- Talent Management
Recruitment and Retention: The Building Blocks of a Successful Talent Management Strategy
The Return on Recruitment
The entire talent management process and strategy of an organization relies first and foremost on effective recruiting to bring in the most valuable, extraordinary talent, and put them in positions that are suited to their skills and background.
Research has shown that in terms of return on investment, recruiting is the most important function of an HR department but today’s comprehensive talent management strategies don’t leave it all to HR—leadership also plays a valuable role in identifying and retaining the best employees.
When you recognize the importance of recruiting, and make it a pivotal part of your organization’s overall strategy, you’re going to see the impact on your profit margins.
Recruitment is no longer simply about finding a person to fill a position, or finding someone who has the skill set you’re looking for. As part of a comprehensive talent management strategy, recruitment relies on finding those people that have the skills and background, but also are the most likely to stay on with your company in the long-term, helping you reduce turnover and nurture future leaders.
So how do you find and attract the long-lasting talent that’s going to lead to a successful future for your company?
It all starts with you. Before you can begin selling individuals on the merits of your organization, you have to be clear on what you have to offer, and what your brand identity is, in a way that’s going to set you apart from other potential employers.
Keep Employees Engaged with Retention Efforts
After developing a meaningful, effective recruiting strategy, your next focus should be on retaining these top employees you’ve managed to hire.
Retention should be thought of as a way to keep the conversation open between yourself and your top talent. Keeping an on-going conversation as a pivotal priority will allow you to engage with your employees, better understand their needs, wants and goals, and ultimately keep the workplace interesting and engaging for them.
When you’re willing to put time and effort into a retention-based strategy as part of your larger talent management goals, you’re creating the sense you value your employees and their desired career path.
Retention is something that should always be happening, and as part of this ongoing process, employers should develop a toolkit that will allow them to reduce their turnover and keep their best employees as a dedicated and imperative part of their organization.
When recruitment and retention are a top priority, employees become a value-adding component of an organization.
November 12, 2014 Ashley Sutphin
November is now in full swing and it’s the time companies, particularly retailers, are looking toward bringing on seasonal employees. Seasonal employment can be tricky for retailers and employers—you’re usually in a time crunch to find employees and you don’t have the time to dedicate to recruiting and training employees like you would with your […]… read more
November 10, 2014 Sherman Morrison
Realizing that 70% of American employees are disengaged from their work (source) is one thing. Actually doing something about it is another thing entirely. Of the many different ideas out there for boosting retention, one that has yet to receive much attention is gamification, which means using game design elements in a non-game context. Obviously, […]… read more
November 5, 2014 Ashley Sutphin
Talent management can seem like a term reserved for big corporations, but nothing can be farther from the truth. Small businesses stand to have just as much, if not more to gain from a strong talent management strategy, particularly when it comes to attracting the best employees. So how do you compete with the big […]… read more
October 31, 2014 Ashley Sutphin
It’s not just important for job seekers to stay on top of trends in career websites—it’s important for employers to have an understanding of the most influential and attractive sites so they can know where to go to source talent or at least where to focus some of their attention in their overall recruitment strategy. […]… read more
October 31, 2014 Ashley Sutphin
The candidate personality test has been a longstanding part of the recruitment process at many companies. In fact, according to Forbes 89 of top Fortune 100 companies admit they use personality tests during the hiring process. One of the most popular and most commonly used of these tests is the Meyer-Briggs Type Indicator (MBTI). The […]… read more