Challenges and Solutions to attracting top talent to your organization

1. How to Attract
& Retain Top
talent

2. Challenges of
Identifying Top
Talent
1.Good talent is rarely
visible to competition
2.Talent Retention Strategies
prevents them from
migrating easily
3.Recruiter’s Subjective
decision making can hinder
selection
4.Identifying why the person
wants to move is critical to
attracting them
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3. Solutions to
identifying top
talent
1.Gather talent info from
trusted sources
2.Educate recruiters to use
effective selection tools
3.Use social media to track
info on recommendations,
achievements, forum
comments and
contributions
4.Advertise requirement
with clear cut
responsibilities
5.Use forums/ sites where
target segment is actively
participant 3

4. Extra Tips
Have a dynamic database of good talent for future reference
Reference-get-reference is the key to identifying top talent
Research successful projects and campaigns of competition and
the people behind them
Interview questions should be drafted to bring out the
contribution in previous organizations
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5. Facts that you
must deal with
1.There are no 100% perfect
fits available
2.True abilities are best
showcased in a conducive
environment
3.It's difficult to assess
complete capabilities
during interviews
4.True talent needs to be
nurtured over time
5.Not all good talent want to
work for your company
6.Salary is not the only
important deciding factor
for a talent 5

6. Attracting top
talent
1.Roles and responsibilities
determines the candidate’s
interest in taking up work
2.A good work environment
attracts good talent
3.Timely rewards and
recognition is important to
keep existing talent
motivated to recommend
others
4.Smart long and short term
benefits enhance appeal to
join you
5.Brand and USPs play
pivotal role in talent
attraction 6

7. Extra tips
Watch what your employees are telling about your organization to
outsiders
Monitor your leaders and their team feedback
Take cues from the exit interview comments of your ex-
employees
Build brand image starting from within
Regularly research competitor’s salary offerings and package
trends
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8. Retention
Challenges
1. Top talent loses interest faster
than average people
2. Poor interpersonal
relationships with teams are a
show stopper
3. Lack of attention and
recognition kills morale
4. Slow growth and bureaucratic
chains of command stifle talent
5. Favoritism and bias eliminate
talent
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9. Retention
Strategies
1. Appoint internal mentors to
groom and retain talent
2. Keep open communication
channels to get feedback
3. Add or delete responsibilities to
encourage better contribution
4. Rewards and recognition
programs enhance retention
5. Programs to track potential
talent is critical in the long term
6. Provide a learning environment
for skill enhancement seekers 9

10. Extra Tips
Take the middle path on salaries to keep them comparable to competition
Encourage employee engagement initiatives through HR
Leader Review and Feedback is important for teams
Use training to receive feedback on bottlenecks faced
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11. Bottomline
Talent sourcing is just the beginning of
the race. Retaining good talent and
growing a strong second line within the
system mitigates long term risk of
losing good talent to competition.
Your company’s reputation precedes
your company’s attractiveness to a
talent pool.
To attract good talent start working
from within.
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12. Thank You
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