Talent management models

Days	30
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Current trends in talent recruitment:

Diversity and inclusion: Employers are placing a greater emphasis on diversity and inclusion in their recruitment efforts, seeking to build teams that reflect the diversity of their customers and the broader community
Virtual recruitment: With the rise of remote work, virtual recruitment has become increasingly popular. This includes virtual job fairs, online interviews and social media recruiting
Employer Branding: Companies are focusing on building a strong employer brand to attract top talent. This includes showcasing company culture, values and social responsibility initiatives
AI and automation: The use of artificial intelligence (AI) and automation in recruitment is growing, with companies using chatbots, predictive analytics and automated screening tools to improve efficiency and accuracy in the recruitment process
Skill based hiring: Employers are moving away from traditional degree based requirements and focusing more on skill based hiring. This means assessing candidates based on their skills and experience, rather than their educational background

Talent plays an important role in the social economy, which is an economic system that prioritises social and environmental outcomes alongside financial ones.

Talent and social economy

In the social economy, talent is not only measured by technical skills and knowledge, but also by a person's social capital, creativity and ability to collaborate.

Here are some ways in which talent is important in the social economy:

Mission driven organisations: In the social economy, organisations are often driven by a mission or purpose beyond financial gain. This requires talented individuals who are passionate about the mission and committed to achieving it
Cross sector collaboration: The social economy relies on collaboration between different sectors, including government, non profit organisations and businesses. Talented individuals who are able to work across sectors and collaborate effectively are essential to the success of these initiatives
Innovation and creativity: The social economy is often at the forefront of innovation and creativity, with organisations seeking new and innovative solutions to social and environmental challenges. Talented individuals who are able to think creatively and outside the box are critical to driving this innovation
Social impact: The social economy is focused on creating social impact and talented individuals who are able to measure and communicate this impact are essential to achieving success

Talent focus

Talent focus refers to the process of identifying and developing the unique talents and strengths of employees within an organisation.

Here are some key steps to implement a talent focused approach:

Identify talents: Identify the specific talents and strengths of each employee through assessments, feedback and performance evaluations
Develop a talent profile: Develop a talent profile that outlines each employee's unique talents, strengths and areas for development
Align work to talents: Align work assignments and roles to employees' talents and strengths, allowing them to perform at their highest potential and be more engaged in their work
Provide development opportunities: Provide development opportunities that focus on building upon employees' existing talents and strengths, rather than trying to fix weaknesses. This can be done via a mentorship programme
Encourage collaboration: Encourage collaboration and team building activities that allow employees to share their talents and learn from each other
Measure the impact: Measure the impact of the talent focused approach on employee engagement, retention and business performance

The next question is: How to framework talent?

Talent framework

To framework talent, you can use the following steps:

Define your organisation's objectives: Start by defining the objectives of your organisation. This will help you identify the skills and competencies that are required to achieve those objectives
Identify key roles: Identify the key roles within your organisation and the skills and competencies required for each role. This will help you understand the talent gaps within your organisation
Conduct a talent audit: Conduct a talent audit to identify the skills and competencies of your current employees. This will help you identify areas where you need to invest in training and development
Develop a talent plan: Develop a talent plan that identifies the actions you need to take to address any talent gaps. This could include training and development programs, recruitment strategies and succession planning
Implement your talent plan: Implement your talent plan and monitor its effectiveness. This will help you to identify any areas where adjustments are needed
Evaluate and adjust: Regularly evaluate and adjust your talent framework to ensure it continues to meet the changing needs of your organisation

By this framework it's easier to adjust your talent planning due to the different types of talents.

Types of talent

There are quite a few types of talent, so we will focus on the most common ones:

Sales talent

Individuals with sales talent possess certain skills and traits that allow them to excel in sales roles, such as:

Strong communication skills: Sales talent often involves the ability to communicate effectively with customers and clients. This may include active listening, persuasive speaking and clear writing skills
Customer focus: Individuals with sales talent are often customer focused, meaning that they prioritise understanding the customer's needs and delivering solutions that meet those needs
Relationship building skills: Successful salespeople often excel at building relationships with customers, which can help to build trust and loyalty
Persistence: Sales talent often involves the ability to persist in the face of rejection or obstacles. This may involve a willingness to make multiple attempts to close a sale or to find creative solutions to problems
Adaptability: Sales talent may also involve the ability to adapt to changing situations and customer needs, which can help to build credibility and trust with clients
Results driven mindset: Successful salespeople are often highly motivated by results and targets and are able to set and achieve ambitious sales goals

Service talent

Individuals with service talent possess certain skills and traits that allow them to excel in service oriented roles, such ad:

Empathy: Service talent often involves the ability to empathise with customers and understand their needs and concerns
Communication skills: Successful service providers are often skilled communicators, able to listen actively, express themselves clearly and provide information in a way that is easy to understand
Problem solving skills: Individuals with service talent often excel at finding creative solutions to problems and addressing customer concerns in a timely and effective manner
Positive attitude: A positive attitude and a willingness to go above and beyond for customers can be a key component of service talent
Attention to detail: Successful service providers often have a keen eye for detail, ensuring that all customer needs are met and that nothing falls through the cracks
Ability to work under pressure: Service talent may also involve the ability to work well under pressure, remaining calm and composed in high stress situations

Talent work refers to the process of identifying, attracting, developing and retaining talented individuals within an organisation.

This involves designing and implementing strategies that help to maximise the potential of individual employees and create a high performing workforce.

Talent work

Talent work typically involves the following steps:

Talent identification: This involves identifying individuals who possess the skills, knowledge and qualities needed to excel in specific roles within the organisation. This may involve conducting assessments, reviewing CVs and applications and conducting interviews
Talent attraction: Once potential talent has been identified, the organisation must create a compelling employer brand and develop strategies to attract and engage these individuals. This may include offering competitive compensation and benefits packages, creating a positive workplace culture and providing opportunities for career development
Talent development: Once individuals have been hired, the organisation must develop strategies to help them reach their full potential. This may involve offering training and development opportunities, providing coaching and mentoring and creating a supportive work environment
Talent retention: Retaining top talent is critical to the long term success of any organisation. This may involve creating opportunities for advancement and career growth, providing a positive work life balance and recognising and rewarding employee contributions

Talent reputation refers to the perception and reputation of an organisation in relation to its ability to attract, develop and retain talented employees.

A positive talent reputation can attract top talent and improve an organisation's ability to compete for the best employees in the job market.

Talent reputation

A strong talent reputation can be built through several strategies, including:

Offering competitive compensation and benefits packages: Organisations that offer competitive salaries, bonuses and benefits packages are more likely to attract and retain talented employees
Creating a positive workplace culture: An organisation that values its employees, promotes work life balance and fosters a supportive and inclusive work environment is more likely to have a positive talent reputation
Investing in employee development: Providing opportunities for training, coaching and career development can help employees improve their skills and grow within the organisation, which can enhance the organisation's talent reputation
Building a strong employer brand: An organisation with a strong employer brand that is recognised as a great place to work can attract top talent and improve its talent reputation
Recognising and rewarding employee contributions: Recognising and rewarding employee achievements can increase employee engagement and motivation, which can improve an organisation's talent reputation

Maintaining a positive talent reputation requires ongoing effort and investment in talent management strategies.

A positive talent reputation can help your organisation to attract and retain top talent, improve employee engagement and motivation and ultimately drive business success.

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Talent management models