Methods Used by Organization to Attract Talent Essay

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EMPLOYEE ENGAGEMENT AND RETENTION Employee Engagement and RetentionTalent AcquisitionTalent acquisition refers to the process or strategy used by an organization for recruitment that focuses on attracting, finding, hiring, growing, and retaining top talents in the organization (Jose, 2019). The best talent acquisition strategies will ensure the organization finds the best talents to fit the current and future roles of the organization. Aligning the organization’s goals to talent acquisition. Considering how the organization will expand or grow in the next one to five years can determine the current and future needs for talents. Talent acquisition focuses on the organization’s long-term goals and should be aligned with the organization’s goals for success. For example, if the company plans to create a new software product in the next year, then HR efforts should focus on attracting talented software coders and developers. The second strategy should be data and marketing to create better acquisition materials. Organizations rely on data to determine their marketing campaigns. The same should be done for talent acquisition. According to Sergio and Rylova (2018) an organization can use data to determine if its talent acquisition efforts are working and improve its processes. Certain questions might be deterring candidates, or even having a time-consuming application process could be discouraging potential talents. Therefore, the organization can establish better and simpler methods for attracting top talents with data analytics. Also, the career pages will be more attractive and appealing to qualified people. Lastly, focus on better employer branding. Potential employees will compare companies and choose the one with better values, work-life balance, and culture. An organization that cultivates a unique employer brand will attract the best talent (Jose, 2019). In the same way, customers pick a product based on the values and brand created by the company, so do potential employees.Employee Engagement and RetentionEmployee engagement is an employee’s emotional commitment to the organization and its goals (Sergio & Rylova, 2018). Employee retention refers to an organization’s ability to prevent employee turnover. The key employee engagement and retention strategies are work-life balance, employee recognition, and training and development.

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Work-life balance assists in reducing stress and preventing burnout in the workplace. Employees want to have a life outside work where they can relax and focus on other things that are not work-related. An organization can offer paid parental and caregiver leave to assist employees in managing their work and life demands without stress. Employee recognition does not refer to the annual employee review.…

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…like buying food, clothing, and a home. Benefits refer to the indirect and non-wage programs offered to employees providing security for employees and their families. Such benefits include medical insurance, house allowance, travel allowance, 401k plan, and dental insurance. These benefits ensure employees are not worried about spending their salary on things like medical and retirement and can focus on work, supporting the organization’s goals. If an employee is worried about their health and their family, they will spend less time focusing on work, reducing their productivity and performance. Wellbeing refers to the accommodation made by the employer to support the needs of the employee as they perform their work. They include diversity, remote work, flexible schedules, and employee assistance programs. Holistic wellbeing motivates employees to work, and it supports the organization’s goals in that performance increases. Recognition acknowledges employees who have performed over and above the employer’s expectations. Recognition motivates the employee and other employees to perform better so they can also be recognized. Development is the investment by the employer in the employees by promoting the learning and development of employees. Investing in programs that hone the skills and competencies of the employees for the sake of short and long-term careers increases employees’ productivity….....

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