It is unfortunately a common occurrence in the workplace that a reasonably large company brings a few new people onto its staff, only to have these people quickly become invisible to anyone with whom they do not have direct daily contact. As time goes on, these new hires become irritated and bored by their limiting situation, even though the demand for people with their skills might very well increase in other divisions of the company. Progress for both the individual and the company as a whole is stymied as a result of information not circulating in the way that it could be with a system to strengthen the relationship between talent management and a new hire. To counter this growing issue, mid-size and large companies have begun to implement new talent management systems (TMS), which use everything from succession planning to application tracking. Here are some of the ways in which the high-level workers in these companies are going about keeping new people and the business moving forward.
Every company wants to be able to make long term investments in their employees so that there are no hiccups in reaching the company’s goals. In order to do this, you need to have an application tracking system that can be used with tools for standard talent management and each new hire. The smoother the transition between tracking a candidate’s job application and tracking his or her post-hire progress, the less likely it is for information to get lost over time.
Keep Information Together
All of the stakeholders in your company need to be in the know when it comes to systems for talent management and your new hire. This way, they can keep your talent management system filled with relevant information about every new person. Right from the beginning of the onboarding stage of recruitment, the TMS is intended to keep all company information about candidates and new hires in a single place so that all of the people in human resources, including the hiring manager, are on the same page.
Take Note of Contributions
When you use a system for talent management and your new hire, think of each of these people as someone who could potentially be a high-level executive one day. Integrate methods of performance management into your TMS so that you can better plan each individual’s progression within the company. It becomes much easier right from the beginning to keep track of instances in which someone shows initiative, thereby informing choices for promotion.
When you interview a person for a job, chances are that his or her resume and your questions have been informed by just the needs of that open position. While this is a great way to ensure that someone is right for the job, it does little to assess where they might go after spending some time working for the company. In order to have effective system for talent management and new hire, meet with each person to talk about skillsets that they might have that weren’t necessarily important for their current job. Make note of these in your TMS as they will be invaluable later on.
Ease of Access
Whenever it is possible, grant the new hires access to the TMS. The relationship between talent management and new hire should be a positive one. If they can access their job performance reviews, they can easily see where they have room for self-improvement. If they can see options for training, the TMS can strengthen their feelings that there is room for them to advance, which can be further bolstered by showing internal job openings to which their skills might apply.
Lay Out Paths
Perhaps the most important pillar of employee retention is that the workers feel that they can grow professionally while they work at your company. A TMS can be used to chart an easy to understand path for each new hire to pursue continued training and education, beginning with their introduction to the company’s basic necessary skills. Even if the next step in his or her career isn’t going to be for a while, the new employee will have a greater sense of loyalty to the company because of its investment in his or her future.
Don’t Wait to Get Started
Talent management systems are a major part of the future of business, and there is no time like the present to invest in that future. As you continue your search for new and innovative ways to improve your business, make use of the Mighty Recruiter’s resources for great ideas.