How the Top 100 attract and retain talent

How the Top 100 attract and retain talent

05 July 2017 by Justin Rush

How the Top 100 attract and retain talent

Justin Rush, Director at Abacus Talent Group, offers an overview of how NI’s Top 100 firms attract and retain talent.

In order for those aspiring to join the NI Top 100 at some time in the (hopefully, not too distant) future, Justin has spent some time investigating what these leading businesses do in order to attract and retain the best people.  We all know that strong businesses are built by great people, maybe we can all learn a thing or two from Justin’s findings.

Start with a vision

Leading businesses state where they are going to, they will, of course, highlight successes and milestones to date, but they don’t rattle on too much.  They are ‘future focused’ and illustrate genuine passion and emotion in their communications.  This attitude is highly attractive to top talent.

Workforce diversity is a reality

Workforce diversity is a reality in the Top 100.  Leading companies walk the walk and not just talk the talk.  Those that have appointed groups from varied ethnicities and regardless of disability, orientation, age or sex are excelling ahead of their peers.

Recruitment is hugely transparent

Outlining basics like timescales, specifications and company information is now run-of-the-mill.  Pushing promotional ‘A Day in the Life’ videos that illustrate the experience that recent joiners have had through social media channels, that is more the style of the Top 100.

Adaptive Work Practices

Adaptive work practices are promoted in the best businesses.  Flexibility is a discussion for all, work can be full-time, part-time, flexi-time, from home or from the office.  What is constant is quality and delivery.  The Top 100 well know that turning away the best people because they are not available 9 to 5 is short-sighted.

Community Engagement

Community Engagement thrives in the Top 100.  Where they are tacking youth unemployment via apprenticeships, social exclusion through partnerships or children’s reading initiatives with volunteering, some of the examples of time and effort invested by these businesses is incredible.  No one wants to work for a faceless corporation, rather a business with a soul.

Quality is not a Department

Quality is not a department for these businesses.  Standards are high, don’t waver and tend to increase.  Where it is ISO, IIP (Bronze, Silver or Gold), Industry Awards or Accreditation, they all evidence a business focused towards its stakeholders.  High standards say a lot about a business, top talent gravitates toward these businesses because they reflect their common perspective.

Finally, it is also worth mentioning that the Executives in the Top 100 companies that Justin has spoken to are all willing to share their experiences with other business people that are commencing these initiatives.  You have support available that you perhaps do not appreciate.

Justin Rush is a career recruiter and Director at Abacus Talent Group.  He can be contacted on [email protected]


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