Talent Management: Attract

Process header

Talent Management Toolkit > The process> Identify > Attract > Develop > Retain > Evaluate

Attract

2. Attract, recruit and select

‘When recruiting, organisations traditionally focus on competencies, knowledge, skills and qualifications as these are generally easier to articulate, identify and measure. However, values, traits, behaviours and motivational drivers are equally – and in some cases more – important. While the competencies and knowledge provide valuable information and insight about an individual’s readiness for a particular role, traits and drivers help to reveal a person’s potential…’ (Kings Fund, 2015[1])

CIPD (2015)[2] published an article exploring the behavioural science of recruitment and selection, outlining ways in which harnessing knowledge about how we actually behave can help those engaged in recruitment to improve outcomes for organisations. The report explores ways to attract candidates best suited to the job and the organisation’s broader needs; the use of key selection and assessment tools, and the biases and errors of judgement that may occur when using these tools; and the experience of the candidate during the recruitment process, including the impact of stress and the knock-on effects of the candidate experience on the employer brand.

Professional Bodies

There are a number of professional bodies whose approaches and resources you may wish to consider when recruiting and selecting talent.

Chartered Institute of Personnel and Development (CIPD) The Chartered Institute of Personnel and Development (CIPD) is Europe’s largest HR and development professional body, supporting and developing those responsible for the management and development of people within organisations.

The aim of the CIPD is to drive sustained organisation performance through HR, shaping thinking, leading practice and building capability within the profession.

Health Informatics Career Framework Health Informatics is about the effective use of data, information, knowledge and technology to support and improve health and health care delivery. There are a variety of staff working to this end, including; knowledge management staff, information management staff, senior managers and directors, ICT staff, health records staff, clinical informatics staff as well as trainers/educators.

As part of wider programme of work for the health informatics community, Informing Healthcare has initiated the development of a career framework for staff in this area. The aim of the career framework is to identify and open up career opportunities in health informatics. It is also designed to help individuals plan their own careers, and organisations to workforce plan in this important area.

Chartered Institute of Library and Information Professionals (CILIP) CILIP is the leading body representing the information professions. It supports its members by supporting the development of skills, knowledge and excellence. They provide unity through shared values and advocate on behalf of the information professions.

UKCHIP UKCHIP has been established to promote professionalism in Health Informatics and the certification of those who work in the profession.

It operates a voluntary Public Register of Health Informatics professionals who meet clearly defined standards of competence and agree to work to a common code of conduct.  Those studying or working towards the standards of competence may register as a Student or Affiliate registrant.

Registration and certification is open to anyone currently working in Health Informatics, whether for the National Health Service, for the private health care sector or for commercial suppliers to the health care sector.

Recruiting using Social media

Organisations are increasingly using social media and networking as a means of attracting and recruiting talented individuals into posts. Use the following resources to get some ideas about use social media to improve recruitment: