5 steps to attract and engage talent
If you could remove your current team and choose again – would you ?
A strategy of identifying and developing and retaining talent is critical.
Understanding the difference between staff and talent and how to attract and retain them is the key to tipping the scales on employee engagement.
Implementing a talent management program that integrates identifying , engaging and recognising intrinsically motivated people that share the businesses vision and will work to achieve it will deliver long term sustainable business benefits.
- Identify Talent
- Understand Talent
- Develop Leaders
- Cultivate a Talent Driven Culture
- Understand Intrinsic Motivation
Staff are there to be paid and have no real passion for what they do at work. They can be good employees, have good skills and knowledge but there is just something missing.
Talent have an intrinsic passion and drive and bring that to their work daily. Talent share the businesses purpose, values and actively pursue mastery for themselves, the business and their colleagues. They are supportive, transparent and trust worthy.
The winner’s edge is not in a gifted birth, a high IQ, or in talent. The winner’s edge is all in the attitude, not aptitude. Attitude is the criterion for success. Denis Waitley
Keeping the weeds out of the garden bed so the talent can grow and can be difficult but essential.
Some people are great at interviewing and others are not. A great interview often does not translate into great talent for your business.
The goal of any interview is to set up robust discussion that reviews patterns in a candidates values and behaviour, attitude, authenticity and transparency.
Behavioural questions, theoretical Questions and observation are methods that can be used to illustrate possible future behaviour, cultural fit and potential to excel as talent.
Psychometric tests such as DISC (Dominance, Influence, Steadiness, Conscientiousness) are useful inclusions as part of a holistic recruitment strategy to identify talent through behaviour tendencies. They identify the extent to which personality and cognitive abilities match those required to perform the role. Additionally, they are useful in identifying hidden aspects that are difficult to determine in interview situations.
Understanding what makes people tick , what motivates them and what they value is now the responsibility of all leaders who wish to retain good talented individuals in their business.
All leaders in business today need strong interpersonal and soft skills including emotional intelligence, communication skills, conflict resolution skills, empathy, active listening and positive feedback.
Additional awareness of the personality types and levels of emotional intelligence in teams is also beneficial.
Employees to understand and value that why what they do is important. Reinforcing shared values is important for with employees being able to align their everyday tasks and responsibilities.
Learning organisations see problems as opportunities and leverage problems as opportunities for real world learning and development They give their talent the opportunity to seek out challenges where they can develop without feeling like mistakes will set them back in their career or jeopardise their job.
Understand Intrinsic Motivation
The old motivation technique of the carrot and stick typically does not work with talent or in fact at all in todays business environment. Organisations need to be creative in understanding what motivates their employees and being flexible .
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