This report identifies and assesses factors that affect an organisation’s approach to both attracting talent and recruitment and selection. It also explains organisational benefits of attracting and retaining a diverse workforce, as well as methods for recruitment and selection. 2.0 Findings
2.1 Factors Affecting an Organisation’s Approach to Attracting Talent
2.1.1 Attracting Talent
An organisation needs to consider the current supply versus demand for a role in the marketplace. If demand is very high and supply of talent is low, an organisation might choose to structure a remuneration package likely to attract the type of candidate sought. In addition the terms of the employment offer could be tailored to suit a certain type of candidate.
An organisation might also look at new channels to attract talent such as via social networks or encourage and reward referrals from existing employees.
2.1.2 Recruiting Talent
If as the previous example suggests, there is a shortage of candidates in the marketplace, an organisation might look to utilise the services of specialist headhunting firms to identify and take the first steps in the recruitment process.
2.1.3 Talent Selection
An organisation may decide to expand into a new business market. The organisation will need to look at their business strategy and think about what type of candidates they will require for the new role, and where they are going to find them.
2.2 Organisational Benefits of Attracting and Retaining a Diverse Workforce
2.2.1 Introduction of New Ideas and Processes
Organisations that attract a diverse workforce will have access to a wide talent base. New employees within an organisation may bring with them fresh and new ideas and process, as well as cultural and educational experiences which can benefit the workplace.
2.2.2 Encouraging Staff Movement Within the Hierarchy
A diverse workforce provides more opportunities for staff movement...