5 Rules For Attracting & Retaining Top Talent

Michael R. Wood is a Business Process Improvement & IT Strategist Independent Consultant. He is creator of the business process-improvement methodology called HELIX and founder of The Natural Intelligence Group, a strategy, process improvement and technology consulting company. He is also a CPA, has served as an Adjunct Professor in Pepperdine's Management MBA program, an Associate Professor at California Lutheran University, and on the boards of numerous professional organizations. Mr. Wood is a sought after presenter of HELIX workshops and seminars in both the U.S. and Europe.

  Talent Management  

There can be little doubt that 2022 will be a seller’s market when it comes to finding top IT and project management talent. More than ever, it is incumbent for employers to create talent acquisition strategies that give them a competitive advantage in the marketplace of recruiting.

But having a superior recruiting game plan is just the beginning. In fishing parlance, once you have landed a big one, you have to make sure to keep them in the boat. In short, retaining superior talent will most likely be more challenging than just attracting them. Here is some guidance to ponder when developing your recruiting and retention strategies and practices:

Rule 1: Don’t Create False Expectations
While it’s great to paint a rosy picture of work life at a company in recruiting literature, recruiting events and interviews, most hires will take a pass on the opportunity—or worse, quit the job within a month or so—if their own fact-finding efforts don’t line up with what they are promised. This puts the recruiting effort back to square one.

Suffice to say, be accurate and don’t create a vision of the position is contradictory to what will be experienced.

Rule 2: Deploy a Multi-Faceted Talent Acquisition Plan
When the competition for talent is fierce and the supply low, it takes more than just posting opportunities on job boards. This is …

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