how to attract & retain top talent

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How to Attract & Retain Top talent

Challenges of Identifying Top TalentGood talent is rarely visible to competitionTalent Retention Strategies prevents them from migrating easilyRecruiters Subjective decision making can hinder selectionIdentifying why the person wants to move is critical to attracting them

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Solutions to identifying top talentGather talent info from trusted sourcesEducate recruiters to use effective selection tools Use social media to track info on recommendations, achievements, forum comments and contributionsAdvertise requirement with clear cut responsibilities Use forums/ sites where target segment is actively participant

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Extra TipsHave a dynamic database of good talent for future referenceReference-get-reference is the key to identifying top talentResearch successful projects and campaigns of competition and the people behind themInterview questions should be drafted to bring out the contribution in previous organizations

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Facts that you must deal withThere are no 100% perfect fits availableTrue abilities are best showcased in a conducive environmentIt's difficult to assess complete capabilities during interviewsTrue talent needs to be nurtured over timeNot all good talent want to work for your companySalary is not the only important deciding factor for a talent

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Attracting top talentRoles and responsibilities determines the candidates interest in taking up workA good work environment attracts good talentTimely rewards and recognition is important to keep existing talent motivated to recommend othersSmart long and short term benefits enhance appeal to join youBrand and USPs play pivotal role in talent attraction

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Extra tipsWatch what your employees are telling about your organization to outsidersMonitor your leaders and their team feedbackTake cues from the exit interview comments of your ex- employeesBuild brand image starting from withinRegularly research competitors salary offerings and package trends

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Retention Challenges

Top talent loses interest faster than average peoplePoor interpersonal relationships with teams are a show stopperLack of attention and recognition kills moraleSlow growth and bureaucratic chains of command stifle talentFavoritism and bias eliminate talent

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Retention Strategies

Appoint internal mentors to groom and retain talentKeep open communication channels to get feedbackAdd or delete responsibilities to encourage better contributionRewards and recognition programs enhance retentionPrograms to track potential talent is critical in the long termProvide a learning environment for skill enhancement seekers

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Extra TipsTake the middle path on salaries to keep them comparable to competitionEncourage employee engagement initiatives through HRLeader Review and Feedback is important for teamsUse training to receive feedback on bottlenecks faced

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BottomlineTalent sourcing is just the beginning of the race. Retaining good talent and growing a strong second line within the system mitigates long term risk of losing good talent to competition. Your companys reputation precedes your companys attractiveness to a talent pool.To attract good talent start working from within.

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Thank You#

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