How to Attractand Retain Talent In Your Organisation
Create strategic awareness - make sure that
managers and supervisors understand that becoming an employer of choice is a key success factor for your Agency. Build a measurement of attraction and retention of key
people into their performance criteria.
Identify your Agency's `attractiveness' - do this through `entry' interviews and 3 month follow up discussions; use existing staff climate surveys; emphasise these advantages in all
recruitment activities.
Identify why people choose to leave - be rigorous about exit interviews and use the information obtained. Feed it back to management and into the preparation of your strategy to attract and keep talent. Address the issues causing good people to leave.
Develop your talent - today most talented employees are increasingly more loyal to their own careers, not to their employer. They will go where the
best job opportunities are and the best potential for training and development. Don't give them these reasons to leave - develop them continuously. Help them manage their careers; coach them, mentor them.
Motivate them - everyone is motivated by different things. Many are primarily motivated by the opportunity to do a good job and be recognized for it. Are your best people in the best jobs for them? Are you sure? Are they being stretched? Do they have the necessary resources to do what is expected of them? Are they recognized and rewarded for their successes? Are they being managed through their difficult times?
Use what you know - employers usually gather a wealth of information about new employees through the psychological testing component of the recruitment process. About what is their workstyle preference, what are their personal motivators etc. But what happens to this information when the recruitment phase ends? It often goes into a personnel file and filed away. Imagine instead that the new
Recruit and their manager use it to talk about what strategies they can both use to maximize performance and satisfaction. Do your managers do that?
Recruit for `fit' - Technical competence is only part of the story when it comes to recruitment and retention. Cultural fit is most of it. Identify the strong performers in your Agency. Find out what makes them so effective from their peers, their customers, and their managers. Build a profile and recruit new people with that profile in mind.
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