Talent Shortages are NOT a Recruiting Problem!

We put so much on our HR and talent recruiting departments! In the past four weeks I've talked to a number of clients who are talking about their internal pressures of trying to find talent. Through each of the discussions I quickly realized that they were pressured due to the fact that recruiting was their number one objective when in fact I think this is a little misguided. Let me explain. Recently, Mckinsey came out with a report that said 41% of people were leaving their organizations due to a lack of career development. This has nothing to do with recruiting; whereas, it has everything to do with leaders and the conversations they are having or not having with their staff.

The solution is very simple in theory and may require leaders to actually practice. What will they practice? Two primary conversation models that will drive greater retention and talent development at the same time: First, finding out what each team member's motivator is. A motivator is what specifically motivates each employ within the job as well as outside the job. Second, to have conversations around career development and planning strategically with the use of scheduled coaching sessions to drive talent development. If leaders had both these conversations recruiting would not be needed as much.

Here are suggestions of what leaders can do to drive greater talent retention:

1.??????Ask what specifically motivates each employ.

2.??????Ask what is the desired place employees want to end up in terms of their careers?

3.??????Schedule time with each and every employee 8 to 12 minutes a week specifically talking about the employee and their progress, challenges, and overall professional development. We can no longer accept "I wish I had time to coach" because if we don't take this time we're going to end up reinvesting this time that we say we don't have into interviewing new candidates!

To Learn more about our ABCD Coaching Model: click here