Resourcing and Talent Planning is a critical function that involves coordination from recruitment team and business in various aspects like analysis on forecast of required resources, networking and selection of proper hiring channel, delivery of resources on schedule, Maintain Talent pool for future recruitment. Thus this function ensures that Organizations are able to identify and attract key Talent from the market with the capability to create competitive advantage and helping organization to achieve short team and long term goal. So what are those key strategies an Organization should adopt on Resourcing and Talent Planning?
Let us discuss in length,,
Plan your employee recruiting strategy:
The Strategy needs to begin with the requirement of the job role. The recruiter needs to be very clear about, what is the requirement and what is the job description, basis which he needs to start of with his recruitment plan and activity.
is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Through succession planning process, you recruit superior employees, develop their knowledge, skills and abilities and prepare them for advancement or promotion into even more challenging roles.
Recruiting the Right Employees while hiring:
If relationship can be established with potential candidate long before recruitment, Then a good number of potential employees can be hired at the time of hiring. A good pool of candidates can be contacted looking at the job requirement.
Prescreening the Candidate:
Prescreening the candidate saves the interviewing time of the selection committee. A candidate cannot be judged just by looking at his papers. Prescreening interview will actually help to know the candidate better and understand if what is on the paper is true or not. In addition to it in pre-screening interview, the salary expectation of a candidate can be gauged.
Checking of background verifications and references at the time of Hiring:
Background verification check is one of the most important steps of hiring an employee. All the credentials, experience and skills actually presented by the candidate needs to be verified to know if those are actually possessed by the candidate
Induction to the new Organization:
An induction programme is an important process for bringing staff into an organisation. It provides an introduction to the working environment and the setup of the employee within the organization. It’s part of Organization’s Knowledge Management Process. Good induction programs can increase productivity and reduce short-term turnover of staff.
Talent planning always goes hand in hand with the succession planning. In this competitive market, developing employee development plan is equally imperative as attracting the right calibre employee, which ensures retention of the employee in the organization. Most of the time it is observed that succession plan initiates after the departure of the potential candidate with no viable replacement and the business impact already occurred..