What to do When Your Top Talent Leaves

Recruiting and hiring top talent is no easy job, especially in today’s competitive hiring market! When your top talent chooses to leave for either another opportunity or to retire, it can be hard to fill these positions. It is important to try and retain your staff to help fill these top talent roles that are so vital to your organization. Here’s how you can do that:

Hire the Right People

It starts with hiring the right people. Employee retention begins in the recruitment process. Hiring a prospective employee that is a top performer and has the desired skill set is important, but it is just as important to find a candidate with the right cultural fit. Using employee referrals is a great way to find those who are a great cultural fit to the company, and they typically result in new hires that are more satisfied and stay longer with the company. Using resources like behavioral interview questions and reference checks can help you to verify the candidate’s skill and culture fit early on. Hiring the right people makes them more likely to stay long-term. These candidates can turn into key players within the company and can be used to promote the organization more over time into top talent roles.

Offer Competitive Compensation

Competitive compensation packages also help to keep top talent. Top talent is in high demand and when approached by different companies offering higher compensation, they typically decide to leave. Surveys show that 42% of employees said that better benefit packages would make them more likely to retain their jobs. You can get ahead of the job market by offering upfront competitive packages that include strong employee benefits and perks!

Keep Your Employees Engaged

Building employee engagement from day one and investing in your employees’ over time are more key resources to help retain staff. Onboarding is a great time to build employee enthusiasm and to create employee long-term goals. Giving an employee something to build towards and to look forward to helps them to stay engaged and striving. Employees are likely to stay longer if they have a realistic future for advancement within the organization. Investing in an employee’s future in ways like providing resources for them to develop their skills are equally as important. If an employee feels stuck in a role with no hope for development past a certain point, they are more likely to be unsatisfied.

Conclusion: It’s Never Too Early

The best employee retention strategies are to begin early in the recruitment process to keep employees happy and engaged to minimize turnover. Hiring the right people, compensating employees competitively, maintaining engagement, and investing in each employee are all keys to retaining staff. Keeping top talent is not always possible but having someone on staff to fill those top talent roles when they become vacant is.