Top 10 tips for attracting and retaining talent
ARE YOU ATTRACTIVE?
Is your organisation where people want to work? What is special and attractive
about your organisation? We can’t all offer the world leading image
of Microsoft or pay top salaries. This does not matter. There are talented
people who are not attracted by these things but who will be in tune with
what you can offer.
BUILDING THE BUZZ
Don’t be shy about broadcasting your successes. Let people know about
what your organisation is achieving. Use your PR to maximum effect. Put
simply, the best way to find good people is to encourage them to find you.
When people hear of your successes they will beat a path to your door.
ARE YOUR RECRUITMENT ADVERTS WORKING?
Most recruitment adverts focus on the skills and experience that people
need to do the job. People are attracted by the opportunities a job offers.
Try positioning your advert in this way and use the advert as a selling
tool rather than a filter.
ARE YOU CHARMING?
Good people don’t have to come and work for you. They will have choices.
Recruitment is like a courtship – you have to build on the initial
interest and present the attractions of the job as fully – and honestly
– at possible. This way, people who engage with your culture and aims
will want more and those who do not ‘click’ with it will loose
interest.
WILL USING AN ASSESSMENT CENTRE PUT PEOPLE OFF?
We don’t think so. The opposite applies. Many candidates will be impressed
by the care and thoroughness you are taking to find the right person. Those
who object often have something to hide.
GET A FAST START
Avoid the induction crisis. Turn your helpless starters into engaged and
productive contributors fast. Use outputs from the assessment centre to
plan initial development. Have a tailored induction or orientation programme
ready for new people, or groups of new people. Don’t forget the little
things. Make sure the phone works and they are in the telephone directory.
Do they have an e-mail account set up? Is their computer configured and
set up? Assign a buddy who knows the ropes and is a good mentor and role
model.
ARE YOU LOOKING AFTER YOUR STAFF?
Don’t just worry about hiring good staff. Pay attention to the talent
you already have on board. Are they getting new challenges? Are they being
given opportunities to grow their skills or develop themselves ready for
the next career step? Let people know how they are doing. Make them feel
valued. Loosing sight of this may mean losing your best staff.
LET PEOPLE KNOW WHAT IS GOING ON
Good leaders tell stories to engage your teams in what you as an organisation
are striving for. Do your staff know what your objectives are? Do they have
clear objectives that tell them where they are going? Get them engaged in
what is going on in the organisation.
PUT TALENT MANAGEMENT INTO PERFORMANCE MANAGEMENT
Why aren’t more managers rewarded to attracting and retaining talent?
Set performance targets for managing talent – it’s no different
to managing cash or other assets. Make the talent issue the most talked
about issue in your organisation. What is visible and measured gets done.
LOOK AFTER THE LEAVERS
Be honest, people will leave. Loosing your key manager may be a major blow
but let them go with good grace. Look after your leavers because they can
be some of your best ambassadors. When they reach high profile jobs people
will remember they worked with you in the past – a positive message
indeed. Set up a network among your leavers. Keep in touch. Some may want
to come back so give them an easy re-entry route.
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