Drew Spicer’s Post

🌟 Exciting Talent Engagement Idea Alert! 🌟 🚀 As we navigate the ever-evolving landscape of talent engagement, it's crucial to innovate and adapt. 💡 Here's an idea to energize your approach: 🎯 Host "Career Insight Sessions": Invite industry leaders, both internal and external, to share their career journeys, insights, and tips. 🌟 This not only provides valuable knowledge but also fosters networking opportunities and inspiration. 🌐 By offering a platform for professionals to connect, learn, and grow, we can cultivate a culture of continuous development and engagement. Let's empower our talent to thrive! 💪 #TalentEngagement #CareerDevelopment #Innovation #Networking What do you think? How do you engage your talent? Share your thoughts below! 👇 Let's spark a conversation and inspire each other! ✨

Something I've come to realize the last couple of years is just how valuable it is to pour into junior internal talent. It's easy to think that these people are just filling a specific role and that we need to bring in external talent for key skill sets as we scale… But I’ve come to disagree with that notion. Our investment in training and developing our junior staff has led to internal promotions of proven people who already live out our culture and have mastered our processes. Another plus: they already know their teammates in a way that we could never get from outsiders. Of course, we've made some great external hires, but keeping our bread-and-butter internal promotions has been a really good decision.

How do world class companies retain talent? At P&G, new hires are given a structured career roadmap that sends them through five different roles in their first 10 years at the company. They move across brands, business, geographics — gaining loads of experience along the way. This sort of commitment to developing employees from day one has led to P&G producing more than 99% of its senior leaders from within its own internal talent marketplace. Most smaller companies can’t put everyone through a 10 year rotation but a commitment to developing talent internally will result in less time and expense recruiting outside talent.

How do world class companies retain talent? At P&G, new hires are given a structured career roadmap that sends them through five different roles in their first 10 years at the company. They move across brands, business, geographics — gaining loads of experience along the way. This sort of commitment to developing employees from day one has led to P&G producing more than 99% of its senior leaders from within its own internal talent marketplace. Most smaller companies can’t put everyone through a 10 year rotation but a commitment to developing talent internally will result in less time and expense recruiting outside talent.

🔊 Save the Date! 🔊 On November 19th at 11 AM EST, join Jessica Steed Brown, BBA, MIRHR and I for a LinkedIn Live session that’s all about creating a culture that attracts and keeps top talent. 🌟 In a competitive job market, culture can be your biggest asset—or your greatest challenge. In this 45-minute session, we’ll dive into: ✅ Attracting Talent Through Culture: How to build a magnetic culture that stands out to high-quality candidates. ✅ Reducing Turnover with Alignment: Discover the impact of aligned values in boosting retention and engagement. ✅ Practical Tips for Growth-Ready Culture: From attraction to retention, learn how to make culture work for you, not against you. With over 70% of job seekers saying that culture matters when choosing where to work, this is your opportunity to reframe culture as a powerful tool for growth. 📈 🗓️ When? November 19th at 11:00 AM EST 📍 Where? Live on LinkedIn! Mark your calendar, bring your questions, and let’s build a culture that’s as intentional as your business strategy. 💼 Link to register is in the comments below:)

Alena and I are continuing the conversation on November 19th! We're passionately exploring the topic of culture, this time talking specifically about how culture can help (or hinder!) your ability to attract and keep the right talent for your organization. Interested? Register to attend live or get the recording.

How to Attract and Retain Top Talent: Recognize the Value of Talent: Superior talent can be up to eight times more productive than average performers. High-performing individuals contribute significantly to an organization’s success. Create an Appealing Culture and Environment: Employer brand matters. Craft a positive perception of your company and its values. Culture plays a pivotal role in attracting and retaining talent. Foster an environment that appeals to top performers. Opportunity Loop: Implement an Opportunity Loop to attract and retain talent. This cycle consists of three steps: Analyse, Test, Listen… Repeat. Continuously assess and adapt your approach. Learning Programs: Showcase how your company’s culture and learning programs align with employees’ professional aspirations. Provide growth opportunities, accelerate development, and transform careers. Employees who believe they can achieve their goals within your organization are more likely to stay. Individualized Development: Conduct one-on-one meetings with direct reports to understand their growth aspirations. Identify on-the-job learning opportunities tailored to their needs. #toptalent #attract #retain

How to Attract and Retain Top Talent: Recognize the Value of Talent: Superior talent can be up to eight times more productive than average performers. High-performing individuals contribute significantly to an organization’s success. Create an Appealing Culture and Environment: Employer brand matters. Craft a positive perception of your company and its values. Culture plays a pivotal role in attracting and retaining talent. Foster an environment that appeals to top performers. Opportunity Loop: Implement an Opportunity Loop to attract and retain talent. This cycle consists of three steps: Analyse, Test, Listen… Repeat. Continuously assess and adapt your approach. Learning Programs: Showcase how your company’s culture and learning programs align with employees’ professional aspirations. Provide growth opportunities, accelerate development, and transform careers. Employees who believe they can achieve their goals within your organization are more likely to stay. Individualized Development: Conduct one-on-one meetings with direct reports to understand their growth aspirations. Identify on-the-job learning opportunities tailored to their needs. #toptalent #attract #retain