Success in recruiting and retaining top talent will only come to those who genuinely see Talent Acquisition as an investment and NOT a transactional cost. Getting recruitment wrong is a very costly exercise and so the minute you identify that you need to recruit a role, and no matter at what level, you need to invest time and money to develop a robust strategy that will both entice and retain the acquired individual.
One of the best strategies I have seen from one of our clients, a high profile business in the UK Rail sector. They are a small player with a flat hierarchical structure and can't offer an amazing career path. Understanding this, they communicate openly with candidates but commit to invest in them so that the individuals are well equipped to achieve their career ambitions even if that means that they will have to leave and join a new employer. This strategy has successfully secured an amazing pool of talent who have accelerated the performance of our client way beyond what would have been delivered if they had recruited someone who lacked ambition but would have stayed for the long term.
We’ve heard a lot of talk about stagnant or faltering economies in the past few years. The digital revolution has brought with it a mismatch of skill sets and job openings, making it simultaneously hard for people to find a job and for companies to keep top talent. From Canada to India, employers around the world are still struggling to fill necessary roles. But what does this really look like? According to the Talent Shortage Survey, it looks like 40 percent of global employers not being able to find the right talent for jobs that need to be done. In today’s climate, companies that want to attract and retain the best talent will look for the best ways to develop employees along the way.