Talent Relationship Management : Competitive Recruiting Strategies in Times of Talent Shortage

Online-Ressource (VIII, 155 p. 56 illus., 3 illus. in color, online resource)

Description based upon print version of record

Foreword; Contents; 1: Introduction; 2: The Labour Market of the Future; References; 3: An Overview of Talent Relationship Management; 3.1 Talent Focus; 3.2 TRM is Strategic and Long-Term; 3.3 Active Employers Look for Passive Candidates; 3.4 Target Group Focus; 3.5 TRM Components; References; 4: Defining Relevant Target Groups; 4.1 Key and Bottleneck Functions; 4.2 Challenges and Competencies; 4.3 Acceptable Competence Gaps; 4.4 Relevant Target Groups on the Labour Market; 4.5 Strategic Workforce Planning; References; 5: The Employee Value Proposition; 5.1 The Target Group in Focus

5.2 Devising an Employee Value Proposition5.3 From the EVP to the Target-Group-Specific Message; 5.4 Conveying the Employee Value Proposition; 5.5 Social Media; 5.6 Employer PR; References; 6: Active Sourcing Strategies; 6.1 Initial Thoughts and Overview; 6.2 Social Community Recruiting; 6.3 Employee Referral Programme; 6.4 Campus Recruiting; 6.5 Talent Scouting; 6.6 Competitive Intelligence; 6.7 Guerilla Recruiting: Unorthodox Measures; 6.8 Summary and Final Recommendations; References; 7: Candidate Retention; 7.1 The Candidate Retention Cycle; 7.2 Developing a Talent Pool

7.3 Retention Measures7.4 Documentation; 7.5 Talent Communities; References; 8: The Positive Candidate Experience; 8.1 Speed, Transparency and Appreciation; 8.2 The Recruiting Process; 8.3 Consistency; 8.4 Measuring Success Through Candidate Surveys; References; 9: Framework Conditions; 9.1 The Management´s Obligation; 9.2 Organisational Conditions; 9.3 Information Technology; 9.4 TRM in an International Context; 9.5 The Monetary Benefits; References; 10: Conclusion; About the Author; About the Translator

10.1007/978-3-642-54557-3 [DOI]

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