POPin Blog

Why Talent Management Shouldn’t Be an HR Process

In recent years, the job market has put a strong focus on the value of a good company culture and internal talent development. These are factors many applicants weigh as they choose between companies, which adds pressure for employers to position themselves well. However, it is not right to have this pressure focus on HR. There is a blur between what is really part of the HR process and what the company culture as a whole can take on. Why not take some focus off HR and share the load?

3 Reasons Talent Management Shouldn’t Be an HR Process

Company Goals Are Everyone’s Goals

If all the focus is on HR to bring in the best new talent and develop internal skills, what is everyone else doing? Company culture is just as much the responsibility of a new intern as it is the CEO. It works from the ground up and across all departments – HR included, but not exclusively. When leaders are the first to live the values of the company and remind their employees of the standards they are working for, change happens. This is much more effective than an extra HR seminar or email. It is personal, it encourages department interactions, and it helps shape the way everyone moves forward, together.

Every Voice Matters  

If you want help identifying problems across all departments, go straight to them. Have a direct line of communication instead of funneling everything through the HR process. When employers rely on HR to identify holes in the system, two major issues can happen. The first is some employees view going to HR as an extreme measure, but they may not feel comfortable enough addressing their higher-up. Secondly, who is HR supposed to go when they have a concern? The best way to hash everything out is to have an open-door policy. Let the people at entry-level positions know they have a voice if they wish to speak to senior leadership. Encourage building each other up and maintaining transparency in conflict resolution. Keep in mind it may take time for everyone to feel “comfortable enough” to be heard, but always push for these conversations to happen. Tactics like using open-ended questions and anonymous surveys can help.

Career Development Works Better from the Inside

One person’s career development track takes a village – and its members are not all sitting in HR. It is their immediate supervisor taking the time to work on a new skill, or another department’s manager asking for input on a project. Maybe, it is an individual’s curiosity leading him or her to try working in both an analytical and creative space. These collaborations help create the perfect fit for both parties in the long run. You, as an employer, save yourself from a stressful hiring process in the future by developing internal talent now. In turn, the employee feels a stronger sense of purpose and loyalty to a company who is clearly invested in their success.

Start the Conversation

Talent management and recruiting work much better as a team effort. The sooner you start initiating conversations across departments, the better you can pinpoint new opportunities from the top down. Are you ready to start shifting the culture of your business? Contact us today to talk about the best solutions for you!