Let’s take a look at the top five:
1) The world is your oyster (and your talent
pool).
Real talent knows no geographic borders — no country has a monopoly on the most
sought after, up-to-the-second skills that are needed in IT, social media,
software programming, science and math. You want the best, no matter where he
or she lives. The trick is to find them. This means taking your search global by increasing your presence on networks that have worldwide reach. Aggressively seek out
talent sites and forums around the globe. Hire outside help if needed to
accomplish this.
2) Technology-technology-technology. The number and kinds of data-mining, talent search and hiring
technologies that are out there can be daunting.
But they are crucial, exciting tools that every organization should make
themselves aware of. Whether it’s video
interviewing or a pinpoint search for a highly-specific skill set,
technology can make HR easier, faster and more effective. Don’t get overwhelmed
by your options. Use the technology that works for you. Be wary of too many
bells and whistles, and overly-aggressive salespeople. Focus on what you want
to accomplish and ignore the rest.
3) Real
time talent analytics and big data management. In the bad old days, employees got annual or maybe
six-month assessments. Which translated into a lot of squandered time and
opportunity to learn, grow and improve (or terminate if need be). Today
technology enables a continuous real-time assessment of performance. Employees can be made
aware of their shortcomings and get work on improving them, and people who are
doing great work can get the kind of support and encouragement that will
inspire and allow them to soar to new heights.
4) Mobile hone. The world’s gone mobile and
it’s pretty awesome. Now your talent lives and breathes in real time portable
connectivity. To reach this talent, you've got to go where they are. Mobileize your search-and-employ efforts. Make applying for a job
possible while people are riding the subway, eating lunch, or listening to music
(or even doing all three at once).
5) Sweeten the deal. Organizations are cutting back on employee
benefits, especially healthcare. To make up for this unfortunate fact, it’s
imperative to make employment attractive through secondary benefits such as childcare, flex time, gyms and exercise classes,
healthy food offerings, gamification prizes and extras like free-lunch Fridays.
You want your people to feel cared for and cared about, morale stays high, and
a healthy workforce performs at a much higher level.