What you can do to attract and retain the best talent pool

Natalie Leach — Thu, 02 Feb 2023 17:11:42 +0000

Employees are seeking out companies that provide flexibility and choice, a “working MY WAY” is the new attitude and seems to be the way the world is moving. So how can we continue to move forward with the world?

Transformation in the world of work was sped up because of the pandemic and we are seeing so many companies re-thinking their talent attraction and retention strategies and reinventing their workforce models to stay ahead of the curve.

Companies are consistently looking for opportunities to improve their talent offering, to attract the best talent and boost productivity and levels of engagement.

As the “Great Resignation“ slowly fades, we are now faced with “The Great Attrition”, which is most definitely likely to gain momentum unless we take a deep dive into why employees are leaving and take meaningful steps to retain them.

Trending in the world of work right now

Multipotenialite’s are on the rise;
Work-life Balance Is A Priority;
People Are Packing Up And Going On Sabbatical (those fortunate ones…)
Reset Days Are A New Leave Entitlement boosting employee well-being;
4- Day Work Week And More Flexibility. South African Companies Pioneer Pilot Kicks Off In early 2023;
Employers are embracing the new approach of a blended Workforce.

Filling up your talent pool with Atypicality seems to be a more viable option for 2023 and beyond.

You may be questioning how to re-invent your HR strategy to meet the new demands of the growing unconventional workforce. The answer is to take a multifaceted approach, by expanding your reach into multiple talent pools to attract talent and get creative with your employment offers.

A Mckinsey survey showed that the main motivating factor keeping people in a job is flexibility. The reason for leaving was due to uncaring, uninspiring leaders and a lack of career development.

Shifting our mindsets to view our people as humans and not workers in the workplace should be our focus. This approach factors in all attributes critical to a person’s life and work experiences.

Knowing what your employees want and value will lay the foundation for a successful attraction and retention strategy and continuously reviewing it to stay relevant. Incorporating questionaries during onboarding, offboarding and performance review processes will give you the data necessary to decide on the next steps.

Testing new concepts, programs, processes, and practices to determine if they are realistic, and well-received is a good strategy for finding a balance that works for your organization.

There are no “one-size-fits” all solutions to attract and retain talent.

5 Ways business owners can attract and retain the best talent

1. Write great Job Profiles

A job profile is much more than listing tasks and requirements. It is one of the 1^st impressions a job seeker has of your company so make it interesting. The tone of writing reflects your company culture, match them with your brand.

2. Offer competitive salaries

Let’s face it, it is always top of mind when job seekers are in the market, no one wants to leave their current job for less, ideally for more. Consider including benefits, such as retirements fund schemes, leave entitlements, incentive schemes to make it more attractive.

3. Provide career development opportunities

Set clear goals to achieve and create a Personal development plan to achieve these. Offer training opportunities to gain experience and build their knowledge. Peer mentors can help guide their careers. Lastly promote from within the company where possible.

4. Train line managers

We can’t emphasize the importance of training enough. It so important that Line Managers are trained on how to successfully manage their teams. Often, they are thrown in the deep end without the support and tools to effectively manage their teams. Leadership programs can help build their leadership skills resulting in a higher retention rate.

5. Monitor Employee Engagement

Employee engagement can be improved by encouraging open communication and feedback. Employee turnover and absenteeism will be reduced. Be careful not to burden your engaged employees with loads of work, they could be fatigued quickly and lead to negativity and reduced predictivity and burn-out. Bring in skilled freelancers to relieve overburdened employees to support them.

How have you re-invented your talent attraction and retention strategy?

Please share your story with us.

Need support look at our solutions.

Talent aquisition vs Recruitment- What is the difference?

Natalie Leach — Thu, 14 Apr 2022 10:30:47 +0000

Talent acquisition and Recruitment

Terms that are used interchangeably, however, they are very different approaches to sourcing talent for your company, and hence the reason we are clarifying these for you.

The term “Talent acquisition” is similar to recruitment as they both involve finding people to work for your organization. The key differences are around the methodology applied to source the Talent. Talent acquisition is a proactive, strategic approach to finding your people, whereas recruitment is a reactive approach, we refer to it as the process of getting “bums in seats” or simply filling a vacancy. Often more value is placed on quantity over the quality of the candidates.

It’s a linear process of filling vacancies whereas Talent acquisition is geared towards building relationships, anticipating future hiring needs, and building a Talent pool. Talent acquisition is a curated process where we partner with our clients to find the missing piece of the puzzle, the needle in the haystack, your very own UNICORN.

This is what lights us up!

6 STEPS in the talent acquisition process:

Sourcing new talent from various sources (these remain Top secret of course).
Attracting Candidates involves market research of compensation packages that are attractive enough to draw in the GEMS.
Interviewing and Assessing candidates by holding interviews to dig deep into the competencies required and assess if they meet the performance requirements and ascertain if they are a good match.
Background checks and or pre-employment assessments to ensure you employ the right fit and to help you avoid any risk to the company.
Selection of the most suitable candidate.
Onboarding and presenting them with an offer and orientating them with your company culture.

3 TIPS to effective Talent acquisition:

Talent map – this is a proactive approach used to forecast long-term hiring needs and subsequently cultivate organizational support for new roles over time. It bridges the gap between a company’s goals and the workforce they require to achieve them.
Appoint Talent Specialists to partner with you to identify and track potential candidates
Take it slow – do not rush the process – in this instance, being meticulous is warranted. This will secure you get the right fit for your role.

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talent sourcing Archives - Hands on Human Resources | HR Consulting South Africa