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How to attract and retain talent i n companies

In the historical moment we are going through, the concept of work is not the same as it used to be two or three decades ago. From the introduction of new information and communication technologies, including new devices and tools, to the growing trend of remote work, the notion of work has adapted in many ways and so have the needs and expectations of workers or job seekers. work. And, with a new paradigm, companies also need to promote adjustments, in order to attract and retain talent.

The generation born with the advent of the new millennium, marked by this technological boom, is the largest group that participates in the workforce. In this context and in the face of candidates whose expectations and motivations now go beyond the issue of remuneration, companies must work harder than ever on their attractiveness and their ability to retain talent.

Being able to attract talent means that the company is always on the right track when it comes to business results, as it helps maintain a competitive edge in its industry. In an environment of constant flow of information and in which countless opportunities are generated in minutes, employees are more demanding than ever and are more willing to go for those who offer better conditions and seek new professional experiences. At the same time, retaining these talents reduces costs, as replacing an employee is always more expensive. In case of dismissal of an employee, the time and money invested in recruiting, interviewing, integrating and training that employee is lost; not to mention that he can go to work for his direct competitor, thus giving him a competitive advantage over his company. Another factor, no less important when it comes to attracting and retaining talent in companies, is the work environment. It is in any company’s best interest to acquire the talent most likely to thrive in its organization’s culture. In a situation where employees are constantly leaving the company, it can be a challenge for those who stay to integrate better into teams, and it will be a bad sign for anyone wanting to apply for that position.

But more than that, being able to attract the best employees improves the company’s performance and productivity; starting from the premise that the more satisfied and committed the employees are, the better their performance will probably be. It is also in any company’s best interest to acquire the talent most likely to thrive in its organization’s culture.

But how to attract and retain these talents?

attraction and retention strategy is increasingly a vital point within companies. This is because it is directly related to the development of solidly competent professionals within the business. Retaining talent means the ability of an organization to keep its employees, that is, when employees choose to remain in the current company, instead of looking for opportunities elsewhere.

To better understand this process, we have selected below some tips that may be useful to entrepreneurs, administrators or human resource managers.

Find suitable candidates for the company profile

The quest for talent retention begins with recruiting the employees that best fit your organization’s profile. When hiring new employees, select individuals who match the company’s culture and who demonstrate a desire to stay for the long term. Check candidates’ resumes to see how long they worked with their previous employers and, if possible, draw conclusions about this. Do not choose new employees based only on their technical skills, it is important to remember that these can be improved, as behavioral skills are more difficult to mold.

Reward the good result

Offering prizes or bonuses is always nice, but recognition of a job well done goes a long way towards building goodwill and loyalty. To retain talent, employees must feel appreciated, respected and valued. Always try to follow your projects and the stage they are in, in addition to trying to find out about the progression of your results. Employees need to feel that their contributions to the business are important. But feedback and praise must be sincere; the best talent is smart enough to know the difference between a sincere appreciation and a false impression.

Bet on flexibility

Allowing employees to work flexible hours makes them mobile. Some ways to do this include enabling remote work and allowing employees to select their designated work hours. Flexible working hours allow individuals to have an optimal work-life balance, leading to greater well-being and improved lifestyles.

Promote more openness in the company

Allowing an environment where employees retain some ownership in company decisions encourages team members to stay with the organization because they feel like an important element within the company and this gives them a feeling of job security. Get their input on rules or changes that might need to be made, and be open to hearing new ideas or suggestions for resolving issues. Be available and open when your employee asks for your guidance. Keep your top talent informed about what is happening with the company, if there are any problems or setbacks, these should also be communicated.

Provide professional development opportunities

Bearing in mind that one of the great expectations for which employees remain in an organization is the possibility of growth, consider the possibility of offering opportunities for professional development. Let your employees know there is room for advancement within the company and let them know what opportunities are available for them to grow. Creating learning opportunities can help employees stay current in the industry and can be a way to help nurture employee loyalty.

Offer opportunities for new graduates

Bet on the creation of programs that stimulate student talent and attract the younger population. Some local companies and multinational companies offer long-term scholarships or mentorship opportunities to help this group of employees improve their skills. Others offer periodic training programs, which allow them to capture and monitor talent with better results in various areas of interest. The simple opportunity to allow students or recent graduates to take a tour of the company allows them to become interested in the work it does and what they will observe and, naturally, want to join the team.

Communicate clearly

Open communication helps employees feel connected to the organization through understanding the company’s goals and vision. Make the company’s expectations and goals clear. Make sure you have job descriptions so employees know what is required of them. If there are changes that need to be made, they must be communicated directly and clearly, allowing employees to master the mechanisms that allow good results to happen.

Working in an organization where you do not agree with its policies or internal attitudes is highly harmful to the mental health of employees. The alignment of values and expectations is important for professionals to carry out their work with the conviction that they are doing something they believe in and that will benefit them and the company.

Employees tend to stay in organizations where they feel appreciated and rewarded for their performance, as well as where they feel more connected to their environment or where they feel they have more potential for career growth and advancement into new positions. É importante, igualmente, sentirem que trabalham para o propósito ao qual se predispuseram a trabalhar e que se sentem felizes ou realizados nessa missão.

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