| What is the most important task of any HR | | | | provide them with adequate learning and growth |
| department? I think the one thing they can do is to find | | | | opportunities. Keep them interested in your company, |
| and keep talented people within company. The | | | | not just because you pay money for the job, but let |
| problem is that these people are usually not like others | | | | them work with some interesting projects. If you have |
| (that's why you want to hire they!), they do not pay | | | | an education courses, suggest them to visit courses |
| much attention to salary you suggest, they don't want | | | | they like. Also, consider some "don't"-s. Don't make a |
| to have stock options and don't think in terms of profit | | | | usual rotation you might willing to do for others. If you |
| and loose. You goal is to find these people, hire them | | | | find talent, then I'm sure you don't need him or her to fill |
| and keep them in company as long as you can. That | | | | like brick in your company building. These people are |
| is the main goal of any HR department. | | | | more sensitive to that kind of changes. |
| Let's discuss how to manage talents in your company. | | | | The best option for talented people is |
| The first task is to find gifted people, I'm sure you | | | | learning-on-the-job, suggest them to learn some |
| know how to find people to hire, but the task here is to | | | | technology, or pay attention to some market tendency, |
| find talented? How to do it? Well, I cannot advise much | | | | suggest them to learn a foreign language. |
| here, you will need to talk with hundreds to find the | | | | Actually, training opportunities are the one metric which |
| one, more over you will probably need to provide | | | | should be considered as a "talents" indicator. Ask |
| some people with test job to find the right person. But | | | | people you why they are interested in position you |
| there is an indicator that you are performing well: if you | | | | suggested, the good answers are, "because of I can |
| will find something that is not usual and is extraordinary, | | | | work here with X technology and help you to develop |
| pay attention to this person. | | | | Y product", I'm sure you are talking to gifted person or |
| In terms of finance talented people are easy to hire. | | | | "I like your training opportunities", again, you are talking |
| Typically, you will no need to pay huge salaries or pay | | | | to the person, who will learn faster than you can |
| someone to abandon their job. The turnover rate within | | | | imagine. This is a great business investment. |
| this kind of people is below average, as the only | | | | The good idea is to combine some talented oriented |
| reason why they change their job is they cannot find | | | | metrics into the set of metrics, key performance |
| something new and interesting. When hiring talented | | | | indicators or scorecards, so that you can always |
| person you will need to hire some ordinal persons and | | | | compare your current HR strategy against "searching |
| probably fire them later, so you should carefully | | | | talented" strategy and answer the question - if you are |
| consider what the impart of bad hire might be. | | | | performing well. |
| The most important thing about talented people is to | | | | |