7 Methods to Engage and Retain Top Talent at Your Organization

It doesn’t matter whether you’re hiring 5 or 500 people – you need talents to help you achieve your business objectives. You can expect a lot of competition in acquiring talents, particularly if your industry suffers from a shortage of skilled candidates. Your top priority for the upcoming year should be developing a strategy for engaging and retaining talent at your organization. Here are 7 steps to help you become an enterprise that offers a highly attractive and rewarding environment to work at that never fails to attract and engage talent.

1. Build employer brand

Hiring managers are busy building engaging talent brands for their employers. This is a strategy excellent if you’re planning to hire – you’ll need a bit of time before you fully enjoy its effects in talent acquisition. Your employer brand will reflect your organizational culture and attract potential candidates who fit this kind of image.

Make sure to offer engaging content that perfectly captures employee experience at the organization. What you need is a special theme that you know will resonate with your target candidates. This is where recruiters should join forces with marketers – the employer brand is simply a question of reputation. Once you’re successful, you can count on a steady stream of talents knocking at your door.

2. Realize that measuring employee satisfaction isn’t getting you anywhere

You might be under the impression that annual surveys where you politely inquire about the state of your employe satisfaction are enough. Well, they won’t do the trick. What does satisfaction actually mean? Can it bring you closer to your goals? That’s not very likely. Instead of trying to find out whether your employees are satisfied, be specific and ask which aspects of their work they find engaging. This is the kind of knowledge you can use in designing the work environment and drafting policies at your organization.

3. Create a dialogue with talents

Communication is key during the hiring process. It often happens that recruiters keep in touch with the candidate until a specific moment in the recruitment. And then they become silent. From the perspective of the candidate, it looks as if the organization lost its interest in them. That’s when they start to consider other opportunities – and you lose an engaged talent.

Following up talent should become a priority for recruiters, because this is where many of them fail to engage talents. Organizations should leverage cutting-edge HR technologies that will automatically send triggers to inform candidates about their position in the recruitment cycle. It’s important to keep a continual dialogue with talents since they’re always pursued by other recruiters.

4. Foster a community around your brand

Building a content-rich social information platform for your employer brand is a smart move. It will keep talents engaged and slowly build a vibrant community to help other passive candidates to learn about the organization. The value of peer-to-peer interaction is recognized by talents who are willing to trust the word of such community members. Current employees should be involved as well, acting as brand ambassadors.

Interacting with talents in community helps to save time to candidates who won’t have to do their own research for finding out information about the organization. Naturally, a community at hand will reduce the number of queries received by your HR. Those will be simply dealt with by peers. That community experience can be managed and enhanced when needed by testing and getting feedback on your tool. A community building platform is a powerful talent acquisition tool.

5. Consider pipelining candidates

Talents are most interested in companies which are actively seeking to fill new position. But what if there are currently no openings at your organization? That doesn’t mean that you can passively wait until your brand gets discovered. You’ll need to be building a candidate pipeline where you’ll collect and manage resumes, marking them for future openings.

Once a position comes up, you’ll be able to choose from a selection of qualified candidates who are ready to work within a short notice. These candidates are already interviewed and waiting to be matched to the next vacancy. An efficient CRM software will help you to engage these candidates by providing them with key information about job openings and means of interaction with hiring managers.

6. Embrace the mobile

If you believe that mobile is just a passing trend, better think twice. The importance of mobile devices is on the rise, globally. In fact, there are now more devices in use than people on the planet. Recruiters who want to match candidate expectations should turn to mobile – this is where talents look for opportunities and company information. By using mobile technologies to your advantage, you’ll create an environment to engage talent.

Recruiting in mobile is accessible from any device at any time and in any corner of the world. If you work at it, you can also render it collaborative. Look for an app that will help you to engage candidates on mobile – they usually feature functions like candidate ranking application creation, interview scheduling and candidate feedback. All these can be shared among recruiters to streamline the process by enabling collaborative hiring. Mobile recruiting is something both candidates and recruiters enjoy.

7. Build a CRM platform

Finally, it’s a good idea to invest in a smart CRM where you’ll create candidate profiles, containing their recruitment journey and key facts. This kind of tool helps recruiters to build a relationship with talents, helping recruiters to track the process and engage talented candidates. Every interaction with talents can be executed on the basis of what happened before. This is how you can keep the conversation relevant to the process and properly nurture your candidate relationship. This tool is also excellent of retaining talent by keeping a close eye on the most valuable employees and ensuring they’ve involved in reaching organization objectives.

Acquiring, engaging and retaining talent are all important tasks of every recruiters. Business thrives on talents, so if you use smart strategies to foster engagement with prospective and current employees, you’ll be on your way to helping your organization achieve its key business goals.

About the author: Kate Bones is a Human Resources specialist at managing directors portal and has a deep background in recruitment and employee management.

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