#ThriveInFive: 5 Essential Tips About Talent Strategy, Attraction & Retention, LinkedIn & Netflix
It's edition #14 of Thrive In Five. Our weekly newsletter designed to help your people and business thrive.
Today’s tips come courtesy of Kris Holland , who is our Director of Marketing & Insights at Charlton Morris and passionate about all things people and talent.
A few weeks ago, Kris kickstarted #BringItIn – a community for sharing knowledge on talent strategy, employer branding, employee advocacy, recruitment, employee experience, culture and more to help your business bring in the very best people and grow. Subscribe to his newsletter here .
In this week’s #ThriveInFive , we wanted to share 5 of the top tips shared within the #BringItIn community so far.?
#1 Talent planning vs talent strategy
The difference between the two is the use of data.
A talent plan sees companies say they want to hire a certain amount of people in a certain amount of time.
A data-led talent strategy underpins that with research on salary benchmarking and market mapping.
It uses research to help achieve ambitious DEI targets. It allows you to create your job ads based on this strategy, so you're being truly inclusive.
Watch a video about this point here .
#2 Make the most of limited time with your audience.
If you're on LinkedIn, everyone knows what you do. And the average person spends about an hour a week on the platform.
So, make sure you're noticed and remembered fondly by your audience. Spend the very limited amount of time you have in front of them adding value.
If you're in talent acquisition, share market info or tips for your candidates. If you're hiring for your business, share stories, experiences and things people can learn from.
See full post here .
#3 Recruitment and talent acquisition is all about marketing.
Those who invest the time and effort to create engaged communities are those who stand to create the most involved and engaged talent pipelines of the future.
The first step of doing this successfully is all about talking to people. Find out what people in your target demographic are interested in, talk to them about it and then build from there.
Watch a video about this point here .
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#4 One important talent retention tip: Ask questions, listen to answers, act on them.
The most important people involved in creating a talent retention strategy are?your?people. So creating a regular programme of engagement to take their temperature is key.?
Ask, what do they like about working for you? What don't they like? What benefits would they like to have in future??
Make sure they're anonymous and that you listen to their answers.
The next step is to take that feedback and run with it. Make changes based on what your people want. Then let everyone know you've done it!?
Create a culture of self-improvement, with your people driving change at the heart of it.
#5 Something to think about…
In April, Netflix announced that, after 25 years, they were stopping their mail-order DVD service.
Lots of people (including Kris) were amazed that Netflix still sent out DVDs when it's been so long since he bought one. But what's more interesting is that demand was obviously there to sustain this business unit for so long.
It's a really important message that, just because things move on in the world, some people still prefer or rely on older ways of doing things. As much as businesses should be keen to embrace the future, they should also make sure they aren't leaving anyone behind.
Read full post here .
Book Your Place to Attend the Next #BringItIn Live Webinar
Join us 17th May to get expert advice that will help you use data & insights to improve your talent attraction, acquisition and retention.
That's all for today! Please let us know if you'd like your business to be a part of it by emailing us at [email protected].
We'd love to get your feedback too - if you'd like to discuss any of the above points or have a suggestion for a future edition of?#thriveinfive , just drop us an email through to [email protected].
For info about Charlton Morris, go to?charltonmorris.com .