Published on March 9, 2009
Attracting and Retaining Talent
Some Facts Talent is rare, therefore precious. Talent attracts talent. Talent follows talent. Talented people are demanding and striving for excellence. Talented people will challenge you.
Talent-Skills-Experience These are three very different concepts that, unfortunately, often are confused with each other. Talent is a superior ability that cannot be learned, you were born with it or you were not. Skills are and can be learned, how fast depends on how much talent you have. Experience comes regardless of talent or skills, but the quality of your experience depends greatly of how much you have exposed yourself to learning in action.
Experience How many years of experience means little. – Is 10 years 10 years, or 10 times 1 year? – Diverse experience or repetitive experience? • Same amount of experience can differ greatly between organizations and under which supervisor they have been obtained. • Yet, employers and employees count experience in years.
Skills Skills can be demonstrated by diplomas or certificates. Skills can be related to the teacher or the school where they have been learned. Skills can be demonstrated by showing them in person.
Talent Talent is very difficult to demonstrate other than by reputation or by showing it in person.
Attracting Talent Since talent is attracted by talent, your organization must show her values and commitment to superior abilities. Your organization must have a reputation of attracting and nurturing talent. Facts count more than words.
Differentiate your company Most companies present themselves in the same way (deliver high quality and strong commitment to customers, employees being the most valuable assets, etc…). Therefore, they do not sound any different from each other. Then, how can a talented candidate feel more attracted to your organization?
Differentiate your company (2) Show tangible proof that you are the organization of choice for talent. Be “talent-visible”: make yourself known as such! Be ready to open new opportunities when a talented candidate shows up. Communicate about what talent means to you.
Communicate for talent Design the career opportunity section of your website to attract talent. Have a HR Department that specifically looks for talent. Write talent-oriented job postings, instead of the average wish list. Be open about remuneration (talented people increase your ROI!)
Limitations of resume • More and more, resumes are considered as just the step to get the job interview, with unfortunate consequences wasting your time. • People lie on their resumes. • Increasingly, resumes are written by professionals, not the candidates. • Computer systems screen on keywords. Useful and convenient, but might miss other valuable information. The actual art of reading a resume is to read what is between the lines. • Does a resume tell you what you need to know?
Resume-less approach What would be better than being able to assess candidates directly on their real abilities? What if, instead of telling you their life story, they simply can demonstrate it? What if you could match abilities and job requirements, and therefore optimize job allocation in the very same process?
Resume-less approach (2) Such an approach is already used very successfully. Replace the resume by an assignment. Have the candidates profile themselves. Make sure that this process do not allow a third party to “replace” the applicant.
Retaining Talent Now that you have hired a talented employee, you must make sure that he/she will not leave. Finding one talented person for the job is difficult, so finding two is even more so. Losing a talented employee can end up being very expensive. Make your organization a place that talented employee do not even consider leaving!
Best place to work for Be able to do what one does best. Get recognition. Get proper feedback. Have a clear sense of purpose, and common goals shared by all. Get the necessary tools and support to do the job. Have a respectful boss and colleagues. Not having to be afraid of speaking up. Being listen to. Remuneration in line with talent
Why would a talented employee leave? Have the feeling of not being appreciated. Have the feeling of not using enough of their talent. Not seeing growth potential. Job is not challenging enough. Feeling underpaid.
Interested? Then do the natural thing! Contact us at: email@example.com
Retaining, developing and attracting talent represents an important contribution to the sustainability of our business and our success.
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Article. Talent development: A key to attracting and retaining highly skilled people in your industry . John Hagel. December 20, 2012
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