No company is immune from the dangers of employee turnover. But what if I told you that there was a way to win back some of the investment in former employees?
While I believe that each of us can easily remember a former employee we loved leaving the company, it may not be easy to remember a good employee who ran away from us. You can also visit www.ldpconnect.com/meetings/ for early talent development webinars.
1. Make a Talent Management Strategy: To maintain a competitive benefit, HR can no longer be a reactionary, passive, and focused department.
The “real” HR assembly will have a strong hand in developing leadership, team building, training, and optimizing culture.
2. Take benefits of exit interviews: Most exit interviews are scheduled with some strategic purpose and are nothing more than a formality that must be observed when closing files.
Usually, when HR departments are looking for something, they try to reduce potential future liabilities.
But what about future opportunities? HR should look for specific talents, qualities, skills, and leadership qualities in order to properly identify files as potential sources of information when filling open positions in the future.
3. Convert closed HR files into the active database: As mentioned in number two above, career history, personal profile and contact details should be entered into the alumni database, which can be kept up-to-date and look for specific variables.
4. Make an alumni website: To keep up with the alumni database, you need to make an alumni website where former employees can find information and communicate with the company.
Consider alumni webinars or blogs to create a broader base for communicating with your former employees.