How to attract and retain top talent - (2023)

  • Writing good job descriptions can help you find the best people.
  • Job seekers want comprehensive salaries and benefits, inclusive company cultures and ample opportunities for career development.
  • Training management can have a significant impact on employee retention.
  • This article is for business owners and hiring managers who want to attract and retain top talent.

Every company wantsattracts and retains the best employees, but this is often easier said than done. A retention rate of 90% and a turnover rate of 10% are considered "good" but aBureau of Labor Statistics 2021 reportfound an average annual turnover rate of about 57%. The battle for talent is therefore tougher than ever.

I offer just oneA high salary is not enoughmore. Job seekers want to work for inclusive organizations that offer great salaries and benefits, inclusive company cultures, and ample opportunities for career development. They also prioritize companies that align with their goals and values. Employers should keep this in mind as they consider strategies to attract and retain top talent.

While your recruitment and retention strategy will be unique to your company, here are ten ways you can attract and retain a skilled workforce.

1. Write good job descriptions.

The first step to attracting professionals that fit your needs iswrite a good job description. A well-written job description can make a huge difference in finding qualified candidates.

  • Contents:A job description is much more than just a list of an employee's responsibilities. It is often one of the first impressions a job seeker has of your company. Therefore, an effective job description should not only include skills, tasks,expectationsand role requirements, but also give the reader a feel for your company culture. One recentlyStudy of Skynovashowed that 7 out of 10 job seekers consider salary to be the most important aspect of a job posting, followed by benefits package. Therefore, it may be beneficial to provide this information as well.
  • Tuna fish:The way you write your job descriptions should match your company and brand. For example, if you have a lighthearted, silly company culture, consider using words that express the silly nature of your workplace. However, avoid words like 'guru', 'ninja' and 'wizard'. The Skynova study found that many job seekers react negatively to these terms.
  • Form:Write your job descriptions in a way that is easy to read. Use headings and bullet points when setting out details such as requirements and responsibilities as this makes the job description easier to read. You should also include a clear call to action so applicants know how to apply.

2. Be intentional about the hiring process.

Sea aResearch by BambooHR31% of employees leave their job within the first six months and 68% of them leave their job within the first three months. A strategic hiring and onboarding process can reduce these high turnover rates by helping new hires feel connected to their roles.

recruitment of employees

Find out which websites and job boards are the best match for your company and the employees you're looking for. Asking employees for referrals is also a good strategy for finding reliable talent. Recruiting software or applicant tracking systems can help you manage your talent pipeline from start to finish.


When hiring new employees, it helps to have an even and consistent onboarding process throughout. Educate HR and hiring managers on how to conduct effective appraisal interviews and what types of interviews existQuestions they can and cannot ask. This will make the hiring process more productive and fair.

Employee integration

Your recruiting responsibilities don't stop when youoffer the position to a candidateand they accept. You will also need a comprehensive onboarding process that will look at all required documents, welcome etctrains the new employeeand quickly integrates them into your team.

3. Offer competitive compensation.

While not the only thing that matters to employees, a competitive salary is still a priority when job seekers are looking for a new job. If you want to hire professionals, you have to be willing to pay them what they're worth. Start by checking the industry average forEmployee salaries. You can also use salary benchmarks based on location, role and experience.

Pay isn't the only way to reward employees for a job well done. Consider other forms of compensation, e.gPension plans for employees, Bonnie,paid leaveand stock options. Offering a variety of pay combinations can make a job offer more attractive.


ONEcompetitive compensation planThis is not a set it and forget it deal. To stay competitive in employee compensation, review your employees' salaries at least annually for inflation and performance-related increases.

4. Create a comprehensive employee benefits package.

Although you are required by law to offer few employee benefits (eg, family and sick leave, health insurance,unemployment insurance, Andworkers' compensation, as well as FICA contributions that fund public benefits such as Social Security and Medicare), creating a comprehensive benefits package is critical to attracting the best employees. Employee benefits are a great way to improve the health, well-being, job satisfaction and productivity of your employees.

The most popular employee benefits fall into five categories: Health and Wellbeing, Financial Wellbeing, Work-Life Balance, Professional Development and Diversity, Equality and Inclusion.Create a benefits packagewhich offers a combination of these elements.

5. Provide employee development opportunities.

ONELabor Institute surveyfound that lack of career advancement opportunities is the main reason employees leave their jobs. If you want to retain your most valuable employees, you need to provide them with a clear path for future development. Each employee should have their own career development plan, individually tailored to their strengths and interests.

Here are some ways you can boost your professional development:

  • Set clear goals to work towards.Have your employees clearly define their career goals and then create a development plan to achieve them. Regularly measure the success of your employees to determine if they are meeting their goals or if they need support.
  • Training offer.Bid in person or onlinetraining opportunitiesso that employees can learn and expand their professional knowledge.
  • Create a mentoring program.Identify less experienced employees who show potential andConnect them with mentorsthat can accompany their career in the company.
  • Offer simple tasks.Give internal employees challenging projects that are outside of their comfort zone. It will broaden their skills and boost their confidence.
  • Encourage from within.While you won't always find the right candidate for a management position in your current workforce, consider hiring from within when a position opens up. If you know you have a future need and it aligns with one of your employee's development goals, create a general training program that will enable them to secure that position.

6. Recognize your employees.

Make your employees feel valuedand appreciated. You can achieve this by creating an employee recognition program. While your recognition program should be fair and equal for all employees, it's important to note that not all employees want to be recognized in the same way. Therefore, you should be strategic when creating your schedule.

One way to create an employee recognition plan that is unique and meaningful to each employee is to use a point system. For example, employees can earn points for their performance and then spend them on the rewards they care about most (eg gift cards, corporate gifts, experiences). You can also survey your employees to learn morewhich motivations are more interestingto them.

7. Prioritize company culture.

corporate culturecan have a significant impact on employee job satisfaction. Many people want to work for youinclusive workplacethat values ​​and honors the diversity of employees. It all starts with the hiring process. Know who you're hiring. How you run your business also plays a big role, as corporate culture usually comes from the top of the organization. For example, if your team leaders constantly show up late to meetings and talk down about employees, other employees will think it's okay to treat people that way in the workplace as well.


To educate your employees about diversity and inclusion,Create a diversity and inclusion curriculum. This helps employees understand what is acceptable and what is not.

8. Monitor employee engagement and burnout.

A key to conservation iswork engagement. High employee engagement can reduce employee turnover and absenteeism and increase productivity and company morale. You can improve employee engagement by encouraging open communication and feedback, among many other tips mentioned in this article.

Not only do you want to motivate your employees, but you also want to make sure they don't have any problemsburnout at work. Your best employees often notice most of the work, which can quickly lead to burnout, negativity, and decreased productivity. Hire skilled temporary workers to relieve overburdened staff and support resource-intensive projects.

9. Communicate your company's mission and vision.

Another way to attract and retain employees is to clearly communicate your goalscorporate missionAndVision Statement. These are the goals and values ​​of your organization. People want to work for an organization they identify with. They want to know that the organization is acting in a way that they trust and support. Not everyone will agree with your mission and values, and that's okay. That's why you want to communicate them clearly from the start so you can build an organization full of people who truly support your goal.

10. Train your managers.

It is important that your organization's leaders are properly trained to lead their teams successfully, as good managers can have a significant impact on employee retention. In fact,Found Gallupthat 52% of employees who leave say their manager or organization could have done something to prevent them from leaving.

Maybe these managers threw themselves into the fire without the right tools. in oneStudy by Udemy60% of respondents believe that leaders need more training and 56% of respondents believe that people are promoted too quickly.Effective leadership trainingPrograms can help your team develop leadership skills and better manage employees, leading to higher employee retention rates.

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