You can spot
and hire stars –
but why can’t
you keep them?
EXPERT ADVICE FOR RETAINING AND
DEVELOPING YOUR BEST HIRES
Are you doing everything you can
to develop the talent you hire and
keep them happy?
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Many large companies are now hiring
full-time talent managers in an effort to
dedicate resources to developing and
retaining critical talent.
Fran Luisi, a principal at HR
recruiting specialists Charleston
Partners, predicts more than half the
searches he conducts in 2004 will be for
talent managers, compared to just 20%
four years ago.
You may not be ready to hire a fulltime
talent manager, but have no fear:
Luisi shared with HR21 three important
talent-management activities that any
HR department can address:
Executing succession plans. Too
many firms never get succession plans
beyond boxes and arrows on an org
chart. When you train high-potential
successors to step into more
significant roles, you’re sending a
message about your confidence in
them. Luisi says trained successors
tend to perform better and stay longer.
Facilitating one-on-one matches.
Assign high-potential workers to what
Luisi calls “internal confidants” –
people who get the company’s culture
and who’ll help newbies understand
the organization’s mission and goals.
Rewarding the stars. Communicate
to key talent exactly what is expected
of them, and how they’ll be rewarded
for meeting those expectations.
Source: Fran Luisi, fluisi@charlestonpartners.com
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