What might a modern talent management system look like and why is it important to remain in contact with candidates? Our director Jan Pichler expounds on this and more in his latest guest article in the topical magazine TRAiNiNG, issue 01-2018.
Imagine, if you would, the following scenario:
An IT specialist applies for a position with the company Thomeyer. A couple of weeks later, the candidate receives a friendly rejection. After three months have passed, Thomeyer invites him to an event that is a great fit for his professional development. A little later, Thomeyer sends him technical information on subjects that are of particular relevance to him. After almost two years, he receives a job offer from Thomeyer that is ideally suited to his career development. He takes the job! How does this work, exactly?
Thomeyer is a medium-sized company with close to 500 employees and runs its own talent relations program. This means that the company has succeeded in maintaining contact with applicants even after the conclusion of the application procedure. Thomeyer is able to send relevant information and offers to candidates, therefore considerably increasing its attractiveness as an employer and establishing a relationship of trust with the applicant.
From occasion-based to sustainable
The occasion-based search for employees, that is to say only searching for employees once a corresponding position has opened up, is becoming more and more laborious and time-consuming. This is why the question of talent relations will be of ever greater importance for many companies in the coming years. The goal of this strategy is to establish a long-term relationship with as many potential employees as possible – and not just with the classic up-and-coming talent such as students, interns and trainees, but also with lower-ranked candidates and former employees. A fundamental objective of sustainable talent relations is to remain in the know about the professional developments and desires of the potential talent. In this way, companies are able to build up their own, constantly growing pool of up-to-date talent data, in which suitable candidates can be found and contacted quickly and easily. At the same time, this also enables companies to send individual information and offers to their talent. They are able to address them at a personal level, position themselves in the minds of their talent as a relevant, attractive employer and, in this way, significantly set themselves apart from other employers.
Modern tools, clear rules
A long-lasting relationship needs to involve as little effort as possible for both the company as well as the talent. It is worth bearing in mind that the higher the talent’s market value, the less willing they are to invest much time into establishing a relationship with potential future employers. This is why modern talent relations tools allow talented candidates to keep their CV up to date hassle-free with several companies at once, and also proactively remind them to regularly update their CVs. It should be noted that the relationship with the talent must always be initiated with an invitation for the talent to join a suitable program (e.g. the company’s talent network). Only in this way are talented applicants able to freely choose to participate, remain open for later establishment of contact and can agree to the long-term (GDPR-compliant) storage of their data. Furthermore, companies must be sure to always keep communication with their talent at an individual level and should avoid misusing this communication, for example by sending generalized job newsletters. Otherwise, the personal relationship quickly morphs into unwanted spam.
Nowadays, companies can build up their own effectively available talent pool with very little effort. The only prerequisites are the use of appropriate, modern tools, and, on the other hand, the observation of certain basic rules in order to keep communication with the talent transparent and personal.
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