How do you attract and keep top talent in your practice?

key strategies: Recruiting Strategies: Utilize effective recruiting strategies, including targeted job postings, networking, and partnerships. Positive Work Culture Competitive Compensation Flexibility: remote work options or flexible hours Professional Development: Training, mentorship Recognition and Rewards: System for regular feedback and performance evaluations. Employee Engagement: Competitive Perks: Employee Retention Programs: Feedback and Improvement: Regularly seek feedback from employees to identify areas for improvement in your practice's workplace culture and policies. Keep assessing your strategies and adapt them to the evolving needs and expectations of your employees.

We find it helpful making sure to attract the types of candidates we wish to retain is treating candidates like one would treat a potential customer. First impressions matter, anyone that comes in contact with the candidate is representative of the employer and is an employer brand Ambassador.

Resource retention is the biggest challenge in recent times where everyone has a lot of opportunities and options. My experience is that compensation plays a big role in retention. Although this is not THE ONLY thing but yes THE CORE thing. If the organization is making good profit then the employee compensation structure must be align with it and market competitive as well, of course based on employee performance but your resources shouldn't feel that they are doing all the hard work and only the company is making good money. All other benefits, facilities and growth opportunities within the organization comes at second level but play important role in the retention.

I set the expectation with my team that I hope to promote them out within a few years. My goal is to bring them in, build them up, and help them find other areas of the organization where they can add more value. They're welcome to stay with me on the team, but that's not the initial expectation. My team should be known for producing high caliber talent. This branding provides a strong pool of candidates whenever I have an open position, improving my odds of selecting a high potential candidate. Does this cause more work for me to train new team members? Not really as I set up an operating model that embeds training within their day to day. So how do I attract talent? I don't - I attract potential and develop the talent on the team.

Create and nurture a culture of engagement and recognition that reflects your purpose and values. ?Organize one-to-one meetings with your employees and ask them questions that will help you understand in which areas they most want to develop. ?Look for on-the-job learning opportunities that match your employees’ personal needs and allow them to build their skills and confidence. ?Offer flexibility and autonomy to your employees so that they can reconcile their professional and personal lives. Recognize and reward the performance and contributions of your employees, and give them constructive and regular feedback.

A competitive compensation package always helps but need not be a key driver to a company's attraction strategy. An employer by virtue of their reviews on job boards, publicity by applicants and employees on social media along with the experiences the internal Talent team offers to applicants would be other key contributors to the attraction strategy. Even the length of the selection process, the multiple touch points and the duration of each to touchpoint, how job adverts have been worded and if they showcase diversity and inclusion, etc matter to any attraction strategy. A job may be offering double the salary to the local market but if the advert for the role says 'only shortlisted applicants will be contacted' will never help.

Compensation and the fair remuneration of talent in a competitive market that may be short on some skills is important to ensuring the person is taken care of economically. But remuneration alone is not enough to sustain and motivate. Holistically, job satisfaction will rely upon the leadership's ability to inspire and help them understand; what development opportunities they will gain, how they will grow their capabilities and why the experiences are relevant to them. In addition, the action to deliver upon these commitments must be followed through and reviewed periodically. Retention plans and strategies to use bonuses to retain help, but without trust in leadership and clarity of purpose, the best rem. plans may still fail to deliver.

Es importante entender que un salario no es suficiente. Recomiendo usar ChatGPT/Bard para identificar que beneficios ofrece mi competencia dentro de mi mercado y al menos ofrecer beneficios y compensación similares. Recomiendo hacer estudios de mercado y salariales tanto en plataformas online como con empresas dedicadas a ello como Talentup.io. También es importante identificar qué está buscando nuestro candidate persona, ya que cada generación busca cosas distintas, la generación X más seguridad por ejemplo mientras que la Z más flexibilidad. Importante definirlo

Incentivize with a great total reward package. Employees are looking for things like great work-life balance, an array of attractive incentives, and, of course, competitive financial compensation. The concept of compensation and benefits makes it easy to pull together everything you offer current and prospective employees, so they can see everything your organization offers. This allows your organization to tailor its total rewards and benefits package to maximize the impact on employee satisfaction, motivation, and retention.

Respecto a los beneficios hoy en día el talento busca además de lo económico tener otros beneficios, las empresas hoy en día deben de dise?ar beneficios en tiempos como el Flex Time, los viernes de verano, o las opciones de trabajo remoto, estos beneficios adicionales a los aspectos remunerativos son los que generan un mayor interés en los candidatos.

Elevate your practice by serving as a catalyst for personal and professional growth. While attracting top talent is crucial, it's equally essential to nurture their development. Think of your role as a talent cultivator, providing a fertile ground for individuals to flourish. By prioritizing growth and development, you not only retain talent but also create a legacy of empowered professionals who contribute not only to your practice but also to the broader industry and community. Your practice becomes a hub where talent doesn't just stay but thrives and ripples positive influence outward.

Every employee is different. I do my best to foster an environment to allow my creative employees to practice those skills and let them problem solve on their own. I act as a sounding board when needed, and then help push to get to the finish line. I’ve had other employees that really enjoy and thrive with rules and boundaries. Here I usually set the rules and give them targets to hit. We calibrate along the way and sharpen processes when needed. I encourage thought and let them write their own rules in a way. Both types are key to have on your team! There are opportunities to grow and develop no matter which path they go down. At the end of the day, they are driving change, and delivering results.

Una relación laboral es de 2, y es eso UNA RELACIóN. Las personas necesitan desarrollarse y ofrecer oportunidades para hacerlo seguramente nos ayuda a atraer talento. Para ello hay que crear una estructura y niveles internos, bandas salariales por nivel y competencias que cada nivel tiene, así podemos proporcionar un camino transparente y podemos ayudarles a seguirlo.

Para atraer y retener talentos, los planes de su sucesión resultan vitales en una organización, se debe brindar oportunidades de desarrollo tanto verticales como horizontales, en la actualidad los tantos buscan seguir desarrollando habilidades y en muchas ocasiones lo que termina convenciendo al talento de aceptar una oferta es la posibilidad de poder hacer una línea de carrera en la organización

High performers, top talent & people who want to make a difference will want to understand the growth and development opportunities that will enable their careers to take them to the next level. This would be a key component of my narrative and commitment in terms of what i see as the opportunities, how I intend to support their growth and development and the general possibilities of different career opportunities/lattices - lateral or upwards of where they could go. It is a matter of hearing and understanding their aspirations and ensuring that tangible steps are taken to support them. But for some, they may not seek these opportunities, so we need to understand their aspirations and how it aligns with the organizational needs & direction.

For me, this is about engaging people as your true self, building trust and creating opportunities to keep the conversation going with you. But I have learned that this doesn't work in all cultures and for some it is more transactional as they might not blur the lines between professional and personal relationships. In practice, open and frank communications foster trust, being accessible to my team to be a sounding board over a meal/drink is disarming, and being respectful of boundaries outside work hours to ensure work-life balance helps. Empowering my leads to manage demonstrates trust in their abilities and the onward guidance and coaching assures them of support. Small wins are celebrated with personal thanks and team celebrations.

El compromiso y satisfacción son vitales para poder retener al talento, esto se va trabajando desde los puntos anteriores, apostar por el talento de la compa?ía permite que este se sienta comprometido con ella, tener claros los valores ayuda a que el colaborador se identifique de una manera más orgánica y genera una mayor satisfacción al realizar el trabajo.

Fostering engagement and satisfaction is vital for retaining top talent. Prioritize open communication, encourage active participation, and empower employees to create a positive, inclusive work environment where they feel valued and respected. Emphasize work-life balance, wellness initiatives, and celebrate achievements to reduce stress and burnout. Actively listen to your team, seek their feedback, delegate authority, and celebrate successes to boost engagement and overall satisfaction.

La experiencia del candidato/empleado es clave. Inicia con nuestra EVP y termina cuando la persona deja nuestra organización, de hecho a veces continúa después. Crear una estructura de comunicación efectiva, una cultura de feedback abierta, un ambiente de confianza y transparencia, reconocimientos son importante pero también involucrar a los empleados y crear una comunidad unida por los mismos valores y visión terminan siendo igual de importantes

This is the one I tend to focus the most on. If you don’t have trust and loyalty, you don’t have a team. I am clear with my communication and encourage the team to operate the same way. We are open about struggles, and success. I recognize my team regularly when they are successful! I tend to guide a little more when we hit some rough waters. I extend my care outside of the work place as well. My team is open about their home life, their hobbies/interests, and I try to encourage as much of a balance as I can.

Apply theories like Social Exchange, Organizational Justice, Transformational Leadership, Psychological Contract, and Social Identity to establish trust and loyalty as a coffee professional. Recognize employee contributions and be honest and upfront. Respect them, include them in decision-making, inspire and motivate them, keep promises, communicate openly, foster collaboration, and provide opportunities for advancement. This fosters a positive work environment that attracts and keeps great people.

Establishing trust and fostering loyalty is a cornerstone for retaining top talent. Prioritize honesty, transparency, and consistent accountability to demonstrate integrity as a leader. Show genuine respect, appreciation, and recognition, displaying care and interest in your team. Effective communication, honoring commitments, acknowledging accomplishments, and demonstrating empathy are key strategies to build trust and foster a culture of loyalty within your practice.

Leveraging your reputation and network is akin to building a bridge to top talent. Your reputation becomes the foundation, solidifying your practice's credibility and trustworthiness. Meanwhile, your network acts as the connecting path, facilitating access to potential talent and resources. Consider it a symbiotic relationship; as you nurture and expand your network, it reciprocally enhances your reputation, creating a magnetic force that naturally attracts talent, referrals, and opportunities. It's not just about marketing; it's about building a dynamic ecosystem where your practice thrives and top talent naturally gravitates towards it.

Asegurar que el mejor talento esté en la organización requiere de tener una buena reputación siguiendo la línea de la honestidad, la mejor publicidad que tenemos es de quienes ya trabajan con nosotros, son nuestros colaboradores actuales los que hablan por nosotros y nos hacen atractivos en el mercado es vital que existan buenos canales de comunicación y que nuestros colaboradores sean embajadores de la marca que queremos transmitir al nuevo talento

Once the Search Committees chooses a candidate they often ask "how can we keep them?" My answer is the same every time.....Find out what motivates them and deliver it. The follow-up question is how do we determine what motivates them??My answer is the same...."this is the difficult part." You have to get to know them and understand their motivations and desires. It is a combination of pay, work-life balance, providing a job with purpose, and many other things. It takes effort to completely understand someone, but it is the surest way to succeed.

Onboarding, Ausstattung & Mindset des Unternehmens würde ich noch erg?nzen! Ein strukturiertes Onboarding ist oftmals bereits ein gro?er Hebel, der dir Zufriedenheit der Kollegen schafft. Eine vernünftige Ausstattung ist Mittel zum Zweck (=Arbeit) und sollte regelm??ig ein Update vertragen. Das Mindset aller Mitarbeiter sollte zur Vision des Unternehmens stimmig sein.

In my experience passion-driven leadership keeps talent engaged and focused within your practice, fostering a culture that values growth and employee well-being. Indeed, micromanagement stifles passion and creativity. Cultivating a supportive culture boosts confidence, fuels passion, gain confidence to think out of the box and inspires innovative thinking. A strong, empowering culture fosters confidence, enabling individuals to pursue their passionate goals with creativity and enthusiasm. Indeed, this is very big key to make a big brands of employers. The way I Think! Albert Einstein wisely noted, 'I have no special talents, I am only passionately curious.' Embracing passion and curiosity, not just skills, can be the true key to success.