Bob GatelyRead the "10 Steps to increase employee retention and productivity" at http://tinyurl.com/9t6jh
Most hiring managers don't know what it is the authors of "First break all the rules.." mean when they say hire for talent.
Here is an example from the software industry that shows how hiring for talent can change the way HR hires employees.
Sonja, the HR manager of a software development company, hired for talent for over two years and then stopped for two years because the two owners said they could do a better job of selecting successful Technical Support Analysts (TSA) than Sonja. TSAs go to the customers' work place and identify the programming errors and then reprogram the software. The two owners felt too restricted by the talent selection process we provided to Sonja.
After two years of doing it themselves they went to Sonja's office and told her "Start using your talent idenfication process again since you are much more successful at hiring good TSAs than we are." The owners could not duplicate her success. Sonja took a risk when she first tried the talent idenfication process.
From United States, Chelsea
Attrition is one of the challenges faced by the HRs all over the globe especially in the IT/ITES and BPOs. They are now turning to 'Precaution is better than cure' techniques. A lot of benefits are now offered where the employee is made to feel that he belongs to the organisation and it is the best place he can work.
Get more details of it on:
These are practical techniques and what has been tested and proven. Let me know if this was helpful to you.
From India, Bangalore
ColReducing attrition is easy.
All you need to do is:
1) Recruit the right people in the first place (as Bob points out above)
2) Get them on board safely
3) Understand what your employees value
4) Provide it
Of course you also need to know why your employees leave, and why they stay.
Throwing additional benefits at employees without knowing what they really value is just throwing money down the drain
From United Kingdom, London