Hunting the talent / Talent Poaching.
Human talent is the best resource that any company
got, therefore many organizations values their staff and work on retaining
them, But when the efforts are not enough to keep employees within the
organization , many parties outside the organization / from other departments
are waiting to poach those human talent.
When it comes to
searching talent, most organizations attract talent from many ways like job notices,
Word of mouth, Employment poaching etc. Even though the word “poaching” may
sound different but it is not. Employment poaching can be described as
searching and attracting talent from other organizations, Department etc. It is
mainly because identification specific talents, qualifications or working style
which may give a better advantage for the organization and then approaching
them with better remuneration packages , promotions etc.
The Talent Poaching,
which also known as Employee Raiding, is the tactic followed by organizations
to poach more experienced / qualified employees of the competing firms. Which
simply means luring the best talent of the competitor through various
agreements, these types of incidents occur within the same industry, with an
objective gaining an additional advantage over the competing firms and
sometimes throwing a competitor over the edge.
When it comes to talent poaching,
there are few strategies which are used.
1) Direct Sourcing
2)
Third part poaching
3) Attracting them with “Honey”
Direct Sourcing
Many organizations are
used to keep up the details of all the best working staffs (Representative name
with his assignment, work profile, work involvement, and yearly execution) is recorded.
This is may come in handy when searching for talent for a particular purpose in
this way the organization can attract the talent within the organization
without reaching for a third party.
Third Party Poaching
The organizations can approach performing staff of the competitions through the consultancy agencies or direct offering. The direct offering is approaching the targeted employee with an offer or compensation, this may seem bit unethical but it is an more commonly used in corporate world.
Attract them with “Honey”
A more common expression
is used in this strategy which is “you get more flies with honey than vinegar”
which simply means winning over people or getting what you want by being nice
or dropping in their shoes be more polite rather than being more professional
which leads to great outcome most of the time.
The
Honey approach is composed with a number of networks that drive applicants or
skilled professional to join the company. But the mainly used networks are
,
-
Employment Branding Channel
This
is mostly emphasizing the positioning a better image regarding the organization
within the mindset of prospective candidates.
-
Employee Referral Channel
The better word of mouth
is the best the way spread a news or a detail, the best agent for word of mouth
for an organization is their employees, and the organization can seek the
opinion from their employees regarding potential candidates which may help to
avoid being blindsided in some instances.
-
Internet Channel
With
the advancement of technology, Most organizations are acquiring the data of
best talent through websites ,
Achievement web articles etc.
-
Boomerang Channel
This
strategy is used to lure back previous employees who left the organization and
currently with the competition , Which results in hands on competitive data
like corporates strategies , practices , which is helpful to create an
additional advantage.
References.
Jargons, B., 2023. Business Jargons. [Online]
Available at: https://businessjargons.com/talent-poaching.html
[Accessed November 2023].
Procom, 2023. Procom
services. [Online]
Available at: https://procomservices.com/en-us/what-is-direct-sourcing/#:~:text=Direct%20sourcing%20happens%20when%20an,and%20control%20its%20employer%20brand.
[Accessed November 2023].
Word, M., 2017. Honey!
… it turns good leaders into GREAT leaders.. [Online]
Available at: https://www.linkedin.com/pulse/honey-turns-good-leaders-greatleaders-michael-ward
[Accessed November 2023].
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I would agree with you. Like you say Employee Poaching is not bad.
ReplyDeleteBut what can Employers of competing organizations to prevent poaching.
An Employer may consider to have a non-competing agreement with the Employee. Suppose a potential competing Employer approaches, the non-competing agreement will prevent the current employee from working for the competing firm for certain number of months and years (Indeed, 2022).
The same is to have a non-disclosure agreement along with the non-competing agreement- Any confidential information of the current organizations to be shared with the competing organization. The same is to have a non-solicitation agreement where the employee is prevented from disclosing any current employer's customers and client databases. Or not to approach them (Indeed, 2022).
Engaging with the employees emotionally, addressing their needs and providing a better working culture will prevent the competing organization from luring the talented and experienced employees (Indeed, 2022).
Therefore, I agree with you. Recruiting talent from competing firms whatever method used would not be wrong. But, employers can use certain legal documents from preventing the talented and experienced employees by not undertaking certain activities such as the non-competing agreements for certain measures as a defense. Or having a better organization culture with values and reward system where the employees feel they are part of.
Reference:
Indeed (2022) 'What Is Employee Poaching? (Definition and Strategies to Prevent It', Indeed, 25 June. Available at: https://www.indeed.com/career-advice/career-development/employee-poaching (Accessed: 09 December 2023).
Speaking out of theory's main element that employers can prevent poaching is building loyalty and treat them well , If the organization treats their employee right they will not be vulnerable to get poached by a competitor .
DeleteWhat is the different between Recruiting and Poaching. Both are same or not?
ReplyDeleteNo Mahesh , Talent poaching refers to recognizing a potential skillful candidate who is with a competitor / other division and approaching with an remuneration offer to work with poaching party , and Recruiting means selecting and potential candidate from a pool of applicants with no prior recognition.
DeleteIn the competitive landscape where talent is a valuable resource, organizations often resort to employment poaching or talent poaching to strengthen their workforce. While this practice is aimed at gaining a competitive advantage, it raises ethical considerations. How can organizations balance the need for acquiring top talent with ethical considerations, ensuring a fair and respectful approach in the process of talent acquisition?
ReplyDeleteYes Amila , In order to approach employees from other departments or organizations the acquiring must always need to be more professionals and it is okay ask permissions from the poaching employees superior , employee. Most of the time it is the poaching employee who is getting stuck , But is okay to have a chat employee first. To be honest the whole talent poaching depends on factors that management takes on bases like Fair remuneration packages , work life balance support , Fair recruitment practices , Diversity and inclusion in workforce , Prioritizing employee well being within the workforce , Since these are the main few main reasons that many top performing employees are being vulnerable for poaching by the competitors , Therefore it is Managements duty ensure to build more better work environment for their employees.(Duja consulting ,2023)
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