It has been a primary concern within Human Resources for a considerable amount of time to devise methods that effectively attract and retain individuals of exceptional talent. As the hunt for top-tier talent intensifies, businesses are compelled to bridge the gap between their talent needs and the strategies and procedures that support them.

SECURING EXCEPTIONAL TALENT

Certainly, it won’t shock you to learn that studies indicate the balance of power has transitioned from the employer to the candidate. Therefore, securing the crĆØme de la crĆØme of talent extends beyond merely outlining the role and assessing the candidate’s suitability for your organization. It primarily involves understanding the expectations these potential hires have of you as their prospective employer. Your revised talent strategy should incorporate the following elements:

1. DYNAMIC FORECASTING

As this insightful HBR piece elaborates, adopting a “supply chain” mindset towards your talent management strategy can enhance precision in timing and pace. This approach helps eliminate redundant hires while ensuring swift responses when acquiring necessary talent.

2. SURVEYING THE FIELD

This entails identifying where your potential candidates are exploring their next professional opportunities. The aim is to engage not only with active job seekers but also with those exceptional individuals who are not currently on the job market.

3. UNDERSTANDING YOUR RIVALS

Equally important is understanding what your competitors are offering. If need be, enhance the value proposition your competitors are extending, encompassing both monetary and non-monetary incentives.

4. PROMOTING TRANSPARENCY

A steadfast commitment to transparency necessitates clear communication, both internally and externally, regarding what your organization can provide.

5. EVALUATING YOUR TALENT ATTRACTION STRATEGY

This involves discerning what aspects of your strategy are effective and which are not. This includes analyzing your most successful recruitment tactics and comparing costs to performance at various stages of the employment cycle to assess ROI.

6. EMPLOYEE VALUE PROPOSITION

A carefully constructed employee value proposition is indispensable. Aspects such as flexibility, cross-geographical work, and improved work-life balance typically appeal to highly talented individuals, so your infrastructure should be robust enough to fulfil these expectations.

7. ESTABLISHING A TALENT POOL

Employ social media, technology, and physical networking events to establish a talent pool. Engaging top talent at the earliest possible stage is critical.

8. STREAMLINING THE APPLICATION PROCESS

A convoluted 10-page role profile or a recruitment process incompatible with the preferred devices of potential candidates can be deterrents. The application process needs to be sleek, accessible, quick, and easily navigable on all devices, especially mobile ones

Retaining Your Highly Talented People

Alan Price, from Peninsula, asserts that, given the enhancements in the economy coupled with a scarcity of skills, talent retention will emerge as one of the most urgent matters for HR in the approaching five years. It becomes increasingly essential for businesses, irrespective of their size, to ensure they limit the likelihood of their exceptionally skilled personnel departing for greener fields. Consequently, it’s crucial to devise and implement a series of interconnected strategies to yield the most favourable outcomes.

9. Employee engagement,

Harnessing new ways to give and receive employee feedback.

10. A mission and vision

Giving an employee meaning and purpose. It has never been more important to make an employee feel like they belong, contribute and are valued. This must be coupled with some of the usual suspects like a healthy work/life balance, autonomy to deliver, and defined ownership, i.e. equity shares or a psychological partnership approach.

11. Building a loyalty-inducing culture

Supports develops and appropriately challenges your highly talented people, allowing them to innovate and grow.

12. Creating an internal fast route

Ability to spot and act on emerging talent quickly and efficiently at a pace which matches the aspirations of high flyers.

13. Creating mutually beneficial contracts

Should you be ready to put resources into your highly skilled team members, it’s reasonable to anticipate that they’ll produce remarkable products and results for your enterprise.

Regardless, despite your well-structured and meticulously planned talent attraction and retention initiatives, inevitably, there will come a time when your top-performing individuals decide to move on. In such instances, it is your responsibility to acknowledge that you’ve given your utmost effort, and gracefully, with a sense of pride, bid them farewell with your blessing.

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