Leaders As Talent Fanatics

Peters, Tom
November 2006
Leadership Excellence Essentials;Nov2006, Vol. 23 Issue 11, p12
The article provides tips on how managers could improve talent management in their organization. It is very important to place top priority on mastering talent management, and that means spending virtually all of the manager's time on it. Also pursue the best talent in the market. Another issue is the continued recruitment of new talent to bring a new air of performance in the organization. The author suggests promoting according to who has the best talent development skills.


Related Articles

  • Getting your employment relationship off on the right foot, from interview to hiring. Battersby, Paddy; Battersby, Heather // Australian & New Zealand Grapegrower & Winemaker;2008, Issue 536, p136 

    The article recommends recruitment practices for wine companies. It states that a company puts its reputation on the line when it advertises for new employees and should be able to present its advantages over other companies to job seekers during its recruitment process because of the tight...

  • Recruiters on the hiring line. Chynoweth, Carly // People Management;5/7/2009, Vol. 15 Issue 10, p12 

    The author contends that more job candidates does not always between better candidates. She mentions that more candidates does not mean that finding the right person has become easier because there are more applications to evaluate. She says that the escalating number of applicants does not...

  • Choosing who to hire or promote. Yager, Ed // Enterprise/Salt Lake City;10/13/2003, Vol. 33 Issue 16, p13 

    Presents an article about employee hiring and promotion. Views of some executives on employee promotion; Type of employees ideal for promotion; Method of employee hiring used during the rapid growth periods of the 1960s and 1970s; Reason for using management training time.

  • PEOPLE. Viswanathan, Meenakshi // Orange County Business Journal;4/12/2004, Vol. 27 Issue 15, p36 

    Reports on career developments of executives in various industries in California as of April 2004. Recruitment of Michael Suydam as an account manager at Porter Novelli's Irvine office; Selection of Lori Donchak as director of consumer insights at Irvine-based marketing agency Strottman...

  • THE PROBLEM WITH QUOTAS. REEVES, PAUL // Accountancy;May2011, Vol. 147 Issue 1413, p22 

    The author comments on the problem with imposing quotas to address the gender imbalance in senior decision-making positions. The author believes that the recognition of skill, talent and determination should be the basis of employee promotion and recruitment. He advises decision-makers to select...

  • Hire Slow…Fire Fast: The Complex Personnel Game. Adubato, Steve // njbiz;11/19/2007, Vol. 20 Issue 48, p15 

    The article presents questions and answers related to personnel management, including why is it so difficult to hire and train new employees, what are some of the most common mistakes managers commit in the hiring process and what are consequences of not firing people who should be let go.

  • Pay No Money Now! McIntyre, Michael // Operations & Fulfillment;May2002, Vol. 10 Issue 5, p12 

    Provides information on the cost of recruiting employees. Overview of a comprehensive recruiting process; Factors that must be considered by employers with regard to hiring; Importance of investing in the hiring process.

  • Hire for performance, not just credentials. Basile, Frank // Indianapolis Business Journal;07/19/99, Vol. 20 Issue 18, p31A 

    Offers advice on employee recruitment, according to author Lou Adler. Ability rather than qualification as basis for hiring; Importance of defining the job being hired for; Creation of an outcome-based job description; Writing of job ads based on the work to be done; Verification of past...

  • Aggressively Searching for the Passive Candidate. Pompeo, Paul // Lighting Design & Application;Oct2007, Vol. 37 Issue 10, p21 

    The article offers some tips to lighting and design firms in the U.S. on recruiting employees. It distinguishes active employee candidates from the passive candidates. It cites some of the reasons why many people in the industry can be out of work. It urges lighting and design firms to look for...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics