Written by Ash
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Talent management has long been an important practice in organizations to ensure the right talent makes their way into the right roles in line with the overall business strategy. Whilst important and impactful, talent management is not easy to manage especially in large organizations with high headcounts. The old ways of talent management were quick but subjective and unfair because it depended on managers to nominate, interview, and promote candidates of their choice where HR stood as an observer.
As systems and processes started becoming a part of HR’s ecosystem in organizations, decision-making shifted to become more data-driven. This eliminated subjectivity and biases in many talent processes making it fair but at the cost of speed. Talent Management now requires HR to sift through mountains of data before even being able to nominate an employee, another mountain to promote or move an employee, and yet another mountain to develop that employee. Often, the process entails talent managers sourcing, downloading, and consolidating data manually to be able to present solid recommendations which takes 1-3 months in large organizations. It is because this business often finds talent management practices aren’t keeping up with the fast-changing pace of business.
If you are a talent manager, imagine if the requests below came in:
- Your Chief Sales Officer needs a new head of sales with at least 10 years of experience and who is technically proficient in Data Science.
- Whilst you’re searching your Chief Human Resource Officer wants to know for D&I how many potential candidates are male or female
- For succession planning ease, the candidate for head of sales should also aspire to be Chief Commercial Officer.
How long would it take to analyze and filter data to provide accurate answers to all 3 questions? A month, 2 months, or more? What if you could accomplish this with just a few clicks by using a Talent Target instead?
A Talent Target allows HR the power to slice and dice large amounts of data in just a few clicks to enable on-demand talent conversations and decisions. View candidate data from a high-level organizational view or deep dive down as granular as departments. Talent Target can upload and display data from any source needed in decision making such as HRMS, 360 feedback, assessments, technical scores, KPIs, aspiration indicators, demographics, etc.
Talent Target visualizes your entire companies employee’s on a simple dartboard-type layout in which the closer the circles are to the bulls-eye means the closer those employees are to your desired criteria.
Start with any role in the organization you would like to fill or find potential successors for and the moment you select it, the employee circles automatically distribute according to how to fit them for the role. Not only are you already able to identify the most suitable candidate for a role but you also get visibility into roles with scarce suitable. For example, if you select a role and a few circles appear above that they are all far from the bull’s eye, you now know that if that role should become vacant finding an internal replacement will be hard.
Next, you can also select any additional filters you would like to further narrow down your search for the best-fit employee. Select from any field in the data source you have. Specify any criteria such as years of experience, technical capabilities, aspirational goals, age, and much more that can be stacked as much as possible as well.
A Talent Target can also help support your Diversity & Inclusion (D&I) strategy by giving you a glimpse into the composition of your talent pool. Time and time again research has shown the multiple benefits an organization receives when it’s able to create a truly diverse talent pool, but, how visible is this diversity to upper management? Having a Talent Target allows talent managers to quickly highlight demographics and give management visibility of talent diversity.
Now if you have deployed a Talent Target lets revisit the initial question asked, if you are a talent manager, imagine if the requests below came in:
- Your Chief Sales Officer needs a new head of sales with at least 10 years of experience and who is technically proficient in Data Science.
- Whilst you’re searching your Chief Human Resource Officer wants to know for D&I how many potential candidates are male or female
- For succession planning ease, the candidate for head of sales should also aspire to be Chief Commercial Officer.
Using your Talent Target you can resolve all requests within a matter of clicks and truly be an on-demand decision-making HR function within your organization. Talent Target is not limited to only helping you resolve requests but also allows you to bring people insights and strategy to talent councils, town halls, and board meetings making HR a great business partner.
