The new challenges of Attracting and retaining talent

published on 03 July 2023

According to the 2022 Deloitte Global Outsourcing Survey, a surprising 56% of executives do not feel their organizations have the right mechanisms in place to retain employees effectively. With the world becoming a global talent pool, and with the rise of remote work, retaining top talent has become increasingly complex and presents a unique set of challenges.

#1  Losing Control Over the Multi-Agency and Multi-Platform Model

In the current digital age, the hiring process is no longer confined to a single agency or platform. Organizations often engage multiple recruiters to fill the same role. However, this scattergun approach often results in a lack of coordination, with the same candidate being approached multiple times by different recruiters for the same position.

Our experience shows that job seekers reported they have been approached by different recruiters for the same job, leading to confusion and a negative hiring experience. This can not only damage the reputation of the company but also the recruiters involved, causing an overall decline in the effectiveness of the hiring process.

The key takeaway? Greater emphasis must be placed on efficient and coordinated hiring practices to prevent a talent retention crisis. Using a centralized talent management system can reduce duplicate outreach, improve candidate experience, and ultimately lead to better talent retention.

#2 The Pitfalls of In-Site Hiring Only

The talent exodus of 2020-2021, known as the 'Great Resignation', led to misconceptions about the work ethic of the new generation of professionals. However, this shift is more indicative of changing work expectations, with an emphasis on better work-life balance.

The allure of the tech industry's flexible work models has diverted many young talents away from traditional sectors like accounting and finance. Rather than questioning this trend, it's imperative for these sectors to adapt their work structures. Today's workforce seeks innovation and flexibility – elements that, when incorporated, can attract and retain top talent effectively.

#3 Mismatched expectations 

One common issue organizations face in the hiring process is mismatched expectations. Hiring for a specific role or promising certain benefits, and then not delivering on those promises, can lead to a significant loss in trust and a tarnished company reputation.

According to a 2019 survey by Glassdoor, 61% of employees believe they were misled about a job during the interviewing process. This disconnect between expectation and reality can lead to increased turnover rates and difficulty in attracting new talent. To improve talent retention, companies must ensure transparency in the hiring process, clearly communicate job responsibilities, and deliver on their promises.

#4 The Excessive Dependence on Automated Recruitment Software

Automated recruitment software has become a popular tool in the hiring process, offering benefits such as increased efficiency and reduced hiring time. However, over-reliance on these tools can lead to missed opportunities and potential talent slipping through the cracks.

Most resumes are never seen by human eyes due to over-reliance on automated systems. While these systems can streamline the process, they may inadvertently exclude viable candidates due to a lack of understanding of nuance and context.

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#5 The Consequences of Not Getting Back to Good Candidates Quickly Enough

A common pitfall in the hiring process is not getting back to good candidates quickly enough. According to the 2022 iCIMS Talent Expectation Survey, 64% of job applicants who didn’t hear back from a potential employer after an interview reported a negative impact on their decision to accept a job offer. This slow response can lead to a loss of good candidates to competitors and can negatively impact an organization's reputation.

The challenge of attracting and retaining top talent in today's digital age requires innovative and effective strategies. By addressing these challenges head-on, companies can enhance their talent acquisition process, improve their reputation, and ultimately improve their overall business success.

The Rising Importance of Offshore Talent Hunt

The global market today has made it possible for companies to look beyond their local confines and tap into the global talent pool. Offshore talent hunting has become a critical strategy for companies to attract top-notch professionals and diversify their workforce.

However, managing and integrating offshore talent presents its own challenges, such as cultural differences, language barriers, and time zone differences. To tackle this, companies should invest in cultural sensitivity training and robust communication tools, ensuring smooth interaction with offshore talent. This will not only improve the overall work environment but also help in retaining the recruited talent.

The Imperative of Offshore Talent Retention

Just as the offshore talent hunt is important, so too is offshore talent retention. A survey by the Society for Human Resource Management in 2022 found that the average cost of losing an employee is estimated to be up to twice the employee's annual salary. Therefore, losing offshore talent after investing resources in their recruitment can be a significant financial blow.

To retain offshore talent, companies need to offer competitive compensation, provide clear communication channels, ensure their well-being, and acknowledge their work. These measures can significantly increase job satisfaction, reduce turnover, and lead to a more productive and dedicated workforce.

The Shift Towards More Personalized Hiring Strategies

In the face of these challenges, there's an evident need to make the hiring process more personalized. Automated recruitment tools and multiple recruitment agencies can depersonalize the process, leading to dissatisfaction among potential hires.

Job seekers prefer a more personalized job application process. Personalizing the hiring process by offering direct communication, feedback, and acknowledgment can greatly enhance the candidate experience and increase the chances of retaining top talent.

The Future of Talent Attraction and Retention

Companies need to re-evaluate their hiring strategies, improve their communication, deliver on their promises, and provide a more personalized hiring experience. The use of modern recruitment software can help streamline the process but should be coupled with human insight to avoid losing out on potential talent.

The future of talent attraction and retention lies in the ability of organizations to adapt to these new challenges, keeping employee satisfaction at the forefront of their efforts. In the end, a company's success will be determined by its ability to attract and retain top talent in an increasingly competitive global market.

In conclusion, the challenge of attracting and retaining talent in the current business landscape requires a careful blend of technology, personalized approaches, and strategic planning. Companies that prioritize these will emerge successful in maintaining a motivated, satisfied, and high-performing workforce.

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Kevin Mitchell, CPA

Senior Manager and CPA with over 20 years of experience in accounting and financial services, specializing in risk management and regulatory compliance. Skilled in managing audits and leading teams to deliver exceptional services. Proud father of two.

  🔗 Kevin Mitchell | LinkedIn

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