{"id":2261,"date":"2021-01-01T14:55:36","date_gmt":"2021-01-01T13:55:36","guid":{"rendered":"https:\/\/senator-partners.de\/?p=2261"},"modified":"2026-01-28T11:07:22","modified_gmt":"2026-01-28T10:07:22","slug":"strategic-talent-relationship-management","status":"publish","type":"post","link":"https:\/\/senator-partners.de\/en\/blog\/strategisches-talent-relationship-management\/","title":{"rendered":"Strategic Talent Relationship Management"},"content":{"rendered":"

\u201eThe world has changed \u2013 things will never go back to normal \u2013 and that\u2019s exactly what you have to love!\u201c<\/strong><\/p>\n\n\n\n

All companies are facing this changed world. Buzzwords such as digitalisation, increased flexibility, globalisation, competitive business management, communication on an equal footing, and shifts in values and culture \u2013 to name but a few \u2013 are making the rounds in every department. <\/p>\n\n\n\n

In order to be able to cope with these issues in all their complexity, a new \u201emindset\u201c is needed amongst senior management and <\/strong>absolutely essential in the minds of HR departments.<\/p>\n\n\n\n

The process of change in the labour market has been evident for years \u2013 demographic change is not something that has only just come to light. <\/strong>By 2020, there will be a shortfall of 6 million people \u2013 due to the low birth rates in the 1970s and 1980s<\/strong>. Closely linked to this is the ageing of society. This poses equally significant challenges for businesses. These facts should serve as a wake-up call to all companies, because it means that those who do not act now \u2013 those who do not change their \u201emindset\u201c now \u2013 will, within the next three to five years, lose a crucial competitive advantage: people, plus the ability to identify and develop them for a company.<\/p>\n\n\n\n

The era of \u201ePost & Pray\u201c is long gone \u2013 standard job adverts have not been generating the desired number of applications for quite some time now. It is therefore essential to explore new avenues \u2013 one option among many is to establish a strategic talent relationship management system. This can also be summarised effectively in a single sentence:<\/p>\n\n\n\n

\u201eDiscovering tomorrow\u2019s talent today.\u201c<\/strong><\/p>\n\n\n\n

But how? This is precisely where \u201eout-of-the-box\u201d thinking comes in: finding talent \u2013 and by that we really do mean all potential candidates, whether active or passive \u2013 wherever they are. They\u2019re certainly not hanging around on just any old online job board. Finding talent doesn\u2019t mean spending the whole day online or at your desk. It means getting out and about, visiting trade fairs, actively building a network, being proactive in the market, making the most of events, and so on.<\/p>\n\n\n\n

 \u201eBe brave and creative.\u201c<\/strong><\/p>\n\n\n\n

Go where the talent is. For example, with the help of a \u201etalent scout\u201c. Where, for example, can you find young, innovative fashion designers? The best places are the various fashion fairs in Berlin, Amsterdam and so on. The talent scout\u2019s sole task is to approach these talented individuals directly on the ground and establish contact \u2013 not to approach them for a specific role. Their role is to build a long-term, strategic relationship \u2013 to get the talent excited about the company today, so that when a suitable position becomes vacant, they can offer it to that talent. However, it also means that close contact with the talent should be established over time. A one-off birthday card is not enough \u2013 you need to stand out and stay in touch with the talent on a personalised basis.\u00a0When implementing such measures, it should never be overlooked that, in order to build and maintain a strategic talent relationship pool, top management must provide the necessary support for the talent scout\u2019s role. It is equally important that the underlying processes for a talent relationship management pool are supported as effectively as possible by a well-functioning tool, for example one embedded within an existing applicant tracking system. <\/p>\n\n\n\n

Establishing a strategic talent relationship management system takes time \u2013 but saves money in the long run \u2013 as it leads to recruitment that is perfectly tailored to the organisation\u2019s needs.<\/p>\n\n\n\n

Now is the time to break new ground, put these ideas into practice and thereby gain a decisive competitive advantage.<\/p>\n\n\n\n

About the author <\/h3>\n\n\n\n
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Petra Carl<\/a><\/strong><\/p>\n\n\n\n

Ms Petra Carl is a fully qualified lawyer specialising in employment law. She has been working in human resources for 20 years and has learnt \u201aher trade\u2018 from the ground up; she has headed up HR departments in various companies and has consistently developed these departments in line with the challenges of the labour market in recent years. As a long-standing HR manager in the fashion and lifestyle sector, she possesses in-depth knowledge of HR processes. Her expertise covers the entire employee lifecycle.<\/p>\n\n\n\n

The five key areas of its further development are employer branding, the candidate journey, social media-based active sourcing, direct outreach and strategic talent relationship management.<\/p>\n\n\n\n

At Senator Executive Search Partners, Petra Carl is responsible for HR process optimisation. She offers the following services for your HR department:<\/p>\n\n\n\n