Attracting Best Talent for your Organization

By: Rosy Vohra

21st century is the age of people. Keeping other variables fixed, it is the presence of right person at the right place at right time which will make difference in the performance of the organizations. In the knowledge based economy, material assets and technology are things that can be sought at a price and at a given price show more or less similar outcomes. But to run the show meticulously requires the presence of the equally meticulous people who will decide the fate of the business. No wonder organizations spend a major chunk in their endeavor to attract and hire people who matter.

Perceptions are often limited by bounded rationality. This means that due to limited capacity of human beings to process all the information, they are unable to avail the benefits that go with full rationality available. They construct simplified solutions to extract optimal benefits from intricate problems without undergoing into complexities inherent in them. Recruitment of people also follow similar pattern on the lines of this model popular as Satisficing model. It pays to take care that a candidate may show his best during the process of recruitment and selection but after induction in the organization is unable to deliver expected results. The reason may not be just due to his lack of understanding or anything to do with his other abilities in terms of knowledge and skills. Often people are self-centered and are unable to perform in teams.

Recruitment experts all over the world work to get the best talents available to help run their business. Job applications are invited from potential candidates through advertisements in the newspapers, trade journals, campus interviews, recommendations and other such agencies. The first step in the recruitment process is to match the job description with the job specification of the job. The latter pertains to capabilities expected from the candidate in terms of his educational/professional qualifications to be able to successfully execute the task expected from him.

Furthermore in the backdrop of current design of organization structure and function, it becomes imperative for the recruiter to check and test the candidate in terms of his other attributes. Qualities such as trustworthiness, loyalty, team spirit, attitude of openness towards new ideas, effective communication, and innovativeness go miles in helping retain the potential employee in the organization for the long run. These abilities help establish congruence between the expectations of the organizations with that of the employee to each' mutual benefit. It helps to bear in mind that it is the hard worker rather than a genius without the ability to persevere who wins in the long run.

But the million dollar question is how to identify talents? Do written tests, group discussions and interviews speak correctly of the candidates' true capability in terms of organizational needs? The answer is partially 'yes' and partially 'no'. It requires experience and skill to understand people and their hidden attributes. Thorough questions on their personal lives and the manner in which they have and will deal with situations in future speaks volumes of their mental make up. Organizations will do better if they seek normal but hard working talents who are ready to listen and learn while contributing to their fresh ideas.

These days' organizations are spending actively to brand their entities. This is a part of the marketing strategy to carve a niche for themselves in the huge markets. Besides helping marketability of their products and services across the cross section of customers, branding also helps to attract the young talent to come and work for them.

After attracting and enabling selection of the candidate; yet another problem facing the HR people is to retain them. Well! Research shows nothing much can be done in terms of motivating the employee. Practically motivation comes from within. What factors motivate one may not inspire another at all. Organizations with limited resources cannot keep on making records of what attracts whom on individual basis or what an employee is facing in his personal life at a particular point of time.

However meaningful alteration in the external environment definitely has a positive role in keeping people stimulated enough. Conducive company policies, equal and impartial treatment, attractive pay packages, good working environment, expectations of a rosy future, prospects of growth and development are some of the reasons why an employee will think twice before leaving for the so called other greener pastures.

Human Resources
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