Talent Management Approaches Used to Build High-Performance Organizations

Introduction

Talent management is recruiting and retaining high-performing employees whereby the work environment is satisfying for employees. It determines the potential of future employees and those already working for the company. One of the most critical factors in talent management is assessment. In order to make a correct assessment of a candidate, it is necessary to consider the candidate’s experience, the candidate’s skills that are necessary for the work and their correspondence to the tasks, and personal qualities.

Job Search

Job title – photographer.

Top 5 tasks:

1. Use traditional or digital cameras, along with various equipment, such as tripods, filters, and flash attachments.
2. Determine desired images and picture composition, selecting and adjusting subjects, equipment, and lighting to achieve desired effects.
3. Adjust apertures, shutter speeds, and camera focus according to a combination of factors, such as lighting, field depth, subject motion, film type, and film speed.
4. Create artificial light using flashes and reflectors.
5. Manipulate and enhance scanned or digital images to create desired effects using computers and specialized software.

Skills required:

1. Communication skills – effective delivery of information, ability to interact with different categories of clients.
2. Psychological skills – ability to persuade and provoke the proper reaction in a person.
3. Attentiveness – the ability to follow several processes simultaneously, including the interaction with the client and work with technique.
4. Learnability – ability to quickly process new information.
5. Coordination – explaining actions for effective interaction.
6. Decisional readiness – ability to evaluate and compare necessary resources and capabilities.
7. Planning skills – managing time and resources.

Desirable training: photo courses, photo-editing courses for working in programs such as Adobe Photoshop.

Job Interview

Four experience-based situational interview questions:

1. What is your working experience in the field of photography?
2. What equipment (cameras, lenses, tripods, flashes) have you worked with before, and what photo editing software have you used?
3. What is your experience with portrait and documentary photography?
4. What is your experience in the organization?

The first question gives general information about the candidate’s experience. Depending on the answer, the further questions may differ. Years of experience show the candidate’s competency in general terms.

The second question gives a more specific understanding of the candidate’s proficiency and experience that will be used at the job.

The third question shows how the candidate’s specific field of experience fits the company and whether it is comparable with the requirements.

The fourth question shows additional candidates’ abilities that may be useful for the job. In particular, the experience in the organization might show not only the candidate’s photography proficiency but also the candidate’s ability to plan, which might be necessary along with a creative point.

Conclusion

Knowledge of professional questions that the candidate will be examined with has significant importance since they are the factor that evaluates the candidate and their suitability for the company. It is essential to know what is expected from a candidate from a professional perspective since it determines the ability to perform tasks with a necessary qualification. Questions should contain both general and specific information that clarifies the candidate’s professional skills.

References

Felgate, Y. (2020). Human resource management moral competencies. SA Journal of Human Resource Management, 18, 1–8. Web.