All of the research right now – both our own and through numerous external sources – suggests that 50-60% of employees are planning to change jobs this year, with many already active in the market and the rest open to new opportunities when presented to them. An interesting time for employers; recent years have most definitely seen a ‘candidate market’ with top talent scarce, great candidates have had their pick of roles and been very difficult to attract and engage in some markets. But an influx of job seekers means the pendulum could finally have the opportunity to swing back in favour of the employer. Making the most of this opportunity requires a strategic approach to talent attraction and retention, specifically:
1. Focus on engagement and retention of your top talent
Who are your MVPs? Your HiPos? Ensure you have a plan and are actively engaging the people you need with a strong focus on professional development and leadership
2. Identify your flight risks
Who are the people in your business that are showing signs of disengagement? Do you have a plan to re-engage? Or to replace them – we work with clients often to actively talent pool for replacements ahead of time to reduce time to fill when vacancies do occur
3. Ensure you have a strong EVP
How are you attracting the talent that are the right fit for your business? What does the market know about your culture? Your values? Why would anyone choose you over a competitor? We work with clients to create meaningful Employee Value Propositions that are unique to who they are and attract the right people to their organisation
4. Review your recruitment process
It doesn’t matter how many candidates apply to your job, the right ones are not going to accept an offer if your hiring process is unnecessarily long, interviews are uninspiring or inadequate, job details are vague and there is no effort to engage and communicate with them in any meaningful way. Feedback from candidates shows that this is an area that really sets us apart – particularly compared with experiences applying directly to potential employers. We invest significant time in getting to know candidates – their motivations, experiences and requirements and then stay in touch with them frequently throughout the recruitment process to ensure they feel valued each step of the way.
5. Use your internal talent team wisely
If you have inhouse recruitment support, ensure their expertise is being used where they are most valuable. Inhouse Recruiters can be a valuable resource when filling entry-level, blue collar or junior positions but make no mistake – a strong relationship with a specialist recruiter is essential for the best outcome when filling mid-senior or strategically critical roles. We access top talent that aren’t going to apply to ads and our process means we do it faster and with an incredibly positive candidate experience for all involved.
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