Dinesh DivekarDear Garima,
You feel that you need the platforms for two requirements. One for recruitment and another for retention. However, be noted that both are different. There can be a platform for recruitment but not for retention. While recruitment is a part of the HR process, retention is not a process as such. Employee retention just does not depend on the type of software that the organisation uses.
Employee attrition is a result of flaws in the organisation's culture. To understand these flaws, the first step is to study the causes of attrition. For this, you need to do an attrition analysis. Earlier, I had given an exhaustive reply about attrition analysis. Check the following link to refer to it:
Analyse the points mentioned in the above link. After that, you may come back to seek further advice.
The other attribute that impacts employee retention is given in the Gallup survey. The survey has found that employees join the organisation but leave because of their managers. Therefore, check the managerial skills of the managers as well. Do they motivate their juniors? The other factors that impact retention are the company's interpersonal environment, performance targets, career improvement opportunities, etc.
From India, Bangalore
In today’s world, where every company wants the best talent out there, and leaves no stone unturned to attain them, one needs an edge to get to the right candidate at the right time, before the competitor gets to them.
Thanks to innovations in the field of AI, Data Science & ML, a new concept of “Talent Market Intelligence” has come up, which more and more companies are using to have an edge over their competitors.
Talent intelligence allows hiring managers to make better data-driven hiring decisions from a wide range of data that is farmed through technology.
This data will help you identify where you stand on diversity, vis-ŕ-vis, your industry peers, and suggest locations/universities /ecosystems from where you can hire the right talent for your target job role. Not only that, modern talent intelligence platforms also alert businesses to competitive hiring threats, trends in future talent, or identifying urgent hiring needs far in advance.
There are many platforms out there providing this service, but before you decide to choose one, there are certain key features that you should keep in mind.
Must-have features for Talent Intelligence platforms:
𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 – This is an important part of HR, and Talent intelligence platforms can help you with it by identifying talent hotspots in your target location, for the target role. It also provides data on how your peers are leveraging this talent at that location and for what purpose.
If that’s not enough, you also have access to 360-degree talent analysis that lets you shortlist talent based on parameters that go beyond traditional univariate metrics.
𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭– In the recruitment stage, it is important to craft impactful job descriptions to attract the best talent. This is where the Talent intelligence platforms really come to shine, as their playbooks recognize the skills, tools and certifications required across 2,500+ job roles!
It is perhaps the greatest feature of modern talent intelligence tools. The nearly unlimited access to data they provide you, combined with the machine learning models incorporated within them, really help recruiters and make their lives easy.
These are the points which you should keep in mind before deciding. I hope I was able to answer your question.
From India, Kolkata
aussiejohnMany of the problems with attitrition go right back to the recruitment process - or in most cases - the lack of a robust recruitment process.
I have posted many times here on my 6 step recruitment process which works, and was proven over the many years I was in the workforce. Search my posts, I have written extensively on it here at CiteHR over many years. Over the years I have been on CiteHR, I have been staggered by the weird and wacky methods of recruitment some people here have used, and then wonder why they cannot keep staff, or get people to work for their organisation. Look at yourselves and your organisation first and FIX that before trying anything else.
You can use all the fancy data driven processes etc, but in the end it comes down to two things.
1. A proper and robust recruitment system that is strictly followed by all staff tasked with recruitment.
2. Having an organisation that treats people well, looks after the staff, pays fair wages, and fosters learning and development solves most problems. You have to employ people who WANT to work for you, not people just looking for a job. If you have a CEO who doesn't care, and managers who treat their staff like dirt, you are wasting your time and energy because the problem can never be fixed.
From Australia, Melbourne