LinkedIn's Head of Talent Solutions on retaining great employees

LinkedIn's Head of Talent Solutions on retaining great employees

For those in resourcing, retaining top talent is the burning question on everyone’s agenda.

And with almost four out of ten jobseekers turning down their first job offers, it’s incumbent on HR departments and recruiters to curate an employment package that considers employees’ actual needs, or they’ll find themselves on the turnover treadmill, in a vicious cycle of recruiting outgoing talent.

Not only is finding, interviewing and training new employees costly and time intensive, a high churn can be detrimental to remaining employees’ morale, believes Jon Addison, Head of Talent Solutions LinkedIn UK.

Speaking exclusively to HR Grapevine, he argues that the initial recruitment stages can help to identify an appetite for longevity in your business. “At LinkedIn, we recently launched ‘Inside the Mind of Today’s Candidate’ - a global piece of research which sought the views of over 6,500 professionals and 7,700 recent job-switchers across the globe,” he says. “Our research has revealed the top reasons why professionals stay in their companies and why they might start looking for new opportunities.”

Those reasons, complete with solutions, have been listed below…

UK professionals want to feel challenged

“The top reason why British professionals stay with their existing company is access to opportunities to challenge themselves or improve their skills,” Addison explains. “‘Not feeling challenged enough at work’ and ‘wanting a more senior position’ also appear in the top five reasons why professionals look for a new role.

“This means that employers must take a joined-up approach to hiring and retaining talent. It is vital that recruiters use the interview process to understand what it is that a candidate really wants to achieve from a role, as ensuring that there are opportunities for them to meet their ambitions in the company they are matched to will undoubtedly impact their longevity after accepting an offer. As an employer, investing in learning and development that matches up to the skill sets and aspirations of your team will also pay dividends in the long term.”

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