Many of today’s up-and-comers are planning on leaving your organization, something companies need to remedy to keep talent in-house.
Attracting top talent isn’t always about the money. In fact, there are many other compensatory factors, in addition to organizational culture and work environment, that go into a candidate’s thought process when considering a career move.
Without a little motherly advice here and there, where would we be? The first person many of us go to for advice is Mom. There is something about how moms offer advice that puts our minds at ease while also helping us overcome whatever pressing issue we are dealing with. So, why not go to Mom for some advice when you are prepping for a big job interview?
We all know that housing prices in Toronto and across the GTA are out of control. Housing prices, in general, are on the rise in Ontario. So, why are we writing about housing prices? Because it is one of the many factors that impacts talent when considering a new position, and it’s starting to become a bigger issue in Toronto.
Self-doubt happens to the best of us and at all levels – CEOs, managers, and finance professionals alike. The key to overcoming it, and understanding how to address it, is to not let it consume us.
You also need to use social media to promote your brand and reputation for being a great place to work if you want to attract top industry talent. Job candidates use social media just as much as your company website to check out your organizational culture and see what others have to say about working in your organization.
Coaching is an invaluable tool. Companies that invest in coaching and training for both leadership and employees stand by their values. It helps an employee grow their skills, gain a deeper understanding of their role and potential, and helps them become a better professional. However, one area where many companies fall short is coaching potential candidates prior to their interview with the company
Compensation matters. It plays a key role in a candidate’s decision to apply for a position, and it has an impact on a company’s ability to attract and retain top performing talent in their industry. It’s no secret that when companies don’t pay well, word gets around and they develop a reputation for being “cheap.”
If your company is having issues with employee turnover, knowing why people are choosing to leave is vital if you want to correct the issue.
