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Talent recruitment is one task where IT giant Microsoft excels in. They need to be really good at it to capture the finest of talent. The company believes in transparency with any candidate who is getting interviewed regarding his/her growth path and the timelines the company expects. Microsoft is experiencing something of a rebirth in the last few years with older revenue streams getting stagnant or even redundant, being replaced by newer ideas. A recruiter needs to be like an adviser to any new recruiter aspirant. Microsoft is an organization of insatiable growth appetite thus ambitious young professionals will attain a perfect match.

Source:http://www.hbs.edu/recruiting/blog/post/why-we-recruit-microsoft

Uploaded Date: 22nd May 2017

The conventional forms of talent management and recruitment are now getting dates due to new age challenges which are multi-pronged in nature. Thus newer methods are needed such as using digital marketing to create a brand image about the company as a place to work before the actual recruitment takes place. Even the word ‘talent’ has been much misused. It does not simply imply that a person can replicate his/her previous performances in this new role, but the candidate must be a cultural fit in the role. The aspirant must demonstrate initiative. Another major flaw emerges during the onboarding phase. The training imparted during this period must align with the profile explained during the selection process, or else attrition is common in the first few months. Finally, real time feedback is needed to understand what exactly are the challenges- professional or cultural- that new hires or older employees are facing. This is particularly relevant now in the era of constant technological disruption.

Source:http://www.personneltoday.com/hr/recruitment-talent-management-changes/

Uploaded Date: 19th May 2017

Talent management is a particularly challenging aspect in the ongoing digital era. To this extent, Forbes along with Oracle have conducted a study to understand methods to best improve it along with talent acquisition and onboarding as well. For this, a multi-channel recruitment strategy needs to be adopted involving LinkedIn as well as employee referral portals. The onboarding stage must include information on career management and growth. They must be provided corporate training on self-service and collaboration portals. Social networks must be created to connect key personnel and build a network of professionals. A flexible work environment must be created utilizing cloud capabilities and removing data silos. For further assistance on training, employees must be armed with digital compatibilities. They must be explained how they fit into the overall scheme at the organization. They must be allotted mentors whom they can approach for individual counseling or evaluation.

Source:https://www.forbes.com/sites/forbesinsights/2017/04/13/talent-management-in-the-digital-era/#78a45c0f59b7

Uplaoded Date: 19th May 2017

While modern work life is often considered a stress, a lot of people overcome this quite easily. One of the ways of doing so is imbibing empathy as a part of work. In order to do so, one must begin by showing self-compassion. For this, one needs to truly understand, care and acting for oneself. One must restrain the urge to overwork. The person must also never punish himself/herself needlessly. Alongside self-compassion, professionals must practice showing empathy. As a first step, friendships must be forged with like-minded people at the workplace. Instead of trying to find the right work companion, colleagues must get valued for what they really are. It is a well known fact that coaching is one of the most effective ways of management training. Thus, professionals must start taking time out to coach others who are in need of some skills. Ultimately, all work depends on the interactions with clients and customers, thus they need to be paid maximum importance in the person’s worldview.

Source:https://hbr.org/2017/05/prevent-burnout-by-making-compassion-a-habit?

Uploaded Date: 16th May 2017

During the process of talent recruitment, it has been observed that large numbers of women make it to the biggest of companies. The gap between men and women isn’t high at this stage but keeps getting worse for women as the levels rise up. This is due to three main reasons. One of them is that the playing field isn’t equal as men tend to get the meatier assignments at the start of their careers as opposed to their female counterparts. The performance management systems are still not gender neutral especially as women are usually subjected to working long hours managing household or family requirements in addition to office pressures. A lot of companies are found guilty of just providing lip service to the concept of gender-equality but not actually implementing it. Instead holistic change is required where culture, systems and behaviours get altered.

Source:https://www.forbes.com/sites/lbsbusinessstrategyreview/2017/03/08/three-reasons-why-leaning-in-is-not-enough/#7968a4a7336c

Uploaded Date: 16th May 2017

There exists a massive pool of talented workers looking not enter the nine-to-five grind but to work in an agile environment as freelancers. This is a huge pool of talent that mustn’t be let go of. In order to get the best out of them talent management abilities of the leadership are of utmost importance. Teamwork needs to be fostered accordingly. The onboarding process must be a very well designed component of the management training module. Each such part timer must be allotted tasks specifically suited to their skill sets. Also, the work allotted must be in line with a consistent schedule so they get properly engaged. There must be timely communication with them so that proper coordination may take place. The ‘gig’ workers mustn’t feel left out but indeed part of the overall team. This sort of recruitment must not be restricted to national borders as a lot of the work will be internet based, so overseas sources must be tapped. A mutual understanding has to be set in place on benefits accrued to both parties.

Source:https://www.forbes.com/sites/forbescoachescouncil/2017/04/12/eight-ways-companies-can-tap-into-the-power-of-part-time-staff/#10484e7c66e4

Uploaded Date: 13th May 2017

A lot of companies with genuinely positive intentions try to add temporary monetary incentives in order to induce employees to adopt good practices. However, these often fall flat and instead rebound back once the contractual period gets over. This is because a lot of employees consider the positive intent as greater and so monetizing it feels an undervaluation. Or it can also be the other way round where once the minimum financial agreement gets over, employees lose the interest. This failure is known among academicians and management consulting experts as the crowding-out effect. Instead, peer pressure works much better. The moment, team members organically imbibe these traits, a certain pressure is exerted on the others to follow suit.

Source:https://hbr.org/2017/03/incentives-dont-help-people-change-but-peer-pressure-does? 

Uploaded Date: 30th March 2017

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