- 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.
February 8, 2016 Sherman Morrison
If you are human, you are biased. It’s the most basic point author and diversity expert Howard Ross has been making for years, most notably in his most recent book, Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives. How these biases affect the talent management process and what you can do about […]… read more
February 1, 2016 Sherman Morrison
It’s fairly common knowledge at this point that businesses and organizations like to think of themselves as committed to diversity, and yet far too many diversity efforts fail. I’ve written in the past about how one of the reasons this happens is by leaving inclusion out of the equation (see Why Diversity and Inclusion Efforts […]… read more
January 11, 2016 Ashley Sutphin
Is anyone that fond of the traditional resume? Would-be employees feel like they’re being judged on a snippet of their job experience or life, and they often cite the fact that it doesn’t adequately represent who they are as a person or an employee. Employers find resumes provide very little information about the important things, […]… read more
December 9, 2015 Sherman Morrison
I’ve written two articles related to your talent brand, one focused on defining The Talent Brand and Value Proposition, and one about the Talent Branding process. Looking back at the first article, it seems I really only introduced the concept and gave a few questions to stimulate your thinking about beginning to formulate a talent […]… read more
December 9, 2015 Sherman Morrison
If you read my last article about The Talent Brand and Value Proposition, you already know the value of a strong talent brand that is aligned with your consumer brand. Companies that achieve strength and alignment between the two do better than companies that don’t. If you’ve worked your way through establishing a strong talent […]… read more