4 Ways to Attract, Hire, and Retain Top Talent for Your Organization
4 Ways to Attract, Hire, and Retain Top Talent for Your Organization

4 Ways to Attract, Hire, and Retain Top Talent for Your Organization

Have you ever had that one employee that got away? It can be frustrating to lose an exceptional employee. Unfortunately, it can be just as frustrating for exceptional employees to sign on with a company, only to be faced with a mediocre training program. Have you lost good people? If so, you may need to investigate your hiring process and employee training.

Dolly Penland, a Business Advisor at Predictive Results, explains how her company uses behavioral science and human capital analytics to put the right people in the right jobs, and then manage them to their best and highest potential.

Dolly recommends four main points every organization needs to be aware of in order to attract, hire, and retain the best employees.

1. Talent Acquisition, or “Hiring the Right People”

Make sure you take the time to hire people who will be a strong asset to your organization. You want to ensure this happens so that your employees are providing the best product or service to the customer immediately upon being hired.

Initial Assessments

* Use the “Iceberg Analogy” when assessing a candidate:

* The part of the iceberg you can physically see (above the water line) is what employers perceive in the typical selection process. This means that employers are looking at three basic things: knowledge, skills and experience.

* The part of the iceberg you cannot physically see (below the water line) is what employers need to know but can’t see initially. These things include abilities, interests, motivation, traits and values.

* In order to look for what employers need to know about the candidate but cannot see, it is important to use behavioral interviewing. This will enable your organization to truly understand how certain employees are going to perform on the job.

2. Talent Management, or “Building Teams and Leaders”

This is the key to your organization’s retention. How do you develop your new hire so they not only stay with you now, but so they will stay with you five and ten years down the road?

* To develop a good retention rate, make sure your employees are engaged with the work and guided by engaged managers.

* The management teams within the company or the people in the top tier need to know how to develop and manage their employees in the most productive way. One way of doing this is to understand who each employee is and how they work.

3. Change Management, or “Building Trust and Managing Change”

Help your employees understand not only who they are, but also who the people around them are and how they can work together. This provides your organization with a certain level of trust and unity in case change presents itself—and it inevitably will.

4. Growth Strategy, or “Influencing Productivity and Drive”

Increase productivity from your existing employees. You can engage employees by simply understanding who they are and what their behaviors are. This alone will drive the company metrics by maximizing individual results.

Once you invest this time in your employees, the long-term results will show, through improved relations within the company and outside the company.

~

Are you interested in learning more about how to attract, hire, and retain top talent employees? Listen to Dolly’s complete webinar, “How to Attract, Hire and Retain Top Talent.”

_For more best practices like this, sign up for our monthly Industry Insights e-newsletter

More to Discover

Why Diversity in the Workplace Matters

Why Diversity in the Workplace Matters

The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...

Warning Signs of Disengagement

Warning Signs of Disengagement

Four out of five medium and small businesses say they don’t effectively engage their employees. Why? Because many organizations lack ownership and the resources needed to understand what actually motivates their people. Organizations also tend to ignore the warning signs of disengagement believing a few unhappy employees can’t sway the masses. But similar to bankruptcy, disengagement happens gradually and then before you know it, the majority of your workforce is affected. Only 33% of employees are actually engaged at work, according to a Gallup study. Not only can disengagement quickly spread throughout an organization, but its impact is felt across all areas of the business. From lost productivity to affecting morale and even customer...

How to Create the Ideal Employee Experience

How to Create the Ideal Employee Experience

All companies covet an engaged, motivated workforce. When your people are engaged, they don’t behave like an average employee. They’re more like committed volunteers devoted to a mission, always seeking new opportunities to boost morale and make a difference. It’s no surprise then that, according to DecisionWise, in 2017, 73% of executives said employee engagement was a top concern. Yet Gallup’s annual survey of engagement continually finds that only 1/3 of employees are engaged at work. Most (51%) are not engaged and, even worse, 16% are actively disengaged. With so many companies focused on engagement, why don’t we see better results? A primary reason is that not all companies focus on the employee experience. Everything from...

Industry Spotlight - Manufacturing: Minding the Skilled Talent Gap

Industry Spotlight - Manufacturing: Minding the Skilled Talent Gap

80% of manufacturers are concerned about meeting workforce demands over the next five years. As the gap between skilled labor available and the number of jobs open continues to grow, top manufacturing firms are exploring proactive ways to streamline their hiring processes, improve employee training and growth and increase overall retention. In this webinar we will explore HR trends affecting the Manufacturing industry and discuss some of the strategies that leaders are taking to stay ahead of the latest trends in the current landscape. Speaker: Henry Link Henry is a Senior Marketing Program Manager at Paycor. Henry has been instrumental in the ideation of the HR Center of Excellence which is an action plan grounded in data, experience...