What is the employee movement

Talent Management - This is how you defy the shortage of skilled workers

In times of a shortage of skilled workers and the “war for talent”, it is becoming more and more important for companies to deal with talent management. Because the shortage of qualified specialists in the critical positions, especially the so-called MINT professions (mathematics, computer science, natural sciences and technology) cannot be denied. Successful talent management manages to find, attract, promote and retain suitable talent.

In this article you will learn what other goals talent management pursues, what tasks they include and examples of measures that ensure the best results.

Definition: what is talent management?

In personnel management, talent management is the area of ​​responsibility that is supposed to ensure that qualified specialists are recruited and retained in the company. This also includes the further development of employees and their skills. Employees should be constantly motivated to improve their performance.

Tasks and goals of theTalent Management

Talent management belongs to the area of ​​responsibility of the human resources department and the managers of a company. The overarching goal of talent management is the long-term filling of positions that are crucial to business success. In the war for talent, particularly qualified specialists are spoken of, whose availability on the job market is limited. Problems such as a shortage of skilled workers and an ever-shorter duration of employment are to be solved through talent management.

Talent management: process

Talent management focuses on identifying, recruiting, promoting and retaining qualified employees.

Identification and acquisition

The task of acquiring new talent lies with the personnel and talent managers. You look for potential new employees both internally and externally. In-house talents can be easily identified through employee appraisals, personnel appraisals and a personnel portfolio. External recruiting measures such as specific and attractive job postings, headhunters and employee recommendation programs identify potential talents outside of your own company. At best, you have already created a talent pool in which you can look out for talented workers. An important instrument in recruiting is employer branding and the reputation of your company. A good reputation on the job market and in your own industry as well as very good working conditions increase the attractiveness of the employer, which means that you attract the attention of good employees.


Promoting talent is an important part of talent management. Good employees become the best specialists and, in the best case, even managers. For promotion and further development, training courses, seminars and further education are offered that match your corporate goals and the ideas of your employees. To this end, common goals should be agreed and a plan for further development should be drawn up.


Employee retention is the be-all and end-all for successful talent management. In view of the shortage of skilled workers and the war for talent, it is all the more important nowadays to keep qualified employees in the company over the long term and to strengthen their loyalty. An attractive salary, attractive special benefits and good career opportunities are just some of the measures that make an attractive employer. In addition, these days it is primarily the intangible benefits, such as a healthy work-life balance, family-friendliness and a good working atmosphere, that set employers apart from other employers.

Talent management: the concept

As a result, executives and HR managers should pay particular attention to certain areas of responsibility and processes:

  • Recruiting
  • Onboarding
  • Performance management
  • Salary management
  • Personnel development
  • Employee retention

So that your talent management also brings the desired success, you have to be clear about the success factors. In this way, you can control the measures you use and then evaluate them. Important factors in talent management include:

  • Transparency: Both HR and managers as well as the company's executives should be informed about the current talent management strategy and all measures taken.
  • Flexibility and adaptation: Adapt your talent management strategy and the corresponding measures to the current developments on the labor market, in the employee movement and the previous results of your strategy.
  • Integration: Include employees and managers in the talent management processes and hold regular discussions about this.
  • Flow of information: Schedule regular meetings with those responsible to discuss your strategy, goals and measures.

Instruments and measures in talent management

Positions that are difficult to fill, but essential for the company's success, are particularly important for talent management. Before you take the appropriate measures in your company, however, you should study the employee movement and the individual positions and functions in detail. Possible measures that can then follow:

  1. Employer branding: An attractive employer brand makes potential talents aware of your company.
  2. Positive candidate experience: Make sure your current and former employees are happy with you as an employer. This not only increases loyalty to the employer, but also ensures a good reputation on the job market and in applicant portals.
  3. Employee recruitment program: With an employee referral program, you let your employees attract other talent. Because good employees often know other potential talents - whether among friends, family or acquaintances.
  4. Onboarding: Introducing new employees is an important step in employee retention. Bring new employees closer to the corporate culture right from the start and ensure that new talents feel welcome right away.
  5. Performance Management: Always keep an eye on the performance of your employees.
  6. Employee engagement: Are your employees motivated to perform? Talk to your employees to find out how motivated or unmotivated, satisfied or dissatisfied you are in different areas of your work.
  7. Further education and support programs: Take care of the professional and personal development of your employees by offering seminars, workshops, training courses and other opportunities for further training. Also talk to your employees: What do they want? What are their strengths and weaknesses?
  8. Talent Pools: Build a talent pool with qualified talents. This will help you to close staff gaps quickly.

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