The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results. The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents. How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market? LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.

1. HIRING
TOP
TALENTS

2. Hiring Top
Talents
How to source the organization
with top talents … and attract them
to join your company!

3. Content
1.
2.
3.
4.
5.
Who is the top talent
Exploring job market
How to build external talent pools
How to attract top talents
How to hire top talents

4. WHO IS A TOP TALENT?

5. Top Talent Definition
1.
Top Talent is the person with the right set skills and
competencies who contributes to the organization
most
2.
Top Talent accepts challenges and discover new
opportunities
3.
Top Talent changes the career path pretty often and
does not focus just on the vertical promotions
4.
Top Talent drives innovation and changes in the
company
5.
Top Talent is always a person mentioned in the
succession plan

6. Why is a top talent important?
1. Top Talents absorb new skills and and
becomes a key know how holder
2. Top Talents make a difference. They
drive key projects and initiatives in the
organization
3. Top Talents bring new ideas and shape
them into new products and services

7. The top talent represents
the future of the
company.
The talent drives changes
and innovations.
Takes leadership roles
when ready.

8. EXPLORING JOB MARKET

9. Talents on the job market
1. Top Talents enjoy the freedom to choice
the employer. They do not have to accept
any job offer.
2. Top Talents are proactive and visible in
communities. This makes them easy
targets.
3. They are attracted by challenges,
opportunities and the talent friendly
corporate culture.

10. Where to find talents?
1. Universities keep a track of their students. They
are willing to collaborate with organizations to
offer interesting opportunities.
2. Top Talents are active on social media, they
participate in groups and follow topics of their
interest.
3. Top Talents publish articles and share ideas. They
can be found using a simple Google query.

11. Best Research Tools
1.
2.
3.
4.
5.
Social media tool like Topsy
Google Search
RSS syndication
Special Programs and Projects
Referrals

12. Top Talents are always
visible on the job
market. They do not
apply for a job, but they
are active in
communities.
They can be researched.

13. HOW TO BUILD AN EXTERNAL
TALENT POOL?

14. Social Media Research
1. Set priorities and research keywords to
be found
2. Set the right social media to research.
LinkedIn provides quick results, but
there is a real war for talents
3. Set rules in Topsy to find users
mentioning the keyword
4. Research users and follow them

15. Collaboration with Colleges
1. Universities prefer long term programs over
short term initiatives with no long term
benefits for the university to offer to students
2. Identify internal opportunities and ask the
university to recommend students as project
members
3. Give freedom to students, ask them for
referrals
4. Reward and recognize best projects

16. Referrals
1. Reward employees for referrals
2. Inform employees about opportunities
3. Ask employees to refer the job opportunity
to their friends
4. Top Talents usually know other top talents
and they can influence them
5. Loyal employees are willing to help the
company to hire other top talents

17. Promoting internal Talents
1. Ask internal experts for a cooperation
2. Start being present on social media
and publish interesting internal facts,
which are attractive to a target group
3. Ask the internal expert to bring referrals
and ask him to lead small projects for
external talents
4. Be open to a community

18. Be attractive for top
talents. Promote your
achievements and how
inspiring your company
is.
Make top talents
remember the name of
the company.

19. HOW TO ATTRACT TOP
TALENTS?

20. Challenging Projects
1. Establish the internal incubator to design
new products and services
2. Offer to project member the opportunity
to change the industry or your company
3. Offer special agile project work to
university students and employees
4. Do not invest huge amounts but allow to
team members to organize their work

21. Talent Friendly Corporate
Culture
1.
Promote opportunities and freedom to innovation
2.
Reward successes and celebrate failures
3.
Allow to employees to participate in projects
4.
Design internal Facebook so employees can organize
themselves around topics of their interest
5.
Promote project work to be attractive to generation Y
6.
Do not ask to deliver immediate results, promote long
term benefits

22. Internal Incubator
1. Establish the internal incubator
2. Small projects do deliver better results
than huge projects
3. Allow to employees to find the topic of
the interest
4. Agile innovations. Not a management
decisions.

23. Give the freedom to
your talents. They will
talk about it to their
friends.
Your culture will
become recognized and
valued.

24. HOW TO HIRE TOP TALENTS?

25. Talent friendly Package
1. Pay for achievements
2. Share profits from innovations
3. Give flexibility and do not ask for many
reports
4. Promote right to make a mistake
5. Promote team work and reward for
spreading know how across the
organization

26. INFORMATION SOURCES

27. WANT TO KNOW MORE?

28. WANT TO KNOW MORE?
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