Do Not Be The Leader Who Overlooks What it Takes to Retain Top Talent

Finding and keeping top talent is no longer about offering competitive salaries and fancy benefits. It is about crafting an experience from the first interview through onboarding and beyond that makes people want to stay.

BY LINDA TILSON
November 6th, 2024 at 6:02 PM MDT

1. First, ditch the standard interview and design a format highlighting your organization's values, culture, and growth potential while allowing candidates to shine. Accomplish this during the interview by engaging with candidates in actual work scenarios using behavioral-based questions and having them prepare and deliver a presentation. 
   
   The bottom line is to create a connection where the candidate feels a genuine curiosity from the panel to get to know them as they articulate what they value and are most passionate about. Another essential step to take before extending an offer to a candidate is to be sure that you have considered their interests to be in alignment with the role you are hiring for.
   
   
2. Second, do not stop engaging the moment the interview concludes. Ensure that your interview process keeps its momentum by completing the hiring steps in a way that conveys a transparent and expeditious process that shows you are serious about making a hiring offer. Candidates need to feel that the organization values employees' well-being and is willing to take action to prioritize them.
   
   
3. Third, if you are not prioritizing the quality of your onboarding process, you best begin now to ensure that those talented employees you hire do not start to regret their decision. Candidates must receive clear expectations about their roles, responsibilities, and the results expected in the first six months to a year. 
   
   It is equally important for the hiring manager to connect with the employee before their first day to establish what they can expect during their first week. This will require you to go beyond the basics of paperwork and new employee orientation meetings. Employees expect to receive introductions to specific people who can support them in their training and will be available to assist them when they have questions or need help.
   
   
4. Fourth, offer all you can to be competitive when it comes to attracting the right talent. Does your organization's total rewards package exceed your current employees' needs and wants? Do you even know your team members' pain points? If you have not had a third-party consultant administer an employee survey in the past 12-months you are probably missing the mark. We can help!
   
   Some of the solutions SJM Consulting Services can recommend after learning more about your organization include the culture certifications that serve as promises to your employees that you have implemented and will continue to honor culture concerns that matter most to your existing and potential employees:
   
   
• PTOAffirm: Promise to let employees enjoy their vacation days, uninterrupted. No exceptions.
  
  
• BonusAffirm: Create a clear pathway for employees to reach their goals.
  
  
• FairAffirm: Protects your organization from costly DE&I lawsuits and ensures humanistic principles are being followed throughout your company.
  
  
• Active Mentorship Certified: Turn your recruiter into your new Chief People Officer as we guide you through our specialized mentorship program that attracts new hires.
  
  
• Workspace Affirm: We help you strike a balance when it comes to respecting employees' work-life balance and your organization's active group collaboration that drives productivity and overall business health

Retaining top talent is much more than checking the boxes to show that training plans have been completed, policies are adhered to, and mandatory meetings are attended. It is about being proud of the place you work. That's why SJM Consulting Services also offers PR for all the above certifications.

After all, work should be the place where you can bring your whole self and maximize your talents in a way that makes us all feel valued and appreciated. Achieve this with collaboration within departments, interdepartmentally, and as needed, with trusted advisors and consultants. 

Remember to hold regular two-way engagement meetings where feedback is mutually exchanged, and consideration is given to implement new practices, processes, and ideas. When organizations consistently take these actions, retaining their best employees becomes as natural as breathing.

Linda Tilson is a transformational leader, team builder, and creator and cohost of The Men's Room Show. Linda is a seasoned finance professional and transformational leader with 28 years of experience driving operational excellence in state government. 

Her expertise encompasses fiscal oversight, compliance, strategic project execution, and organizational change management. Linda is known for cultivating high-performing, healthy teams and her commitment to operational efficiency and effective communication. 

As an integrator and innovator, she excels in navigating multidisciplinary teams to address complex challenges and mitigate risks. As a strong advocate for diversity, equity, inclusion, and belonging, Linda ensures these values are central to her leadership approach. Linda's career as a team leader and consultant reflects a deep dedication to empowering individuals and fostering inclusive environments where individuals succeed at all levels. 

Connect with Linda Tilson on LinkedIn

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