3 tips to prevent top talent leaving in 2022

els-van-der-veken-RW

New projects, investments, acquisitions... With organisations quickly recovering from the recession, a war for talent is raging. Especially mid-level and senior finance professionals are hard to recruit. How do you ensure that talent joins your organisation? Offering a higher salary will unfortunately not be enough. Finance professionals currently have a lot of job opportunities and according to Robert Walters latest global salary survey, more than half of employers saw some of their top talent leaving in the past year.

Els Van Der Veken, director at Robert Walters Belgium gives 3 tips to keep employees on board and to attract new talent in 2022.

Tip 1: Be flexible and act fast

According to the latest Robert Walters salary survey, no less than 85% of employers are seriously concerned about the shortage of talent. They indicate that finding people with good knowledge of languages, with the right soft skills and specific technical skills are the main challenges. Els: “Don't let your exact wish list be a reason to reject a candidate. Invest time and money in creating learning & development opportunities and look at the person in front of you: who are they, what drives them, and what do they want to learn? Where do you see potential?

When fighting skills shortages, you can also look beyond our national borders, especially if you notice a lack of technical skills with your applicants. Have you met a suitable candidate? Don't waste too much time on multiple interview rounds." In today's job market, recruitment procedures must be quicker than ever.

Tip 2: Focus on retention

A lack of career development opportunities proved to be the main reason why talent chose to leave their employer in the past year. “It’s important to speak with your current employees, especially in those teams where you’re fighting skills shortages”, says Els. “Set up clear and individual career plans and offer the tools and resources your teams need to be successful. Giving your people the opportunity to develop, to change roles or transfer to another department will keep people loyal to your organisation.

Another advice: spend time on exit interviews. Why does top talent leave your organisation? Are people regularly mentioning the same reasons ? Then investigate what changes you can make.“

Tip 3: Offer a nice place to work

The future office is hybrid, meaning employees can work anywhere. But they can only really socialise at the office. “Organise your office in such a way that work and fun go hand in hand. With room to focus on one side, and room for relaxation and personal connection on the other. Offer team lunches, and think about organizing a darts tournament or a bowling night with the team for example. By combining work and pleasure, you will keep new talent tied to your organisation in the future”, says Els.

Candidates find corporate responsibility increasingly important when choosing their new employer. Work on a sustainability policy and invest in a renewable and environmentally friendly office. “Organising an annual volunteer or charity day gives your staff the opportunity to make a positive impact. Because nowadays, you don't attract talent by just offering a competitive salary”, concludes Els.

Find out more?

Find out more advice on how to keep you employees on board en get free access to the digital Salary Survey

 

Robert Walters, Chief Executive, comments:

“I am very pleased to report a record set of results for the Group with profit before tax increasing by 26% to £28.1m. We grew net fee income across all of the Group’s regions and opened offices in four new countries; Canada, India, the Philippines and Portugal.

“Looking ahead, we remain mindful of the unpredictable geopolitical environment, however, the Group’s global footprint coupled with the range of recruitment services we provide positions us well to maximise opportunities for growth as they arise.”

 

 

Hiring advice  

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Robert Walters, Chief Executive, comments:

“I am very pleased to report a record set of results for the Group with profit before tax increasing by 26% to £28.1m. We grew net fee income across all of the Group’s regions and opened offices in four new countries; Canada, India, the Philippines and Portugal.

“Looking ahead, we remain mindful of the unpredictable geopolitical environment, however, the Group’s global footprint coupled with the range of recruitment services we provide positions us well to maximise opportunities for growth as they arise.”

 

 

Hiring advice  

Read more »
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