Talent Relationship Management
Competitive Recruiting Strategies in Times of Talent Shortage
E-Book
Talent Relationship Management
Competitive Recruiting Strategies in Times of Talent Shortage
In times of growing talent shortage, companies have to find new ways to fill their strategic positions from the outside. This book presents useful and competitive solutions for hiring talented and motivated employees. The author presents four concrete fields of action to achieve this and provides the reader with definitions of strategically relevant key and bottleneck functions. The book emphasizes the fact that employers must sell relevant functions just like they would as part of an employer branding strategy. Employers are moving towards active sourcing strategies beyond job ads and headhunting. They must maintain and manage relations with promising talent once they have been identified. Finally, employers must ensure a positive candidate experience. This book serves as a handy reference for HR managers and talent recruiters.
Dr. Armin Trost is a professor for Human Resource Management at the Furtwangen Business School in Germany. Before his career as professor he was responsible for global recruitment at SAP. He is widely known not only as an author of multiple books and leading articles in the field of Human Resource Management.
Dr. Armin Trost is a professor for Human Resource Management at the Furtwangen Business School in Germany. Before his career as professor he was responsible for global recruitment at SAP. He is widely known not only as an author of multiple books and leading articles in the field of Human Resource Management.
1;Foreword;6 2;Contents;8 3;1: Introduction;10 4;2: The Labour Market of the Future;13 4.1;References;18 5;3: An Overview of Talent Relationship Management;19 5.1;3.1 Talent Focus;19 5.2;3.2 TRM is Strategic and Long-Term;20 5.3;3.3 Active Employers Look for Passive Candidates;20 5.4;3.4 Target Group Focus;21 5.5;3.5 TRM Components;21 5.6;References;23 6;4: Defining Relevant Target Groups;24 6.1;4.1 Key and Bottleneck Functions;24 6.2;4.2 Challenges and Competencies;30 6.3;4.3 Acceptable Competence Gaps;32 6.4;4.4 Relevant Target Groups on the Labour Market;36 6.5;4.5 Strategic Workforce Planning;37 6.6;References;41 7;5: The Employee Value Proposition;42 7.1;5.1 The Target Group in Focus;43 7.2;5.2 Devising an Employee Value Proposition;45 7.3;5.3 From the EVP to the Target-Group-Specific Message;49 7.4;5.4 Conveying the Employee Value Proposition;52 7.5;5.5 Social Media;53 7.6;5.6 Employer PR;59 7.7;References;62 8;6: Active Sourcing Strategies;63 8.1;6.1 Initial Thoughts and Overview;63 8.2;6.2 Social Community Recruiting;65 8.3;6.3 Employee Referral Programme;68 8.4;6.4 Campus Recruiting;76 8.5;6.5 Talent Scouting;85 8.6;6.6 Competitive Intelligence;88 8.7;6.7 Guerilla Recruiting: Unorthodox Measures;89 8.8;6.8 Summary and Final Recommendations;93 8.9;References;95 9;7: Candidate Retention;96 9.1;7.1 The Candidate Retention Cycle;96 9.2;7.2 Developing a Talent Pool;98 9.3;7.3 Retention Measures;101 9.4;7.4 Documentation;106 9.5;7.5 Talent Communities;109 9.6;References;112 10;8: The Positive Candidate Experience;113 10.1;8.1 Speed, Transparency and Appreciation;113 10.2;8.2 The Recruiting Process;117 10.3;8.3 Consistency;125 10.4;8.4 Measuring Success Through Candidate Surveys;126 10.5;References;130 11;9: Framework Conditions;131 11.1;9.1 The Management´s Obligation;131 11.2;9.2 Organisational Conditions;136 11.3;9.3 Information Technology;140 11.4;9.4 TRM in an International Context;142 11.5;9.5 The Monetary Benefits;147 11.6;References;153 12;10: Conclusion;154 13;About the Author;156 14;About the Translator;157
Trost, Armin
| ISBN | 9783642545573 |
|---|---|
| Artikelnummer | 9783642545573 |
| Medientyp | E-Book - PDF |
| Auflage | 2. Aufl. |
| Copyrightjahr | 2014 |
| Verlag | Springer-Verlag |
| Umfang | 155 Seiten |
| Sprache | Englisch |
| Kopierschutz | Digitales Wasserzeichen |
