The COVID-19 pandemic has changed everything from how we feel about chores (food shopping, what fun!), to how we talk about teachers (angels, every last one of them!).
The way we work has obviously changed as well, and talent management strategies have not been exempt.
What exactly is a talent management strategy?
Talent management refers to the process of recruiting and retaining the right kind of people at your company. As such, it encompasses quite a few steps, including:
- Identifying talent gaps
- Sourcing, interviewing and selecting suitable candidates
- Onboarding new recruits
- Growing and upskilling them within your system
- Training with future focus
- Engaging, retaining and motivating employees
In short, it touches on pretty much every part of the HR journey an employee takes from the moment they respond to a job ad, until they choose to move on later along the line.
Why does it need to be adapted in the wake of the COVID-19 pandemic?
At the risk of sounding like every opening line of every email you’ve received throughout the COVID-19 lockdown – these are unprecedented times. Shame, the word ‘unprecedented’ is never going to be the same again, is it? Regardless, the fact remains that a lot of things have changed, including how people choose prospective employers, what their workplace deal breakers are, etc.
Here are a few changes to bear in mind while you rework your company’s talent management strategy for the year ahead:
Some people love working from home while others don’t
A lot of people were forced to work from home for the first time during lockdown. For some, this was a great experience – they found that they were a lot more productive without the day-to-day distractions of an office environment, and got along very well with Zoom meetings and daily stand-up check-ins.
Others realised that they thrive on the personal interaction and vibe of a brick-and-mortar office space and could not wait to get back to their desks, where they weren’t distracted by the things that were going on at home.
Knowing which of your employees fall into each of these camps can make all the difference in your engagement strategy going forward. For instance, if your company structure allows for remote working outside of lockdown, giving your lone wolves the option of doing their thing from home, could greatly increase their engagement levels.
From a recruitment point of view, the potential to build out your team with fully remote candidates can also mean exciting things. For instance, if C-suite is open to employing people who will never have to set foot in your office, that means you can look beyond your own zip code to find suitable additions to your team. In fact, the world is your oyster, much like these fully remote companies have realised already.
Read more: South Africa and the future of remote working
Clunky tech causes needless friction
The pandemic had a major effect on the adoption of new technology. Because there was no other choice, the COVID-19 crisis has brought about years of change in the way companies in all sectors and regions do business. In fact, a McKinsey survey found that the digitisation of internal operations speeded up by as much as three or four years in certain cases.
As such, the bar has been raised when it comes to HR and operational tech. Here are a few things to bear in mind with regard to technology at your company in the year to come:
- Is your internet line strong enough to allow your employees to do their job effectively?
- Do you have a UPS in place to keep your team connected in case of unexpected power outages and load-shedding?
- Is your website up to date and does your job page reflect your commitment to remaining on the forefront of digital transformation (i.e. is it easy for prospective employees to apply for jobs?).
- Do your employees have access to all the digital tools they need and do they feel comfortable enough to recommend new tools when they come across it?
- Do you have a user-friendly SaaS-enabled employee recognition and reward platform in place that allows you to align company goals with day-to-day engagement initiatives?
Employees are more aware of health and wellbeing than ever
One very good thing that happened as a result of the pandemic is that people are much more aware of their health and wellbeing. This has also spilled over into their working lives. Here are a few questions to ask when you relook your talent management strategy from an employee wellness point of view:
- Is our company known as a place that supports and promotes employee wellbeing? If not, why not? How can we change this aspect of our employer brand?
- Do employees feel secure enough in their positions so they don’t feel the need to work themselves to the point of burnout?
- What type of resources do we have in place for employees who are having a tough time due to the impact of the pandemic? Are we doing enough to help our people?
- Have we glamorised the notion of overworking at our company? If so, why is that? Are managers and other leaders consistently leaving late and coming in early? Is this seen as the only way to show your commitment to the company?
- What can we do to create a more healthy working space? Is there enough light and fresh air? Do we need to investigate ergonomic chairs, tables and standing desks? Can we offer healthy snacks and meal options?
Read more: How COVID-19 has impacted employee engagement and wellbeing in the workplace
Keeping these guidelines in mind when you rework your talent management strategy will pave the way for effective recruitment and retention.
Please go have a look at our YouTube channel – we’ve crafted some fantastic video content on everything from addressing common barriers to employee engagement, to creating a compelling communication strategy.