Resourcing talent
RESOURCING TALENT
CIPD ASSESSMENT
REPORT ON TALENT PLANNING
CONTENS
1. AIMS AND OBJECTIVES OF THIS REPORT 3
2. ATRACTING TALENT 3
2.1. 4 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO ATRACTING
TALENT
2.2. CIPD POINT OF VIEW
3. A DIVERSE WORKFORCE 4
3.1. 3 ORGANISATION BENEFITS OF ATRACTING AND RETAINING A DIVERSE
WORKFORCE
3.2. CIPD POINT OF VIEW
4. RECRUITMENT AND SELECTION 5
4.1. 3 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO RECRUITMENT
AND SELECTION
4.2. 3 DIFFERENT RECRUITMENT METHODS
4.3. 3 SELECTION METHODS
5. INDUCTION 8
5.1. PURPOSE OF INDUCTION
5.2. HOW DOES INDUCTION BENEFIT INDIVIDUALS AND ORGANISATIONS
5.3. INDUCTION PLAN
6. BIBLIOGRAPHY 13
1. AIMS AND OBJECTIVES OF THIS REPORT
The aims and objectives of this report are to: identify factors affecting an organization’s approach to attracting talent explain the benefits of attracting and retaining a diverse workforce describe factors affecting organizational approach to recruitment and selection give examples of recruitment and selection methods explain the purpose of induction and give a sample induction plan
2. ATRACTING TALENT
2.1. 4 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO ATTRACTING TALENT
An organisation’s ability to attract talent from outside depends on how potential applicants view the company, the sector in which it operates and its culture. This is why BRAND IDENTITY seems to be one of the most important factors influencing an organisation’s approach to attracting talent. The top-notch candidates will always ask ‘what’s in this for me’? ‘Unless a business is a brand new start-up, they’re likely to have an existing reputation as an employer – whether this is intentional or not. Given that potential new employees make decisions about joining based on this impression, it pays to define a strategy to make sure the right (and real)
CIPD ASSESSMENT
REPORT ON TALENT PLANNING
CONTENS
1. AIMS AND OBJECTIVES OF THIS REPORT 3
2. ATRACTING TALENT 3
2.1. 4 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO ATRACTING
TALENT
2.2. CIPD POINT OF VIEW
3. A DIVERSE WORKFORCE 4
3.1. 3 ORGANISATION BENEFITS OF ATRACTING AND RETAINING A DIVERSE
WORKFORCE
3.2. CIPD POINT OF VIEW
4. RECRUITMENT AND SELECTION 5
4.1. 3 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO RECRUITMENT
AND SELECTION
4.2. 3 DIFFERENT RECRUITMENT METHODS
4.3. 3 SELECTION METHODS
5. INDUCTION 8
5.1. PURPOSE OF INDUCTION
5.2. HOW DOES INDUCTION BENEFIT INDIVIDUALS AND ORGANISATIONS
5.3. INDUCTION PLAN
6. BIBLIOGRAPHY 13
1. AIMS AND OBJECTIVES OF THIS REPORT
The aims and objectives of this report are to: identify factors affecting an organization’s approach to attracting talent explain the benefits of attracting and retaining a diverse workforce describe factors affecting organizational approach to recruitment and selection give examples of recruitment and selection methods explain the purpose of induction and give a sample induction plan
2. ATRACTING TALENT
2.1. 4 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO ATTRACTING TALENT
An organisation’s ability to attract talent from outside depends on how potential applicants view the company, the sector in which it operates and its culture. This is why BRAND IDENTITY seems to be one of the most important factors influencing an organisation’s approach to attracting talent. The top-notch candidates will always ask ‘what’s in this for me’? ‘Unless a business is a brand new start-up, they’re likely to have an existing reputation as an employer – whether this is intentional or not. Given that potential new employees make decisions about joining based on this impression, it pays to define a strategy to make sure the right (and real)