HR Strategies for Finding--and Keeping--IT Talent
Transforming Banks for a Digital Future: The Winners, The Losers, and the Strategies to Beat the Odds
Today, young IT pros aren’t checking job boards and submitting resumes. They’re hanging out at social media sites, waiting for employers to find them.
Just as important, if not more important, than attracting great talent is keeping it.
“What retains people more than anything else,” says Experis’ Barker, “is whether the work is challenging and stimulating, and whether it is building the talent’s resume. You can pay well, but if the company isn’t progressive, if it’s not doing the latest cool projects, your people will be easily lured elsewhere, regardless how good the salary is.”
And don’t forget:
· Meaningful, useful, helpful reviews
· Company culture and community match
· Leaders that care, serve and are forthright
· Fair compensation including total rewards, not just salary
· Opportunity to make a difference at work and in the community through work.
“Most of all, treating people with respect is universally appreciated,” says Starbucks’ Hendrickson. “That’s the most important thing you can do after you’ve convinced somebody to join your company.”
About the Author
Paul Hyman is a freelance technology writer and editor. He was an editor-in-chief at CMP Publications (now United Business Media) and currently reports for such publications as Communications of the ACM, IHS’ Electronics360, and CRM Magazine. See an archive of some of his stories.
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