Retain Top Talent
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Retain Top Talent
Hiring top talent is only the start. Now you have to work hard to keep your very best talent. Most companies stink at structured and systematic retention of their top performers. Discover how to prevent turnover and keep your best people.
Curated by Barry Deutsch
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How to Retain Employees: 18 Lessons from 7 Case Studies

How to Retain Employees: 18 Lessons from 7 Case Studies | Retain Top Talent | Scoop.it
Takeaway #1 – Take care to only hire “A” players
Barry Deutsch's insight:

My favorite quote in this article was

Takeaway #1 – Take care to only hire “A” players

So many problems get solved by hiring A players: engagement, retention, lack of law suits, higher productivity, more people on the pareto contribution list, more discretionary effort according to Gallup, and more time for you as a leader in not spending the bulk of your time on problem children - on the deadbeats - on playing adult day care way too often.

 

However, most companies are unwilling to invest in the time it takes to hire A players through spending more time defining success before hiring, scrubbing the bushes and just accepting anyone who shows up on your doorstep as the candidate pool, and having a rigorous process to vet, validate, and verify the truth with candidates.

 

Why do we accept hiring average, mediocre, minimally qualified candidates - and then get mad when it happens? Wouldn't it work better if we just FIXED the process?

 

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Hiring Mistake #1: Your Job Description is Worthless

Hiring Mistake #1: Your Job Description is Worthless | Retain Top Talent | Scoop.it
In my last post, I mentioned that I would take the Study we did within the Vistage/TEC CEO and Senior Executive Community on Hiring Failure before we
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One of the worst elements of the hiring process is the traditional and tribal reliance on job descriptions. They are worthless useless as a predictor and management tool for performance - as they are typically used in most organizations. There must be a better way!

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(8) Hiring Frustration: What Am I Measuring? | LinkedIn

(8) Hiring Frustration: What Am I Measuring? | LinkedIn | Retain Top Talent | Scoop.it

"Most Job Descriptions are worthless as a tool for predicting future performance"

Barry Deutsch's insight:

Why do you still use job descriptions as the core document in defining work? It does not define outcomes, deliverables, expectations, performance, results, KPIs and metrics. It has a unfurling roll of irrelevant lists of experiences, education, skills, and knowledge. The traditional job description doesn't come close to describing how someone would apply all these items in the context of their role.

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Victimized by The Top Ten Hiring Mistakes?

Victimized by The Top Ten Hiring Mistakes? | Retain Top Talent | Scoop.it
Over the past 25 plus years, my partner, Brad Remillard, and I have researched why hiring mistakes and errors occur. Between us we’ve conducted over
Barry Deutsch's insight:

How many times do you find yourself and your fellow executives making the same hiring mistakes over and over again? Is this not the best example of insanity by something again and again - hoping that it will finally work? Fix your hiring mistakes and errors now - boost your hiring success well above the standard of a 50/50 batting average.

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