26 of March, 2025

The role of the talent manager is key to addressing a talent shortage within your company. We know that the skills gap is a growing problem in staff selection. What are we referring to?

A whopping 44% of companies have difficulties finding the perfect candidate. This is due to the lack of skills required within the company. This is attested to by the “2022 Labor Market Guide” from consultancy firm Hays.

Has this ever happened to you?

In an increasingly competitive business world, effective talent management has become a priority for organizations. This is where the role of the Talent Manager comes into play, a key professional responsible for attracting, developing, and retaining talent within a company.

Don’t worry, we’ll explain what a talent manager is and how we can help you with Sesame HR’s HR software to find your ideal candidate.

Talent manager: what is it?

A talent manager is the person responsible for attracting, recruiting, and retaining talent within your company. To do their job well, they should pay special attention to:

Being a good communicator and interviewer.
Being empathetic.
Creating a short- and long-term strategy.
Guiding people.
Mastering staff selection tools.
Efficiently managing different offers and profiles.
Automating processes with suitable software.

Hold on! Maybe we’ve skipped an important detail. Let’s explain the context of the talent manager a bit better.

Talent management

So, what is a talent manager’s field of action? It’s talent management. This refers to the management of talent within the company.

This encompasses all human resources processes including:

Recruitment of staff.
Communication and onboarding.
Training.
Performance appraisal.
Compensation.
Process monitoring.

Little by little, you will realize the importance of having a talent manager on your team. However, we will give you more details to clear any doubts.

Talent manager: roles

We know you like to make informed decisions. That’s why we bring you more data. A shocking 23% of employees want to change jobs due to a lack of opportunities within the company. This is revealed by the “2022 Labor Market Guide” from consultancy firm Hays.

And according to the same study, 49% of them want to change companies but stay in the same position or sector.

This means that you could have underutilized talent within the company. And internal recruitment could be the solution to the problem. Or you could attract new talent from companies in your sector.

At this point, the talent manager could get you out of a bind. But how? Let’s explain their roles in detail:

1. Attraction and selection of talent

Recruitment and selection:

Needs analysis: assess the organization’s talent needs, identifying vacancies and required profiles.
Profile design: clearly define the profiles of the positions to be filled, specifying skills, competencies, and necessary experience.
Recruitment strategies: develop and execute effective recruitment strategies, using various channels (job portals, social networks, job fairs, etc.).
Selection process: manage the selection process, from resume review to conducting interviews and evaluation tests.

2. Talent development

Training and capacity building:

Competency assessment: identify employee training needs through competency assessments and performance analysis.
Training programs: design and implement training and development programs that improve the skills and competencies of employees.
Career plans: create personalized career plans that allow employees to visualize their progress and growth opportunities within the company.

Coaching and mentoring:

Mentoring programs: establish mentoring programs where experienced employees guide and support newer or less experienced ones.
Individual coaching: provide personalized coaching sessions to support the personal and professional development of employees.

3. Talent retention

Motivation and commitment:

Work environment: foster a positive and collaborative work environment that motivates employees.
Recognition and rewards: Implement recognition and reward systems that value and celebrate employees’ achievements and contributions.
Work-life balance: promote work-life balance policies that enhance job satisfaction and reduce stress.

Performance management:

Performance evaluations: Conduct periodic performance evaluations to measure employee performance and provide constructive feedback.
Improvement plans: Design personalized improvement and development plans based on the results of performance evaluations.

4. Alignment of talent with corporate strategy

Strategic planning:

Workforce analysis: Conduct detailed workforce analyses to identify talent gaps and future needs.
Goal alignment: Align employee development goals with the strategic objectives of the company.
Change management: Effectively manage organizational change, ensuring that employees are prepared and aligned with new strategic directions.

You are now convinced that you need a talent manager in your ranks. It was inevitable.

So, let’s tell you how we can help from Sesame HR to optimize your talent manager’s work. The best human resources software to automate recruitment processes. And much more!

Talent manager: how to take advantage of Sesame HR

Sesame HR is a human resources software designed to centralize all your employees’ data on the same platform.

But how can it help me in talent management, you might ask? We’ll explain with an example.

Imagine that you are a company focused on e-commerce. And you’re having serious problems finding the profiles you need to manage your online store.

Yesterday, Marta, your talent manager, informed you about the recruitment process she launched three weeks ago.

Marta was looking for an e-commerce manager with varied knowledge. Such as sales experience, web writing, and high levels of English and French. Knowledge of organic positioning, advertising, and analytics would also be desirable.

But Marta just let you in on a secret. She is worried because she can’t find that person. And she’s not really sure where else to look.

You’re not surprised. You read about it yesterday in the IV Digital Employment and Talent report 2021. Written by the VASS Foundation and the Autonomous University of Madrid Foundation. In Spain, 7,000 digital job positions were unfilled in 2021.

5 steps for talent management with Sesame HR

You don’t know what to say to Marta, your talent manager. And that’s why you’re reading this article.

So, let’s rewrite the five steps of the process Marta should have followed. But this time, with Sesame HR by her side. An alternative for a happy ending.

1. Recruitment
Marta didn’t have a centralized database of all employees. So, she couldn’t consult the company’s org chart or analyze the workforce to uncover hidden talent.

She also didn’t think of posting the job offer internally.

Now, with Sesame HR, you have a centralized dashboard that automatically updates with employee data.

She’s been able to analyze departments more effectively. And finally realized that the original job profile had a few flaws. The e-commerce manager she was looking for didn’t really need advertising or analytics skills—those tasks are handled by other departments.

Marta has now published both an internal and an external job ad through the Sesame HR platform.

2. Communication and Onboarding
Bingo! Several internal applications have come through the platform. Marta is reviewing which employees are still in the selection process and which ones are not. With any luck, she won’t need to interview any external candidates.

Thanks to Sesame HR, Marta can view all applications in one organized panel and easily communicate with you.

Your talent manager keeps you updated on every step through the platform. You’ve already left feedback on your favorite candidates directly on the panel. Communication flows smoothly, with nothing getting lost along the way.

After an intense week of interviews, you and Marta are convinced. We have a new e-commerce manager—and he’s already accepted the offer. Amazing!

Now you and Marta use Sesame HR to create a task list for onboarding Toni. He previously worked as a copywriter in the marketing department, but he had four years of experience in e-commerce management.

It’s time to welcome him to his new role—and give him some extra training.

3. Performance Evaluation
You and Marta are eager to see how Toni, your company’s new e-commerce manager, is doing. It’s been six months since he switched departments, and you’re wondering how the change is going.

So, you both use the Sesame HR platform to check whether Toni has been consistent with his working hours.

You’re also preparing a performance evaluation. Marta is in charge of the questionnaire, but you’ve sent her a couple of control questions to include in the platform. The survey is scheduled for next week, so there’s still time to make adjustments.

4. Compensation
Toni has exceeded expectations in his performance review. You and Marta are both very happy with the decision you made months ago.

You’ve reviewed his payslips and bonuses through the Sesame HR platform, and realized he deserves additional compensation—not only for his great results but also for all the extra hours he’s been logging.

No problem. With our HR software, those extra hours have been converted into the proper compensation. All in the blink of an eye.

5. Talent Management KPIs
To monitor Toni’s performance—and the team’s—on an annual basis, Marta has set up the key talent management KPIs to track.

Thanks to People Analytics, she’s created visually compelling graphs that update instantly and automatically. At a glance, you both can see data on:

The employee database and company org chart
Results from all performance evaluations
Payroll issues
The extra hours pool
And much more

Both you and Marta can download all of this information into HR reports.

You can filter data by department, age, or geographic location—whatever matters most.

Sesame HR: The Talent Manager’s Best Ally
No doubt about it—the experience with Sesame HR software has been a huge success. The platform has guided Marta, your talent manager, through the entire recruitment process.

She’s overcome the challenges of finding the ideal candidate and enjoyed many other benefits that come with effective talent management software.

We hope this story helped you out. If you want to learn more about Sesame HR, we invite you to explore our resource section. You can also request a free 14-day trial.

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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cristinamartin

HR Content Specialist

Talent manager: roles and how to take advantage of Sesame HR