Top management of companies often evaluates talent management in their organizations poorly and labels the HR department as the culprit. However, it is really a fault of HR? If it is so important to employ the best people, why don't top managers talk about it at every board meeting? These questions were asked by Lou Adler, an American expert on recruiting top talents, in an interesting article called Why HR Gets an "F" in Talent, and How to Get an "A" published on the LinkedIn social network. He summarized the following ten conditions for successful recruitment of talents.
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You need a clear strategy for recruiting talents all levels of the company will know and support.
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Evaluate managers according to how they can improve the quality of their teams via recruiting new team members.
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Don't leave the decision on the selection of talents only on managers who tend to make decisions based on their short-term needs.
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Differentiate the process of recruiting talents in the situation when there is a surplus of talents in the market and when there is a lack of talents.
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Plan your staffing needs at least three months in advance.
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Measure especially the quality of recruitment, not the ability of recruiters to hire someone quickly and cheaply.
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Ensure that the positions of leaders responsible for talent management are not occupied by people constantly complaining about something (managers, rewards, information systems, etc.).
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Ensure that the recruitment process in your company is a continuous process of interrelated activities starting with searching for talents and ending with performance management.
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Search for the best talents in the market, not the best candidates among those who applied themselves.
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Create job descriptions to clearly indicate that you offer opportunities for career development, not the same boring job as everyone else.
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