Talent Management: 3 Key Elements That Often Get Overlooked

Most recruiting and HR professionals will likely agree: The recruiting, hiring, and onboarding process can sometimes feel like quite a challenge! Those in charge of hiring know how much work goes into making a right-fit addition to the company—so, when that happens, it can feel tempting to give a sigh of relief, pat your team on the back, and go on to the next challenge. But people management can’t end when workers get their foot in the door—each employee needs ongoing investment in order to feel engaged, productive and, ultimately, to stay with the job.

That’s where strategic talent management can make a difference. Through every step of their journey with a company, employees need to know that the organization supports them, is invested in them, and values their contributions. That can all be conveyed through effective talent management—from how employers collect and respond to feedback to how managers deliver performance assessments and how leadership models culture.

Continuous and effective talent management through the entire employee lifecycle isn’t just for show—it will pay dividends for the business’s bottom line. In fact, according to Great Place to Work®, nearly 40% of employees surveyed would work harder if they felt their work was recognized by leadership. Meanwhile, high employee engagement is linked to nearly 20% better productivity and 25% better profitability, according to Gallup.

These are realities we at Integrity Staffing Solutions understand. As an associate-first company, we believe strongly in putting the success and satisfaction of employees above all else. That means walking with them on their journey—providing supportive benefits, access to key resources, learning opportunities, and career growth potential. Associates don’t just become a number in the database once hired; ongoing talent management is critical for associates and the organization to meet their potential.

The cornerstones of effective talent management strategy

There’s no playbook for effective talent management—especially in today’s uncertain labor environment. However, there are a few core principles that can drive your work. And that may get lost in the shuffle if you don’t keep strategy at the forefront!

Here are some reminders of how to ensure your talent management strategy is speeding forward:

1. Keep things continuous: There are many touchpoints where leadership can communicate to talent the company culture and investment in their workforce—and they need to take advantage of each! Employees should feel the same level of support midway through their employment as they did on day one. That consistency instills loyalty and trust that will drive engagement and retention. At Integrity Staffing Solutions, we work to convey—through our comprehensive benefits, ongoing employee communication, and development opportunities—that associates are our primary focus not just on their first day, but on every day, with us.
2. Know your audience: Talent management strategy must be tailored to an individual workforce—and that means you have to have a robust data strategy underlying your talent management work. What are the benefits your employees are most utilizing? How is their financial health? What is their wellness like? Where do they see themselves in the coming years? How engaged are they in their day-to-day jobs? These critical data points can help you tailor a talent management strategy that speaks to the unique needs of your workforce population. Recognizing the value of connecting with your individual audience, Integrity Staffing Solutions offers customized workforce solutions across a range of industries. When employers design programs and processes that align with what their workforce wants, we know that associates are more motivated and driven to help themselves and the organization find success.
3. Make experience your North Star: At Integrity Staffing Solutions, we leverage leading-edge technology and prioritize speed and efficiency through the hiring and onboarding process—because we aim to offer an exemplary candidate experience. And once candidates are settled in, we keep an associate-first focus in all our business decision-making. It’s that commitment to both candidate and employee experience that can differentiate a successful talent management strategy from one that misses the mark.

Forward-thinking talent management

Beyond these principles, recruiting and HR professionals can make the most of a talent management strategy by ensuring it is aligned with the business strategy. When people decisions are made with the business in mind—and business decisions made with people in mind—organizations and their workforces can flourish.