Dive Brief:
- While talent magnets such as great products, fantastic benefits and lucrative compensation are all important in attracting top performers, the real recipe for successfully attracting talent is having best-in-class people, according to David Nast, a leadership coach and CEO.
- Writing in a blog at Huffington Post, Nash says employers who dig deep into their employees' professional goals and then connect that data to organization objectives are, in essence, going to boost employee retention and build high-level reputations simultaneously.
- His view, in short, is if you have truly engaged workers, you also will have plenty of "missionaries" filled with loyalty and a desire to "evangelize" about your company in the marketplace and their networks. Improved retention is sure to follow.
Dive Insight:
Nash writes that understanding employee motivation is the "game-changer" when it comes to talent attraction and retention, adding that managing top performers is both art and science.
He invokes The Predictive Index, a 60-year-old solution that he says can help select best-fit candidates. Among other advantages in his blog post, Nash says PI can help ensure top performers are not promoted into roles for which they are ill-suited. Also, he says 80% of employees leave an employer because they have issues with their manager. So by improving communication and understanding of the issues between manager and employee, retention results are greatly enhanced.
His piece reflects current trends in employee branding and recruitment marketing, of which evangelical employees play a large part. Providing an excellent experience for employees, who then tell their professional networks about it, can lead to recruitment successes.