Find and Keep Top Talent
by Crissy Ortiz, Optimal Talent Solutions
Nothing is more disappointing to hiring managers than finding and training a great employee, only to receive a resignation letter shortly thereafter stating the employee took a better opportunity elsewhere.
The time and money spent bringing employees up to speed, not to mention the intellectual property acquired, seems to walk right out the door with them. While some turnover can be positive in the case of underperformers, most hiring managers would agree that losing top talent can be a costly blow.
What can you do to increase the retention of your top performers?
- Measure employee satisfaction regularly through anonymous surveys and stay interviews. This allows you to keep your finger on the pulse of what employees truly value (i.e. benefits, flexible hours, training and development, etc.) and what might attract them elsewhere.
- Include retention in every stage of the talent management cycle. Forecast and attract candidates that will be more predisposed to stay with your company during your recruiting process. You can do this by having a clear employer brand, which communicates your company culture. A structured recruiting process with job specific assessments can help you determine which candidates are the best fit for the position. Retention should be at the forefront of managers’ minds when conducting performance reviews and creating succession plans.
- Engage employees with their career at the company. Employees need clear goals to work toward, and this includes personal career goals. A formalized Talent Mobility Program, which contains career coaching, development, and mentoring, actively involves employees in growing their careers.
Do you need assistance with enhancing or starting a Talent Acquisition strategy or a Talent Mobility Program? Learn more about Optimal Talent Solutions’ consultative services; Your Trusted Leader in People Management is here to help!
