How to use the planner tool 

The planner comprises of seven talent management quiz questions for you to answer. For each question, we invite you to state a position by selecting 'yes', 'no' or 'not sure', and provide you with tailored recommendations in return.

To assist you with the tool, here are some key definitions for terms mentioned in the planner. Please refer to these definitions as you work through the questions below. 

• Inclusive recruitment and selection: Inclusive employers are employers that strive for fairness in their hiring process. Such practices include removing biased language from job adverts; advertising roles as open to flexible working and placing job adverts where they are more likely to be seen by marginalised applicants. 
• Robust talent development programmes: Having robust talent development programmes means having programmes in place that develop and retain talent, and support equality, diversity and inclusion. Employers that are well versed in this space will have a clear understanding of what talent development is and how it feeds into workforce planning. 
• An attractive employer brand: All organisations have an employer brand. It's the way organisations differentiate themselves in the labour market, enabling them to attract, recruit, retain and engage the right people. An attractive employer brand helps businesses compete for talent and establish credibility. It should connect with an organisation’s values and must run consistently through its approach to people management.  
• Fair, transparent and unbiased pay processes: Pay fairness is a core part of talent management as it helps to create an environment of trust where employees feel valued and respected. Having processes for pay that are fair, transparent and unbiased means ensuring that they are well-communicated and support people across the board. 
• A clear understanding of skills: Skills are vital for delivering organisational performance and unlocking the best from your workforce. Organisations with a clear understanding of the skills they have and the skills they need, will have clear oversight on their existing skills supply and the skills they require in new employees. 
• Data-driven resourcing: A data-driven approach to resourcing occurs where an employer uses the power of data to source, assess and engage talent. As well as create a more inclusive, diverse and equitable workforce. Data-driven employers will use data to inform things like hiring demands or the cost of their recruitment and talent management budgets.  
• Clear and transparent policies on flexible working: Employers with clear and transparent policies on flexible working will have a clear process for flexible working with defined roles and responsibilities for employees, line managers and HR. One that’s clearly communicated and measured using quantitative and qualitative measures. 

For more resources on talent management, including case studies and podcasts, visit our topic page. 

Talent management journey planner