The most successful people understand that ongoing, sustainable growth comes from being proactive. When organizations think about talent acquisition, they think about bringing the most successful people on board. In order for organizations to realize growth, powered by talented people, they must be proactive in their efforts toward Talent Relationship Management. Velocity Resource Group (VRG), an ideal talent acquisition partner, is powered by people who focus on sourcing and engaging the best possible talent for a variety of clients. They accomplish this, in part, by establishing high-touch relationships with talent.
Talent Relationship Management (TRM) is an intentional, proactive undertaking. Similar to Customer Relationship Management, TRM differs from the traditional, reactive approach of a position suddenly opening up and hiring staff needing to quickly fill it with no talent pool to draw from. TRM is rooted in the belief that it’s essential to build long-term relationships with qualified talent regardless of the talent’s current status in the job search process (i.e. active or passive). Likewise, whether or not an organization is ready to hire, nurturing long-term relationships with talent is essential to TRM. The need to hire will arise, and a reactionary approach is sure to attract candidates—not necessarily talent.
Phases of TRM
Given TRM’s focus on nurturing relationships with talent, it’s important to understand that talent encompasses people both external and internal (i.e. current employees) to the hiring organization. Identifying talent is the first step, and doing that entails effective recruitment marketing, uniform employer branding, and thoughtful social media use. Beyond sourcing qualified talent, Velocity also manages things like e-mail campaigns.
The next phase of TRM is engaging talent, as this enables organizations to build varied talent pools and pipelines. Organizations implementing TRM must have a pulse on their projected workforce needs as well as areas where their organization could presently improve particular aspects of performance by making additions and/or modifications to the workforce. When there is deep understanding of present and anticipated workforce needs, focused efforts can be made toward filling talent pools and creating talent pipelines with qualified talent. Drawing from internal talent, beyond being cost effective, is also productive in supporting current employees’ engagement. Internal talent can be invited into conversations about upcoming projects for which they might be a good fit. Externally, organizations must demonstrate that they are engaged with potential talent. Meaning, they keep lines of communication open by sharing opportunities and information aligned with the particular candidate. Personalized communication encourages the talents’ engagement because they want to know organizations are doing more than sending out generic, mass e-mails. VRG prides itself on the strategic pipelines it builds and the direct engagement, through acts like phone conversations, it initiates with talent.
Finally, to acquire the best talent, those implementing TRM must also be mindful of the need to utilize thorough data analytics. In order for TRM to see its full potential, organizations must engage in inquiry about what both works and does not work at each part of the talent funneling process. Organizations must pinpoint things like the efficacy of marketing strategies and how each the most exemplary and non-exemplary talent was sourced. Formal study of data supports an organization’s concerted efforts toward continued growth and success because it enables people to make informed decisions about present and projected situations. Velocity can be instrumental in helping clients collect valuable data about talents’ current situation, interests, and both drivers and barriers related to potential position transition.
The Proof is in the People
In 2018, companies have many choices for talent acquisition—from a range of talent acquisition agencies to myriad computer programs. Velocity Resource Group sets itself apart from industry counterparts and both Applicant Tracking Systems and automated Talent Relationship Management systems because it is powered by talented, proactive professionals whose goal is sourcing the best possible talent, for clients, so that both clients and talent experience continued-professional-growth and success.
Categorized in: Work
This post was written by Elevate, Inc.