While the Boomer and Silent Generations were more likely to quietly work in the same organization for 30 years regardless of contentment, happiness has become a main focus as younger generations enter the workforce with expectations of satisfaction.
It's time to shift gears and focus on not only the needs of the client, but of the talent. Now more than ever, top talent is doing their homework before they interview.
The way your company culture is presented internally and externally can make or break the ability to engage and retain the talent your organization deserves.
The challenge becomes being the best possible choice for this talent, based not only on being a good fit for their skill set but creating a positive company culture of which they’d want to take part.
According to a recent survey by CareerBuilder, top talent plans to do a lot of shuffling this year - as many as one in five employees plan to change jobs. That means it's time to perfect the recruiting process to become an attractive option for this talent.
Consider your Employer Brand and how it will relate to acquiring Top Talent:
It is important for every organization to decide:
Decide and clarify the value that employees are expected to contribute at the organization vs. the value they can expect in return by working at the organization.
“The renewed market confidence driving demand for high quality talent…will quickly encourage clients to focus on improvements to their recruitment process to secure the best talent.”
Gordon Whyte, Director of BIE Leadership Group