So to begin with, understanding the right value of a talent is a huge task at all levels. The industry leaders are the one who keeps evolving the process of identification of accurate & designated talent.

Many Major organizations lack an eye to recognize the right talent at a glance. Not blaming though by words, this bridge comes due to continuous involvement in making business strategies and goals so deep to expand, that the Human touch can be missed! That’s, here a Human Resource team plays a vital role.

Great Talent is Scarce, Most companies Don’t get it Right:

Since business leaders know that talent is valuable and scarce, you might assume they would know how to find it. But, that’s not true in every case!

Majority of the companies don’t believe in recruiting highly talented people. The companies that do believes in hiring such talent are less and that they believe they can keep it with the same ideology. More alarmingly, managers and senior executives are active on talent-related topics, who believes that their current acquisition and retention strategies will work.

“The ideal focus needs to be on the 5% that delivers 95% of the Value.”

Majority of the companies have been involved in creating initiatives to improve talent potentials. Yet they reap incremental improvements, and the vast majority of the leaders report that their companies have not recruited potential talented people nor they believe that their current strategies will fall in place.

So, What’s that thing that these leaders miss?

When in the team, team leaders always have an eye on every member in his/her team who have performed best on the last minute of the show. However, when one looks at the broader aspect it’s all about the major contribution brought by the team members behind the scenes. Some employees disproportionately create or protect value, and not all of them are obvious.

In a world of constraint resources, it is advisable to the companies that they should focus on a few critical areas where the best people have the biggest impact.
i.e. to begin with roles, not processes (because in process generic solutions give positive output) or specific people (they might help you in delivering particular situations but not in making the state-of-art organisation)

Make a Magnetic offer & deliver at-par Leaders are not born they’re made up of experienced & they know the term “employee value proposition” what employees ‘Get’ for what they ‘Give.

1. “Gives” come in many flavours—time, effort, experience, ideas.

2. “Gets” include tangible rewards, the experience of working in a company, the way its leadership helps employees, and the substance of the work. If your employee value proposition is truly stronger than the competition’s, you will attract and retain the best talent.

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