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What do you do if your business innovation team is struggling to attract and keep top talent?

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In the fast-paced world of business, innovation is the lifeblood that keeps companies ahead of the curve. However, building a robust business innovation team can be a formidable challenge, especially when it comes to attracting and retaining the top talent necessary to drive forward-thinking ideas. If your team is struggling in this regard, there are strategic moves you can make to turn the tide.

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高莲台

业务发展专家@Dataloop AI |销售和数据分析师

1 Assess Needs

Understanding the specific needs of your business innovation team is the first step toward attracting the right talent. Evaluate the skills, experiences, and attributes that are critical for driving innovation within your company. This may involve a mix of technical expertise, creative thinking, and industry knowledge. By pinpointing these requirements, you can tailor your recruitment efforts to find individuals who not only fit the bill but are also likely to be attracted to the unique challenges and opportunities your team offers.

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2 Cultivate Culture

The culture of your organization plays a pivotal role in not just attracting, but also retaining top talent. A culture that fosters creativity, collaboration, and a willingness to take calculated risks will naturally draw in innovators. Ensure your workplace environment encourages idea sharing and values each team member's contribution. When potential recruits see a culture that aligns with their values and aspirations, they're more likely to join and stay with your team.

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3 Offer Growth

For top talent, the opportunity for personal and professional growth is often as important as salary. Ensure your business innovation team has clear pathways for career advancement and skill development. This could mean offering mentorship programs, continuous learning opportunities, or defined trajectories for promotion within the team. When individuals see that their career can flourish with your company, they're more likely to stay invested long-term.

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高莲台

业务发展专家@Dataloop AI |销售和数据分析师
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As someone who is neurodivergent, I find that I thrive on growth opportunities and dynamic changes throughout my workday to stay engaged. Routine tasks often lack the stimulation I require. Recognising this, I championed a development programme at our organisation that includes unexpected challenges and continuous learning opportunities. This programme, with its varied training sessions and mentorship, allows me to tailor my growth path and leverage my unique problem-solving skills. The flexibility to take on new projects not only satisfies my need for variety but also enhances my productivity and job satisfaction.

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4 Competitive Benefits

To attract top talent, your compensation packages must be competitive. This includes not only salaries but also benefits that cater to the well-being of your employees. Flexible working hours, remote work options, health and wellness programs, and family-friendly policies can set your team apart. These benefits demonstrate that you value your employees' overall quality of life, which can be a significant draw for top performers.

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5 Engage Creatively

Engaging potential talent creatively can give you an edge. Instead of traditional job postings, consider hosting innovation challenges, hackathons, or collaborating with academic institutions to identify individuals who excel at problem-solving and out-of-the-box thinking. These platforms can be an excellent way to spot talent that thrives in an innovative environment and to showcase your company as a leader in fostering innovation.

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Johannes Antoni

Senior Innovation Consultant | Ex-BCG
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To further enhance creative engagement, consider developing internship or co-op programs with universities. This not only provides a pipeline for new talent but also allows potential employees to experience your company culture firsthand, increasing the likelihood of long-term retention.

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6 Leverage Networks

Utilize your existing networks to find top talent. Encourage your current team members to refer candidates they believe would be a good fit. People tend to associate with like-minded professionals, so your employees' networks can be a goldmine for discovering new talent. Additionally, engage with professional associations, industry groups, and online communities where innovators gather. These networks can help spread the word about opportunities within your team and attract individuals who are looking for a new challenge.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your business innovation team is struggling to attract and keep top talent?

1

2

3

4

5

6

7

1 Assess Needs

2 Cultivate Culture

3 Offer Growth

4 Competitive Benefits

5 Engage Creatively

6 Leverage Networks

7 Here’s what else to consider

Business Innovation

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What do you do if your business innovation team is struggling to attract and keep top talent?

1

2

3

4

5

6

7

1 Assess Needs

2 Cultivate Culture

3 Offer Growth

4 Competitive Benefits

5 Engage Creatively

6 Leverage Networks

7 Here’s what else to consider

Business Innovation

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