Some talent recruitment trends have been identified which, instead of fulfilling the organization’s requirements, drive away the best of employees. The first of them has been termed as radio silence where once candidates have filled out long, cumbersome application forms, are often left in the dark, receiving no response. Pre-employment tests must be done away with and replaced with profile views, references or testimonials on LinkedIn. Recruiters must discuss salary terms with the prospect depending on skill set and position offered, not on the basis of what that person was previously drawing. Outdated interviewing techniques must be done away with. Also, sometimes recruiters convince themselves of ample time available for the process to be concluded, yet do not understand that prime candidates do not wait that long.

Source: http://www.forbes.com/sites/lizryan/2016/07/09/five-bad-recruiting-practices-that-drive-talent-away/#3ec49cb771ed

A mistake a number of recruiters commit is to focus too much on the raw talent. Yet actual business persons will relate to the fact that more than talent, it is the team ethics that matter more. Thus businesses must aim at creating the company culture first. Employees who display transparency, resourcefulness and willingness to collaborate are definitely better fits at organizations than those with exceptional talent. Company culture must be built from top to bottom with all levels following similar imprint. Business innovation though must flow from bottom to top with each level willing to add more value. The company must in some way reward those who work with a team spirit.

Source:  http://fortune.com/2016/06/26/business-culture-hire-employees/

he field of human resources was built in the initial period in order to administer people. Unfortunately this tag stayed and even in 2016 majority of HR professionals are solely engaged in that activity. Yet HR can also be an innovation driver. The next stage beyond administration is talent management through optimizing brains. The HR reaches the zenith when it starts connecting brains remotely connected. It can best be executed suing social, cloud, mobile and big data platforms. Companies at the cutting edge such as SAP are automating a lot of their HR functions, freeing up the professionals to engage in keeping the organization continuously connected across geographical or time boundaries. Productivity rises as a result, eventually reflecting in improved customer satisfaction.

Source:http://www.innovationexcellence.com/blog/2016/06/21/how-hr-can-drive-innovation-for-customer-satisfaction/

Ever since Facebook Messenger opened up towards modifications, chat bots have been added by various developers. Some of them have simply been for fun and frolic but others have developed useful applications. For example there is Job Pal, which is helping out with talent recruitment. Random questions are asked to users on the premise of networking but if the conversation goes well, a job offer is made right on the spot. Several companies have been enlisted for such services including Uber, PayPal, Citymapper and Hailo. There have been some failures in related organizations such as at Microsoft.

Source: http://digiday.com/brands/new-facebook-chatbot-help-find-next-job/

Certain traits enable a select list of people to have the ability to attract the best of talent. Alice Waters, chef at Chez Panisse in Berkeley, California is one of them. Several top chefs have such as Judy Rodgers, Joyce Goldstein and Jeremiah Tower have worked under her and gone on to win laurels in their field. She is extremely good at the art of talent management. But in this respect she is not alone as in several other industries some such unique names exist. Some examples of that are Ralph Lauren in fashion, Gene Roberts in media, Julian Robertson in finance, Larry Elison in technology and Bill Walsh in professional football. First of all they select the right candidates but ensure that once selected, they do slog. Such super-bosses also possess good networking skills and this rubs off on these new recruits. Once a reputation establishes, recruitment becomes easier to the extent that existing employees end up being job advocates for the company.

Sourcehttp://www.strategy-business.com/blog/How-to-Become-a-Talent-Magnet?rssid=all_updates&gko=6d6de&utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+StrategyBusiness-AllUpdatesFullPics+%28strategy%2Bbusiness+-+All+Updates+%28Image%2FSyndication%29%29

A study conducted by the Forbes group has identified ten steps that must be taken up in order to excel at talent recruitment. First of all bureaucratic work policies must be gotten rid off as they negatively impact innovation at workplace. Unless regulatory or safety compliances are challenged, step by step processes must be replaced by greater fluidity. Compensation matters and thus organization which plan to succeed in the long run must pay at least industry average or more. Corporate training of management must aim towards instilling in them a management style that focuses on trust and not fear. The work place environment must be relatively relaxed and fun with less focus on arrival and departure timings but more on actual productivity. Open communication must be encouraged at all levels. A strong work culture must be developed at the organization so that employees themselves become advocates for fresh recruitments. This strong work culture must be emphasized on at all times. Less reliance must be made on recruitment software and more on the human touch. Interviews must be more of interactions and less formal so that the candidate can speak freely.

Source: http://www.forbes.com/sites/lizryan/2016/04/08/do-these-ten-things-well-and-hire-great-people-easily/#17f4e4aa76ba

Several mega organizations such as Adobe, Cargill and Accenture have done away with performance management reviews. In fact it was understood post studies conducted that managers spend a stupendous two hundred hours per year on performance reviews. In order to be more conducive towards talent management, the process to evaluate performances has been made simpler. It is more user-friendly by nature now. Business analytics now tracks performance insights using sophisticated and quantifiable data. Collaboration is greatly boosted as a result of this simplification. Companies have even started this concept of pulse surveys where questionnaires are delivered to employees’ respective inboxes. Others are even gamifying their performance evaluation.

Source: http://www.business2community.com/human-resources/performance-management-software-will-change-way-business-01489777#EJseE6Dl5iy3MfTe.97