Talent Management is usually referred to as a Human Resource Strategy planned to keep the best employee or talent intact for the company. Employees are an asset to the company, and important factors in a company are based on employees’ feedback. To recruit and freeze the potential candidate, HR must implement a consistent and accurate talent selection mechanism. While conducting recruitment and selection procedures, the HR team can make use of the Human Resource Information System, or HRIS, to more easily organize the company departments and vacant positions. Every organization can make use of HRIS wherein the human resource can keep track of the employee data. HRIS is an online software that can help HR maintain data entry and data information needs of HR, along with payroll, management, and accounting functions within a business. To reach greater accuracy, HRs can track positions based on the number of employees needed and the skills required to develop the interview and screening process.

1. Transparency in the process

Portraying transparency in the process can help an organization acquire real talent. Posting the opportunities and waiting for a candidate to apply according to their interest can result in skilled and interested candidates. Rather than following the hierarchical structure, which is too long and tedious, priority should be the applicants’ view.

2. Personalized benefits or personalized pay

To increase employee engagement, aligning rewards based on employee performance is the most important element. Employees are often evaluated based on their yearly performance; for real-time performance milestones, high-performing organizations are embracing flexible, personalized benefits. About 91% of companies conduct salary review once a year, but continuous performance management will help employees boost their morale and work efficiently. Focusing on employees’ mental, physical, and emotional wellness also plays a very important role. Thus, implementing personalized and adaptive benefits such as flexible time, game zone, or a day off to follow their passion will improve productivity.

3. A consumer-grade experience for jobseekers

Jobseekers often drop out of a site that asks for more details or to fill a survey, or an application form. This also takes place if the format is not mobile compatible. It is human tendency to follow a process that is easy, quick, and simple. Therefore, this can be achieved by acquiring shorter application forms, autofill, and the ability to pull information from social media profiles. PageUp research shows, in 2019, 19% of applications were submitted via a mobile device. As consumers expect a shopping friendly application, just the same way jobseekers also like to go for mobile-friendly operation via a simple, easy, and streamlined process. This can prove fruitful for sectors such as retail, healthcare, mining, and manufacturing that have low desktop usage.

4. Reviewing everyday performance 

As annual reviews fall short of meeting employee expectations, ongoing feedback can play a major role in the professional development game. Also, encouraging employees to adopt an everyday approach to performance is equally important.

A recent study shows that 30% of the employees state that their professional performance was in no way affected by their annual performance, another 43% stated that it had no impact at making them understand what to do more of or differently to improve future performance. What is more effective than an annual review is the real-time feedback and ongoing performance discussions with the bosses. This can be made easier and reachable through HRIS messaging tool or by communicating in person. Using the HRIS messaging tool will also help to record the statements proclaimed by either of the party. With HRIS, all employees are able to access compensation information that includes a chart with salaries, positions, median incomes for the industry, and other pertinent information. Not on an individual basis, but even if the information is put out in a generalized form, it will let the employees evaluate themselves as to where they stand when it comes to compensation.

5. Creating strong employer brand

To cultivate a strong employer brand, an organization should focus on attracting top talent in a competitive labor market. Benefits, culture, social responsibility, or flexibility are the major factors that should be taken into account to make an organization a friendly place to work. A candidate, before applying for a role, considers an organization’s employer brand and look over the company website and social media sites to find out more information.

Employee experience is now a strategic priority for human resources. It is almost impossible for an organization to fabricate its employer brand because of the company review sites like Indeed and Glassdoor. Emphasizing on what makes your organization different from the other should be the major goal. Consider the following viewpoints to make an organization look appealing to jobseekers:

1. Salary and employee benefits

2. Job security

3. Work-life balance

4. Work atmosphere

5. Development opportunities


Financial performance and reputation are amongst the top five factors that organizations consider to attract applicants. There is a thin line between what candidates want and what employers think, cracking, which would, for sure, make an organization work smoothly. A company can track and analyze about their employees, former employees, and applicants with effective HRIS providing information on just about anything. Choosing the best Human Resources Information System and customizing it according to the needs can help your organization to grow stronger.