Strategies to Attract the Top Talent You Need to Win
Have you developed the right strategies to attract the top talent you need? The top employees in every company make the biggest difference.
Talent Management Starts with Being able to Attract the Top Talent You Need to Win
The caliber of your employees and their dedication to the company’s success should be a major component of your talent management strategy to build a competitive advantage through people. Consistently successful companies rely on their unique organizational culture and their high performers to execute their strategies better and faster than their peers.
3 Smart Strategies to Attract the Top Talent You Need
How do these top companies attract and keep their talent so they stay on top? They provide three critical needs of top talent. If you can adopt these same three key components, then you too can pull in the talent you need to succeed.
1. A Short, Believable and Meaningful Mission
The most engaged employees feel that there is a true and meaningful purpose to their work. They:
When you can define your corporate mission in meaningful terms that describes the fundamental reason your business exists, you have built a powerful foundation to attract the top talent you need to succeed.
2. Meaningful and Proportionate Recognition
Employees work with greater dedication when they feel that they are recognized, rewarded and appreciated for their contributions. This doesn’t mean you have to hand out large bonuses. It does mean that you should reward desired behaviors and performance with meaningful gestures that show your gratitude for hard work well done.
When you can demonstrate to employees that you value them, you have put into play another force to attract the top talent you need to perform at your peak.
3. Differentiation from the Competition
What is it that your company fundamentally does better, faster or cheaper than the competition? When you can articulate how you are distinguished from others in the field in a way that matters, you can more easily recruit the best talent that seeks to work for the best. They won’t settle for second-rate.
Top employees want to work for the best.
The Bottom Line
The Conference Board reports that only 23 percent of leaders believe their current recruiting and retention strategies will work. Don’t skimp on investing in treating your talent differently. Make your value visible with a compelling mission, provide significant rewards and recognition and be crystal clear on what sets you apart from the competition.
It won’t be long before the best talent will come knocking on your door.
If you want to learn more about the strategies to attract the top talent you need, download Why Talent is Surprisingly Only 1/3rd of the Recipe for Talent Success
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HR Manager, BU Radiology Informatics
Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
Human Resources Business Partner
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Frank J. Kuypers
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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Director of Infrastructure & Technology
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Director of Human Resources
We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.
Senior HR Manager - Staffing, Training, & Development
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Vice President of Human Resources
I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.
Director, Team Development
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Beth A. Taylor
Vice President of Human Resources
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