Entrepreneurs & Leaders|Human Resources

6 Principles Of Retaining Talent

Principles of Retaining Talent

Organisations need that sweet marriage of people and processes to succeed in our ever-changing global economy. They need to not only focus on creating clearly-defined work processes that enable us to fulfill goals, but also to focus on employees, finding the right ones and continually engaging them because they are the drivers of the organisation’s success. Finding the right people for the job depends on high quality selection processes.

Please find 6 principles to strengthen resourcing and enhance talent development.

1. Search for internal candidates

Internal candidates should be given preference over external candidates. This approach stimulates long-term career development.

Additionally, in an international organisation with operating companies around the globe, this approach will support relocation of internal candidates to keep talent in your organisation. If no suitable internal candidate applies for the job, the position could be advertised externally. Consult your Recruitment/ HR Department to be aware of all necessary recruitment procedures.

2. Work in Partnership

All sourcing should be done through partnership between the hiring manager and your HR Business Partner. The Learning & Development / Training / Talent department should be consulted when providing a list of suitable candidates. Record the clearly identified stakeholders (Business & HR) coordinating who are coordinating all stages of the recruitment process including the approval of the final selection decision.

3. Document all processes

Candidate assessment focuses on the documentation of current employee data and feedback from recruitment interviews, including job-relevant skills, experiences and competencies. All internal candidates should be given feedback by the hiring manager. Resourcing must be in line with your HR strategy and local legislation.

4. Create Diversity

There are good business reasons for creating diverse teams (meaning more than a male / female ratio). An important element is to draft a shortlist with key drivers to create diversity as embedded in your resourcing strategy.

5. Use your Talent Board / Committee

Your first source of candidates should be from the output of your Talent Board / Committee. Hiring managers are involved in the long term value of Talent scouting by the Talent Board.

6. Stimulate Relocation  / Global Mobility

The stimulation of relocation by current employees (short /  long term) is an important enabler of talent development, especially in the early stage of an individual’s career. Promoting global mobility should be used primarily for development of talent to fulfill business needs.

Besides the principles make sure:

  1. Involve your HR Business Partners in the end-to-end process
  2. Link your talent scouting to the succession planning / career plans of employees
  3. Reviewing resourcing performance at least quarterly to ensure process optimisation

These principles need to be clearly defined in your resourcing process and will result in efficient and effective talent location and retention.

Marieke Stoop

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