality, resilience, stress tolerance, flexibility, reasoning, ideation, social influence, use of technology – its design, monitoring, and management. Talent management professionals may opt for the best talent management certifications in 2021, either offline or online as per preference and availability.

There is an urgent need for reskilling as the search for the aforementioned skills by organizations has surged since last year, courtesy-pandemic situation.

With this, let’s move onto the strategies an organization will look forward to under the umbrella of talent teams.

Best talent management practices for the evolving workforce

A few of the best approaches to manage talents effectively are highlighted here.

  • Creating loyal employees who meet the norms of organizational etiquette
  • Inculcating shared values among the employees for a cohesive organizational culture
  • Standardizing work practices and encouraging adherence to organizational norms
  • Maintaining improvement initiatives and encouraging employees
  • Maximizing talent retention through appreciable compensation packages
  • Considering employees at ‘flight risk’ and attending to their genuine needs
  • Encouraging the team for new learnings, training, and development

To do so, the talent managers must gear up for creating an empowering work environment. The environment spurs the interests of professionals to contribute toward the business goals. This strengthens the organizational integration by default while encouraging productivity amid the multi-generational workforce. As an astute talent management professional, you can customize these approaches in congruence with your organizational dynamics.

Dr. Frederik. G. Pferdt, Google’s chief innovation evangelist says that more organizations must begin to envision and project their possible, desirable, and preferred futures. Though uncertainty exists, work happens wherever we are. Crafting and sharing a vision will connect the team to future work.

Talent managers and leaders must understand their employees deeply. Empathy, being one of the most needed skills of the future, leaders should identify values, craft powerful rituals, bring them to life, build a future-ready culture, and prepare themselves and the organization for the new normal.  

It is essential to make employees feel included and valued by involving them in the decision-making process. Further, sharing continuous feedback will keep the employees engaged and tireless to give their best. Given the ongoing situation, it is important to inculcate a team-building spirit like most of the employees are working remotely. Involving all the employees for an offline virtual social connect, initiatives such as virtual town hall, virtual socialization events, and other activities will be useful to bridge the communication gaps.

The Use of modern digital HR tools, big data, and analytics, ensures a positive employee experience, assures connectivity for training, empowers performance management, and would promote employee engagement and boost performance.

To summarize…

In conclusion, maintaining the best talent management practices is important for every stage in talent management. At the end of the day, employees are the assets of an organization. Working toward their well-being is essential for an organization’s success.

Talent managers play a key role in coordinating and orchestrating digital transformation while promoting employee experience. Their challenges are not limited to talent acquisition and management but making a strategic approach to the employee experience amid certain and uncertain times. This includes everything from information sharing, work-life balance, career promotion, employee well-being, satisfaction, and all that comes under the umbrella of employee experience. Seamless integration of different systems and processes from hiring to exit strategy will bring continued success to the organization amid disruptions.  

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