Resoursing Talent in Organisations
Resourcing Talent in Organisations
Recruitment and Selection
Successful talent resourcing is a key component to an organisation’s performance and to gaining competitive advantage.
Within a competitive market it is more important than ever that organisations have the best people for each role within the company. Attracting candidates with the right skills, experience, abilities and attitudes is crucial to any organisation’s success.
Organisations will take a number of factors into consideration in their talent planning process. The size of an organisation and its brand identity is a factor. Well known respected companies have found is easier to both attract new external candidates and to retain and develop existing employees. Recent research has, however, found that younger workers (generation Y) are less attracted to large companies and more interested in smaller more bespoke organisations.
The current economic climate is also a contributing factor when talent planning. Levels of unemployment nationally and locally affect an organisation ability to attract talent. When unemployment is high there is a larger talent pool from which to recruit and there is more competition amongst candidates. When employment levels are high then so are expectations of opportunities, salaries and benefits.
The culture of the organisation will figure significantly in the talent planning process. Does the company prefer to recruit from within whereby employees already know the organisation, it’s business, people and culture well or is there a preference to seek out ‘new blood’ in order to bring new ideas and a fresh approach to the business.
Organisations may have recruitment policies in place covering aspects such as whether vacancies must be advertised internally first and what finance is available
Employment legislation is a major factor to be considered both within talent planning and when recruiting. Equal opportunity and discrimination legislation has resulted in the
Recruitment and Selection
Successful talent resourcing is a key component to an organisation’s performance and to gaining competitive advantage.
Within a competitive market it is more important than ever that organisations have the best people for each role within the company. Attracting candidates with the right skills, experience, abilities and attitudes is crucial to any organisation’s success.
Organisations will take a number of factors into consideration in their talent planning process. The size of an organisation and its brand identity is a factor. Well known respected companies have found is easier to both attract new external candidates and to retain and develop existing employees. Recent research has, however, found that younger workers (generation Y) are less attracted to large companies and more interested in smaller more bespoke organisations.
The current economic climate is also a contributing factor when talent planning. Levels of unemployment nationally and locally affect an organisation ability to attract talent. When unemployment is high there is a larger talent pool from which to recruit and there is more competition amongst candidates. When employment levels are high then so are expectations of opportunities, salaries and benefits.
The culture of the organisation will figure significantly in the talent planning process. Does the company prefer to recruit from within whereby employees already know the organisation, it’s business, people and culture well or is there a preference to seek out ‘new blood’ in order to bring new ideas and a fresh approach to the business.
Organisations may have recruitment policies in place covering aspects such as whether vacancies must be advertised internally first and what finance is available
Employment legislation is a major factor to be considered both within talent planning and when recruiting. Equal opportunity and discrimination legislation has resulted in the