Talent Connection Blog

Talent Management is not effective without a few calculated risks, both in the searching process and the optimizing process. After you have confidently acquired a successful team, the next step is optimizing the talent that your team supplies. We’ve narrowed it down to 3 key principles for optimizing talent management within your organization. They are as follows: pick out your bad apples, discover your hidden talent, and keep high quality outside hires in mind.

  1. Pick Out Your Bad Apples

You may be thinking, “How could I have bad apples if I hire the best team?” Unfortunately, a common mistake that many organizations make is keeping the bad apples around simply because they’re nice people. Several factors could turn these apples bad—his shyness prevents him from being properly assertive, she avoids giving necessary criticism because she doesn’t want to hurt anyone’s feelings, or a number of other reasons. But the fact is, if these employees aren’t providing what’s needed, it’s time to let them go.

  1. Discover Your Hidden Talent

Ask yourself this: Is my organization fully utilizing our talent to its full potential? Resources are hiding in all of your departments. Don’t be afraid to consider all departments when filling a new position. An ASTD study proves that having a narrow focus for new hires thwarts your ability to upgrade talent. Broaden your horizons when searching for your hidden talent.

  1. Keep High Quality Outside Hires in Mind

You should always be looking out for quality outside hires. Every year, more millennials find themselves in the job market with a brand new, qualified degree, waiting to be hired. Although outside hires pose more of a risk, there is the possibility that a person entering a new environment will provide a new outlook on the organization to help with new ideas.

Talent management isn’t over after the searching and hiring process. It should consistently be attended to in order to ensure effective talent management. Sometimes, stepping out of your comfort zone when making talent management decisions rewards you by effectively boosting talent management within your organization.