How can we find better (and more) talent?

Talent acquisition and retention is the expertise of Human resources department. It is a combination of several factors including the secondary education, professional education, professional experience, on job skills, group discussion skills. Finally, different companies view it in different ways

Thanks for invitation.

Below mentioned attributes should  be taken care apart from basic criteria ( Which is known to everyone , like education , age , gender , experience etc...)

1:- Attitude of the person is very critical.

2:- Common  sense  , practical approach .

3:- Ethical values

4:- Trustworthiness.

5:- Adaptability

6:- Pressure and crisis   management

Traits like leadership skill, team management , communication skills etc. can be attributed for any talented employee.

We can have training , self development programmes , which can help talent to improve. Taking an average person and nurturing him/her into talented employee is more suitable approach.

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• I agree answer colleagues Thank you for the invitation    

1.Through community policing & engagement programes where the company goes down to the roots(communitites or societies) & it interacts with them, through such activities a company may be able to spot some potential talents who may exhibit or display various skills.2. Through direct recruitment as per the HR policy where several potential talents can be secured & retained depending on the need available Vs skills, knowledge & competencies displayed by various individuals.3. Through other staff adjustement policies like transfers or job rotations where by various skills & knowledge can be displayed by various individuals throughout the whole or entire exercise.4. Through student/ graduate or interniship training prpgrames where different individuals are give equal opportunities in to showcase their competencies & talent in various business portfolios thus an individual can rotated from various departments to others until the entire programe ends, then through assessement the HR department can then retain the best & suitable talents and also deploy them where they were most productive during the training programe. Thanx for the invitation

Depends on size of projects or what is needed to be done, on large projects we supply talent from management to artisans for every area of the project. Our company does talent acquisition for large scale projects.

By offering an internship to the students and professionals

There is a lot of talents in all areas and people many talented people and it is possible that the natives around the length of time, but should look scrutinizing and there are many talented people who do not find an opportunity to highlight the talents and who spend the age to find undiscovered go find talents in everywhere, especially in poor neighborhoods and countries would have to give them a chance, they deserve the best deserve a real chance you will find the talents of looking for more, For your information they will never let you down

By continoiusly hunting the  talent and set criteria meeting fully the required job description.

Thanks. It is a good question. Most of Companies, Organizations & Group try to get excellent talents in the diverse specialties. All of them are refreshing their staff  from time to time by the new active elements employed in the different sections and departments. These plans inject new bloods to strong their staff always achieved by Human Resources & Talents Department as per instructions from the Head Management.

I think some considerations and criteria have to followed to select  these talented elements Such as : level of the secondary education , level of high  education,  level of the professional education, level of the skills available.

1. Do not limit your talent Hunt to HR Only, other Management Team Members should also be allowed to recommend and identify the new talent and propose the same to the management.
2. Do not keep and make your Talent Hunt procedure too conditional, set it be encouraging and enticing to new candidates 
3. Make this a regular practice and must do periodically Talent Hunt Events as this will help in creating buzz which surely takes a while to get noticed and heard but once maintained and carried out properly there's always candidates who wait for the next opportunity 
4. Do campus visits and be adventurous in acquiring fresh graduates who may not have experience but energy, creative and fresh ideas, desire to success and excitement level will be extremely high 

Thanks 

Well... this question need HR specialist, sorry I do not have answer