Que faites-vous si votre stratégie d’acquisition de talents ne parvient pas à attirer et à retenir les meilleurs éléments ?

Para enfrentar falhas na aquisição de talentos, é crucial realizar um diagnóstico aprofundado para identificar as lacunas na estratégia atual. Envolver as lideranças e áreas de negócio é essencial para garantir que os esforços de recrutamento estejam alinhados com as expectativas e necessidades da empresa. Assim, é possível ajustar e otimizar os processos para atrair e reter os melhores talentos de forma eficaz.

Start by conducting a thorough analysis of your current strategy to identify gaps and areas for improvement. Consider revising job descriptions, enhancing employer branding efforts, expanding sourcing channels, and refining the interview and selection process to better align with the needs and preferences of top performers. Additionally, prioritize initiatives aimed at improving the employee experience and fostering a positive workplace culture to increase retention. Regularly monitor the effectiveness of your revised strategy and be prepared to adapt based on feedback and evolving talent market trends.

If your talent acquisition strategy is struggling to attract and retain top performers, it's time to reassess and refine. Strengthen your employer brand, explore new recruitment channels, and streamline hiring processes. Focus on enhancing candidate engagement and transparency, invest in employee development and recognition, and continuously gather feedback to refine your strategies. Prioritize building genuine connections and offering a compelling employee experience to stand out in a competitive talent landscape.

When a talent acquisition strategy is falling short in attracting and retaining top performers, it's crucial to reassess your goals and approach. Start by examining the current strategy and identifying areas where it's falling short. Gather feedback from current employees, especially those who have recently joined the company, as well as from candidates who have gone through your recruitment process but ultimately chose not to accept an offer. Based on this feedback, adjust your goals to better align with the needs and expectations of top performers. Continuous improvement is key in talent acquisition by reassessing goals and adapting strategy accordingly.

In a landscape of talent acquisition, adapting and evolving strategies is essential, especially when faced with challenges in attracting and retaining top performers. By conducting a thorough review of your existing talent acquisition strategy. Identify pain points, weaknesses, and areas for improvement. Demonstrate a commitment to employee growth and development by investing in training programs, mentorship initiatives, and career advancement opportunities. Embrace technology and data analytics to enhance your talent acquisition efforts. Implement applicant tracking systems (ATS), AI-powered recruitment tools, and predictive analytics to identify top talent, streamline processes, and make data-driven decisions.

Undoubtedly, employees serve as the most effective brand ambassadors for any company. Fostering a strong employer brand requires a multifaceted approach that prioritizes the enhancement of the employee experience, consistent communication of company values, and continuous measurement and refinement of branding initiatives. By investing in these areas, companies can effectively leverage their employees as brand ambassadors and create a compelling employer brand that attracts and retains top talent.

To overcome difficulties in attracting and retaining top performers, it's imperative to streamline processes. By optimizing recruitment procedures, we can improve efficiency and effectiveness in talent identification. This entails enhancing every aspect, from job postings to candidate assessments, to provide a more seamless experience for potential hires. Aligning our practices with organizational objectives and candidate expectations helps attract top talent and enhances retention rates, fostering sustained success for our team.

Analyse how long it is taking to fill roles and get to the route cause. Streamline the process but also train the people involved on expectations and what looks like a good process. If using external agencies, set expectations and ask them what the hold up is.

Attraction and retention are two very different things. Attraction - using Strengths-based assessments and profiling as part of the process can really help all parties understand each other at the earliest possible stage especially when as a business you have an awareness of the strengths that already exist in the team that your recruiting into. Retention - coaching is a proven tool to increase engagement. Employees that have a coach, funded by their employer, will be encouraged to grow and seek out progression and development within their organisation rather than be looking elsewhere for a new challenge. Coaching keeps top performers locked in and less likely to be distracted by shiny offers from outside the organisation.

I wholeheartedly concur with the final point. It is an established fact that growth-oriented employees prefer to remain with companies that invest in their professional development and prioritize their career growth. This not only enhances the company’s value proposition but also fosters a growth mindset. Consequently, it leads to a workforce that is not only more productive but also equipped with up-to-date technological skills

Assess and enhance your Employee Value Proposition to better align with what top performers seek in an employer. Diversify sourcing channels and leverage data analytics to target candidates more effectively. Streamline the application process and ensure timely, transparent communication to engage candidates better. Highlight career development and growth opportunities within your organization to attract ambitious talent. Incorporate retention strategies from the onset, emphasizing a supportive culture and long-term career paths.

When I ask a candidate why they want to leave their current employer, I often get responses that describe their lack of opportunity for career development or an insufficient variety of projects to work on. Retention would be improved if organisations paid greater heed to individual long-term professional development. Training is often the first thing to go in budget cuts, but unfortunately, employees follow.

Retention, providing the best candidates have been hired in the first place, review the onboarding process. Most of my experiences have been almost onboarding myself. Those first few days set the scene. Ensure adequate training for the candidate. I still see, a quick IT learning on one day and then you are on your own approach. Managers should be leaders and coaches otherwise, why are they there? A whole other discussion. Check in with the new employees after the first week, month and align the expectations with the reality. Check the team dynamics. Plenty of people leave due to poor team member behaviour or even manager's behaviour. Another discussion again.

I'd look at working with my marketing team to enhance the career site and do some campaigning to highlight some existing employees within those roles on social media, GlassDoor etc to highlight and increase the awareness of the employer brand. Quite often prospective employees want to see what its really like to be an employee. I'd also conduct an internal employee engagement survey to get a better understanding of what it is that employees are unhappy with and where you can improve. The results should be shared with the ELT and employees at a Town Hall so they can be discussed and potential solutions offered. This approach will show commitment to fixing issues and will encourage employee referrals too.