In the past 6-12 months, we have seen a marked decrease in the number of candidates applying for positions. As the pendulum swings in favor of candidates, employers may need to try new strategies to hire and retain talent. Read on for practical tips on developing your own talent management plan.

Ann Clifford

Dos and Don'ts

Can you ask an applicant why they left their last job?

(Answer provided at the end of the newsletter.)

Talent is Scarce and Getting Scarcer!

Talent can be defined as people who possess the skills, capacity, motivation and energy to create value for your organization. So, where are all these talented people?

Everyone has heard the old adage, “Hire for attitude; train for skills.” Yet, business owners often comment that they won’t hire inexperienced staff because they don’t have time to train them. So, they hire experienced performers and let them “run with it.” And, all too often, these folks quit. Why? They want training and mentoring too!

According to a survey conducted by the Saratoga Institute, training and mentoring is the factor most likely to encourage employees to remain with their current employer.

So, is it possible that “talent” is developed; not acquired? Jeffery Pfeffer, business professor at Stanford University sums it up, “If you want a return on your investment in people, the first thing you’ve got to do is invest in them. You hire them, train them, and develop them . . .”

(By Ann Clifford, President, Safari Solutions)

Retention Strategy: Training

Recent studies have proven that one way to retain top talent is to constantly bombard employees with training opportunities. The Horn Group, a San Francisco based public relations firm, retains employees by offering them cash that they can spend on any type of training they choose. President Sabrina Horn say employees use the “personal development fund” in a variety of ways: time management seminars, writing courses, and more. It’s probably not a coincidence that The Horn Group once garnered the title of “Best U.S. Employer” from Working Woman Magazine.

(Source: Employee Recruitment & Retention)

Safari Interview Tip

To discover talent that needs to be developed, ask candidates the following questions. "To be more effective in your next role, what training would your last employer suggest we offer you? And, what talents would you like to further develop through additional training?

Safari Success Story

Scott Wharton, President of Wharton Insurance, had success with the “hire for attitude; train for skills” philosophy. Two years ago, Safari Solutions helped Scott hire a part-time administrative assistant to help him keep in touch with his customers. This employee had no insurance experience, yet had all the “right stuff.” Today, this person works full-time, has moved into a sales role, and is delivering outstanding results!

Did You Know

Workers kept up-to-date about important issues by their employers are highly likely to stay on the job, according to 2600 employees surveyed by Mercer Human Resources Consulting. Only 15% of those who enjoy strong workplace communications are thinking of seeking new jobs, compared with 41% of people at tight-lipped organizations.

Safari Quiz

What do employees consider the most important trait for company leaders to possess?

A. Fairness
B. Care and compassion
C. Integrity and ethics
D. Honest
E. Good relationships with employees

See answer below.

Answer to Today's Dos and Don'ts

“Can you ask a candidate why they left their last job?”
Yes, of course you can! Yet, there are always caveats. Be careful if you receive a response like, “I was sick and had to go on short-term disability." No matter how tempted you may be to ask what the illness was all about, prying into this disability issue could expose you to discrimination risks.

(Source: Ann Clifford, President, Safari Solutions)