Mastering the Art of Attracting and Retaining Top Talent
Izabela Lundberg, M.S.
Ignite Resistance Into Resilience, Results & ROIs Momentum ? Strategic Advisor To Billion Dollar Companies ? Top 40 Global Thought Leader ? TEDx Speaker ? #1 Best-Selling Author "From Fear To Greatness" ? Forbes ???????
Very often, I am asked by a wide range of people, including well-known brands, what some of the most creative yet effective ways to attract new talent are. It is a question that puzzles me every time, as many organizations are expecting to find the silver bullet that will quickly solve one of their most painful problems.
Today, we live in a digital age.
With the use of technology, both companies and job seekers can easily find their optimal employer and employee based solely on preferences, values and passions.
It is a two-way street.
That's why it's time for organizations to critically assess how attractive or appealing they are by further examining this critical three-step approach:
1. Establish A Digital Employer Brand
For employers seeking top talent in today's highly competitive job market, especially those complaining about talent shortages, it is essential to generate a practical, highly visible digital footprint.
The key to success is keeping people connected through shared ideas, news and relevant content through social media and your website.
Not only will your brand look more attractive and compelling, but it will also come across as sociable, innovative and approachable.?Even educational content can go a long way.
This is especially effective among millennials.
2. Improve Your Processes
For most companies, hiring takes time. In fact, it takes 41 days on average to fill a vacancy — too long a process for jobs with a talent shortage, as we are witnessing now in the U.S. market.?
Successful Human Resources departments today are gaining digital fluency to increase connectedness and interaction with potential candidates. Further, innovative, successful recruiters are reflecting congruency from digital to in-person interactions, including company needs, culture, working environment, as well as defined roles and expectations. In the end, it helps the potential employer to make better hiring decisions much quicker by leveraging both the hard and soft skills of their future talent. The perfect example would be a culture assessment, online tests, interactive games or a quick skill survey.
When you stay on the cutting edge of quality hiring processes and innovation, you will consistently attract multigenerational talent.
It will assist you to quickly determine the right fit with your current recruitment process while tying into the organization's culture.
3. Invest In Leadership Development
The sad fact is that more employees have less or very little faith and trust in their company's leadership due to the organization's unclear direction, loss of enthusiasm about the future, ineffective communication and lack of engagement with the rest of the organization.?In fact, lack of people investment is the main reason that?91% of employees resort to looking elsewhere.
Sound familiar?
Today, when companies invest in their people, it is visible internally and externally to potential future employees, partners, vendors and customers. It's accomplished through developing your people, helping them strengthen their creativity and leadership skill set and increasing talent engagement and performance.
It is imperative for employers to engage their current talent in activities that will boost productivity, collaboration and overall work satisfaction.
This is just the beginning of the talent retention game and its process. It is a real test to see if employers are creating, analyzing and identifying a unified view of their most important asset: their people.
The industry leaders are most often the companies providing formal and comprehensive leadership development and training tied to relevant organizational capabilities. These companies can efficiently face current business challenges. They measure their performance and goal progress by utilizing data through comprehensive analytics, expert advice and science-based behavioral tools and solutions.
In the end, companies (regardless of how small or large) can't afford to sit on the sidelines. Game on, Champions!
NOTE: Originally Crafted for Forbes in 2018, This Timeless Article Grows More Pertinent by the Day - Explore it Here .
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Fast forward to today, here is a perfect example of how these three key elements can be achieved in 90 Seconds!
Is All That It Takes To Your Authentic Self.
Ashwin Krishnan , a visionary on a quest to unveil the authentic essence of your or your top talent identity in 90 seconds or less! How? Through his genuine, unscripted and groundbreaking series, StandOutIn90Sec.
He is creating transformative experiences and engagements with a unique focus on Tech Leaders, particularly CISOs. Ashwin masterfully humanizes the narratives of professionals in the tech realm. His approach is designed to enhance team engagement, cultivate a human-centric brand and magnetize the right talent to your doorstep. How effective is that, Champions?
Embark on an exhilarating journey in this remarkable episode of the Legacy Leaders Show as Ashwin shares the blueprint for your and your team's authentic self in 90 seconds.
Get ready, Champions—it's time to buckle up for an adventure of insight, connection and personal breakthroughs exclusively on one of the top-rated global podcasts in leadership, business and entrepreneurship.
Eager to explore more timely and highly impactful thought leadership?
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Get inspired, take action and achieve tremendous success. Subscribe, rate and enjoy the journey of leading, learning and growing during rapid change and transformation by listening to a top-rated global podcast in leadership, business and entrepreneurship. Click?HERE !
As we conclude, we are thrilled to spotlight Ashwin as our 'Leader of the Week' on the cover of Legacy Magazine, celebrating his unwavering commitment to excellence in leadership and tech.
Congratulations, Ashwin Krishnan ! Keep ditrupting and innovating Fortune 500 organizations!
Izabela Lundberg, The People Champion , is an?Author ,?Forbes ?Contributor, TEDx & Keynote Speaker,?Humanitarian ,?Producer ,?Podcaster ?& Global Business Leader.
As a Founder of Legacy Leaders Institute , she is a trusted senior global advisor and results-driven transformational strategies to today's and tomorrow's $B visionrly organizations.
Izabela creates a champion culture, thriving high-performing talent, teams, and legacy organizations. To learn more about how Izabela and her team can help you and your organization, click?HERE .?
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Absolutely agree! ?? Attracting, engaging, and retaining top talent is indeed the cornerstone of organizational sustainability. Your insights on the complexity of this task in a digital age where technology plays a pivotal role are spot on. The search for creative yet effective ways to attract talent is a common challenge, and it's refreshing to see a perspective that acknowledges the absence of a silver-bullet solution. The two-way street analogy perfectly captures the symbiotic relationship between companies and job seekers in this digital era.
Ignite Resistance Into Resilience, Results & ROIs Momentum ? Strategic Advisor To Billion Dollar Companies ? Top 40 Global Thought Leader ? TEDx Speaker ? #1 Best-Selling Author "From Fear To Greatness" ? Forbes ???????
1 年As a Forbes thought leadership contributor since 2018, you can access additional articles here: www.izabelalundberg.com/forbes Enjoy, Champions!
Highly Effective Entrepreneur Empowering Your Business to Succeed
1 年Izabela -- As always, your article gets right to the heart of key issues that separate great companies where people yearn to work from the others. I was pleased to see your reference to company culture as a key factor for innovative companies. Companies of this type emphasize core values in all that they do, including their use in creating interview questions that seek to match the prospective employees' core values to the company's. It is so clear to anyone who has studied the issue the difference this makes. I will never hire anyone whose core values do not closely match those of the company. Skill can be taught. values not so much! I have often hired someone with matching values and trained them. I have tried the opposite. Never again! Great job calling out and acknowledging the companies with elements that employees desire. Employees (team members) will stay under maximum duress with companies with whom they share the vision, passion, and values.
Healthcare Tech Leader, Business Strategy, Innovation Expert I AI Business Growth Lab I Keynote speaker I PhD Genetics, EMBA-Healthcare | top voice in AI & Startups
1 年Great share Izabela. Many leaders, miss on the engagement and retention of talent, which leads to higher turnover.
Mental Fitness Coach & Transformational Healer (Certified ++) | Empowering Corporate Leaders to Align Inner Strength with Purpose, Balancing Mind, Body & Soul for Fulfillment and Success | DM 'Thrive' to Learn More
1 年True! Building an engaging digital image is vital for employers. It's a fantastic way to catch the eye of potential hires, particularly among younger job seekers.