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Is Your Talent Management Policy Right for Today's Changing Workforce?

During an unsuccessful job interview many years ago, an up-and-coming CEO told me that their Talent Acquisition strategy hinged upon hiring the best talent from the most competitive University programs. He asked me "what would I do to attract that talent to his company?" My answer was straightforward - with an easily identifiable talent pool, the task would be to determine what would excite each of the candidates. The next step would be to highlight the correlating job attributes in all communications and throughout the interview process, making personalization a priority. He did not agree with me; his answer was "money." He ignored the fact that another company can lure that candidate away with more money if the employee's needs are not being met. While salary might be the deciding factor for some candidates, it is not necessarily the tipping point for everyone - especially now that the Millennials are joining the workforce. It is important to know what your employees want.

The workforce is changing, and with it, people's expectations of their employer are changing. Growth and opportunity are frequently considered some of the top decision makers for young professionals in their job search. Seventy-seven percent of the new college graduates surveyed by Accenture1 expected their employer to provide training, which means an investment of time and capital in their professional development.

If you are working with a Relocation company that does not stress the importance of being an integral part of your Talent Management strategy, you should ask yourself if that company is a strategic partner - or merely a vendor. In this rapidly changing and demanding human resources environment, it is essential to work with a Relocation company that has the proven experience and expertise to serve as a true strategic partner.