“You should also look for someone who plays team sports, who has committed to volunteer or other activities outside of work - that can help tell you that they are invested in a cause, a team, a sport, yes, but also that they have the mindset to stick with something they really care about.” Have they worked at a company for many years through ups and downs? That speaks to loyalty, perseverance, engagement,” he says. “You’re looking beyond what’s written on the resume. First, he says, look for candidates with longevity at their previous jobs. How can you choose candidates that are more likely to stay? There are key indicators right on their resume, says Pickett. Identify candidates who’ll stay the course “You have to look at this as a long game and take steps to ensure you’re doing it right by making sure each employee is completely engaged with and part of the company’s ongoing success.” 2. “It’s an increasing returns model the longer someone’s with your company, the more productive they become over time,” he says. “You can’t always stop the poaching, but you can slow down the people on your team looking on their own to leave,” says Grayson Williams, vice president of enterprise applications at Red Hat, a provider of open-source software products. Competition is fiercer than ever,” says Nancy Parsons, president and CEO of CDR Companies, an assessment, leadership development, and talent management firm.Ĭonsequently, CIOs must focus as much on retaining their own employees as they are on hiring new ones if they want to have the talent they need. Numerous studies show that recruiting tech talent is become more and more difficult. “There is a talent shortage, which is expected to grow. IT departments in particular have been ramping up efforts to retain valuable employees in the face of ongoing talent gap issues, according to CIOs and enterprise hiring managers. A well-establish, well-executed employee retention strategy is a key competitive differentiator, as a company’s ability to hold on to its talent - especially in tight hiring markets - has profound ramifications for its ability to operate at a high level, without the disruptions that employee turnover bring. Those that succeed in achieving high employee retention rates operate at an advantage both in meeting business goals and in recruiting new hires. Companies that are serious about retaining their talent establish policies and programs aimed at reducing employee turnover. Employee retention is an organization’s ability to keep its employees under contract, making for a more stable, productive workforce.
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