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RESOURCING TALENT 1

Resourcing Talent

Name

Institution

RESOURCING TALENT 2

Resourcing Talent

Introduction

Many companies are today facing the problem of attracting, recruiting the best talent. The

performance of an organization greatly depends on the talent of its employees (Andreasen et al.,

2008). Employers are often faced with the challenge of finding the best talent and people with

the skills that they require to meet the expectations of their customers and other stakeholders in

the business. Organizations need to come up with strategies that can enable them to identify

appropriately skilled personnel that will allow the company to realize its mission and vision

respectively. Talent resourcing is a complicated and a long process that starts with the

identification, selection, and recruitment of the skilled people in the desired job (Andreasen et

al., 2008). Therefore, the paper herein looks at the process of resourcing talent including the

factors determining the ability of an organization to attract the best talent, benefits of attracting

talent, organization’s approach o recruitment and selection as well as the different methods of

recruitment that can be used to resource talent and skills.

1.1 Benefits of Having a Diverse Workforce

Diversity is an essential factor in creating a high-performance workforce, and it helps the

organizations in various ways regarding talent development and improving workforce

effectiveness. A diverse workforce refers to one that is composed of people from different

backgrounds, academic levels, ages, gender and different social contexts (Daley, 2012). Some of

the critical characteristics of a diverse workforce include race, ethnicity, gender, religion, sexual

orientation, and abilities of the different people making up the workforce. Having a diverse

workforce has various benefits for the organizations that embrace such a concept regarding rich

skills base and becoming more competitive and innovative.

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In the current error o globalization, diversity is an essential feature of developing a

competent workforce due to its associated benefits. One of the main benefits of having a diverse

workforce is increased productivity. Having a diverse workforce can lead to an increase in

productivity as well as the competitive advantage of the organization. A diverse workforce

results in the availability of new and varied ideas which are essential to organizations and can

help them improve the quality of the services that they offer (Daley, 2012). Workforce diversity

is associated with an increase in the morale of the employees which causes the employees to

desire to work more efficiently and effectively hence increasing the productivity of the

organization.

Workforce diversity also increases creativity and innovation in companies and organizations that

embrace it. Having employees from different backgrounds helps in bringing new ideas to the

organization which is useful in solving the problems that the organizations face as well as

improving how they serve their customers.

1.2 Factors Affecting Talent Planning

Talent planning is a complicated process that requires resources and time to ensure that

the company gets the best skills out of the workforce. There various factors that may affect talent

planning in organizations such as the cost of recruitment, time, type of roles, the size of the

organization among other factors (Daley, 2012). The benefits attached to the job being advertised

are likely to have a major influence on the ability of an organization to attract talent. The

benefits, in this case, refers to the value the role is likely to add to an employee such as the

special package attached to the role like family benefits, health cover among others (Daley,

2012). A role that is attached to various benefits is likely to attract a large number of talents and

applicants hence giving the organizations a wide range of skills to make a choice.

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Another factor that affects an organization’s approach to attracting talent includes the

location of the place of work. Sites that are located in areas which can easily be accessed through

public transport means are likely to attract more employees. Most people prefer to work in places

that are accessible and not too far from where they stay.

The third factor that affects talent planning is training and development and well as the

growth potential associated with the role being advertised. A well-established company with a

clear growth path is likely to attract more qualified people and diverse skills which is an essential

requirement for any organization. Candidates who are interested in expanding their capabilities

and improve their careers are drawn by jobs that have an elaborate training and development

program (Brewster, 2017). Through training, the company is capable of increasing the

competence of the organizations and retaining the staff within the company as they will be sure

of a fair promotion program.

1.3 Factors that Affect an Organization’s Recruitment and Selection Policy

Recruitment is a core function of the Human Resource Management in a company, and

various factors control it. Therefore, to develop an effective and efficient recruitment policy, it is

essential for the human resource professionals to have a better understanding of these factors

(Brewster, 2017). The elements are both internal and external where internal factors are those

that the organization has control over and the external factors are ones that are above the power

of the organization.

Size of the organization is a significant factor that is likely to affect the recruitment

policy of the company. The size of the organization is an important factor affecting the

recruitment process. The recruitment policy should be in line with the size of the organization

since the small companies have different needs as compared to large and well-established

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companies (Brewster, 2017). For example, small organizations require highly talented and

skilled individuals who can steer development and future operations of the company.

Image of the company also determines the recruitment policy. The recruitment policy

applied by an organization largely depends on the image that the company seeks to display to its

customers and its employees at-large (Andreasen et al., 2008). Organizations should design their

recruitment policies to align with its image in the market regarding public relations and offering

its services to the customers.

The demographic factors are among the external issues that must also be considered

when developing a recruitment policy. According to Andreasen et al. (2008), demographic

factors such as age, religion, and level of literacy, gender and the economic status of the country

where the organization operates also may affect how the policy is formulated.

2. 1 Recruitment Methods

There are various methods of recruitment that an organization can apply when seeking to

get talented individuals to join their human resource teams. The recruitment method include

agencies and consultancies that offer efficient ways of recruiting skilled people especially when

time is a major consideration during the selection process. Agencies and consultancy farms have

the resources and the expertise required to scrutinize a large group of candidates to identify

people with the right skills for the job at hand. Another method of recruitment is the online

recruitment which is advantageous because it is cost-effective. Online recruitment is mainly

effective for lower-skilled vacancies. The third method of recruitment is recruiting through

referrals where internal workers refer preferred candidates for the job. Referrals is an effective

ways of getting the right skills without having to spend much time and resources conducting

interviews.

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2.2 Selection Methods

Recruitment is a complicated process where many methods can be applied. The quality of

the skilled people recruited depends on the method of selection used. Various effective

recruitment methods can be used to get the right people for a particular job (Daley, 2012). The

approaches include role play, tests, in-tray, group exercises, presentation and assessment centers.

Role play is a vital recruitment method that can be used to examine the skills of candidates

during selection. Role play is mainly used to assess candidates when recruiting for client facing

positions such as sales and consulting jobs. Another important method of recruitment is the

group exercise which is designed to evaluate candidates who are expected to work as a team.

Another common recruitment method is the use of tests including aptitude, personality,

and psychometric tests. The purpose of tests is essential as it tests the various abilities of the

candidates including numerical, verbal and analytical skills of the candidates and it is most

appropriate when selecting graduates. The presentation is another crucial recruitment method

that requires the candidates to show their specific abilities by making a presentation on a specific

area. A presentation tests various skills of the candidate including communication, knowledge on

a specific area and how to respond to multiple situations. According to Daley (2012),

presentation recruitment method can be best applied when recruiting people at high levels

positions such as managers and team leaders.

4.2 Purpose, Importance and benefits of Inductions on Individuals and Organizations

Induction refers to the process of introducing a new recruit to the culture and operations

of the company. Induction is an important part of recruitment since most organizations have

different ways of working and hence it is important to introduce recruits to the norms of the

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company before they start working. It gives the organization an opportunity to inform the

candidates its values, principles and what they expect from the recruits.

Induction is also used to introduce the recruits to the structure of the organization

including those who they will be working with regularly during their time in the company.

Introducing the recruits to people they will be working within the organization helps them start

building relationships and familiarizing them with the chain of command.

Induction gives the candidate the opportunity to understand the organization and create a

positive image about the company based on how he is welcomed by the other employees.

Employees who feel appreciated and welcomed are likely to have a positive impact on the

organization and improve its performance.

4.2 Areas Covered in an Induction Process

The main areas covered in an induction process include, administration rules and

regulations, terms and conditions of employment, health and safety, colleagues and introduction

to the job. Recruits should be introduced to the administration and the structure of the company

to ensure that they are familiar with the operations of the organization. An induction to the

employment terms and conditions should also be conducted to ensure that the recruit is covered

through a written legal agreement. The human resource department, the department manager and

the colleagues in the department are responsible for conducting the induction process.

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References

Andreasen, A.R., Kotler, P. and Parker, D., 2008. Strategic marketing for nonprofit

organizations (pp. 44-53). Upper Saddle River, NJ: Pearson/Prentice Hall.

Brewster, C., 2017. The integration of human resource management and corporate strategy.

In Policy and practice in European human resource management (pp. 22-35). Routledge.

Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,

pp.120-125.

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