Introduction:
It is not an easy task to hire employees for a concern. The hiring manager has to run through the profile of the candidate and pick up the best which suits that particular designation .So, “Talent Management” is a new strategy handled by the HR’s in short listing the candidates. Talent is an in-build component. You can keep on building it up. But the main source to build our talent is, to find the right place where our talent can be utilized to the maximum extent.
Mutual Benefit:
Only if the right person is placed in the right position, both the organization and the candidate will be benefited. If a wrong person is hired for a position in a firm, he will neither show any interest nor any improvement .As a result the process of improving the firm and moving it on the success path gets struck. On the other hand some people, may be slow but they will be much interested .The point is ,the Hiring Manager should know to balance the two extremes and select the best one out.
The must-knows for candidates:
There are some people who do not know what their talent is, even at the point of preparing their resume. This is not a joke. We should be serious enough while preparing our resume. When it has the power to decide our future, why can’t we spare some time for this good deed? Some extraordinary, exceptional species have the habit of “cutting, copying” and pasting it out to prepare their own resume! This is commonly found when students appear for their Internship interviews. Please avoid this. This reduces the candidate’s chances to find out their own talent and mentioning it. The firms which hire freshers, list out their requirements. Try to check out those and only if you can take up the challenge, you should move on. Just because the concern asks for good writing skills, do not mention that as your talent in your resume. Remember, if you are short listed you will definitely be tested on those!
What do HR’s look for?
Any hiring manager would like to check for “the best” candidates, rather than “the better”. Any concern requires its workers to be cooperative, enthusiastic and to possess good communication skills. So the candidates should mention their part in all these aspects in their resume. For instance, if the candidate belongs to any voluntary organization, he/she should not forget or hesitate to mention that. The next thing is, after hiring a particular person the concern should keep an eye and watch the employee and maintain a good rapport with him to find out his best which can be utilized by the organization for its benefit.
Where do we go wrong?
The process of finding our skills and talents begin in the days of our college life. Today’s education system does not provide any application of our studies in practical life. Only if this is done the purpose of education gets full fledged. But we are responsible for finding our talent and to develop it. Most of the IT sectors hire candidates and provide training to them before they take up their job. So the candidates can nurture their talents and deliver their best to the organization.
Conclusion:
At last “Talent Management” is an essential component for both the candidate and the organization. Therefore candidates should not forget to identify their talent and the organization should always be involved in digging out the employee’s talent to make the best use of it.
