 Greetings!
Many of you have called for advice on how to structure offer letters and relocation packages to attract and recruit top talent. This is a good sign that businesses are no longer retrenching and are positioning for growth in 2012. Relocation benefits can make or break your ability to attract key people needed to grow your company. You don't have to offer the sun and the moon to make it work but you do need to know how to assess their needs and evaluate the potential costs if you want to successfully negotiate benefits that are a win-win for both of you. Make NRI part of your recruitment team to develop winning strategies!
Susan |
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Relocation and Talent Management
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Talent Management is the art of attracting, selecting, training, developing and promoting employees. Managers who are successful at developing talent in-house ensure their employees have the tools and resources to perform well, are appropriately compensated and have opportunities to transition into leadership roles. Internally developed leaders are very valuable because over time they develop core competencies and important company values.
Communication between managers and employees is very important, specifically about the skills and knowledge that align with company goals. By communicating what senior leaders see as important future human capital needs, employees are more engaged and see a greater opportunity to invest in their own development. Development that may mean accepting an opportunity which requires a relocation. Whether you are recruiting a crucial employee or transitioning an internal employee who is an integral part of your organization, your relocation program has an important impact on your talent management strategy. Competitive relocation programs can be the impetus for attracting valuable candidates and the tool to facilitate the movement of key internal employees. Well thought out relocation benefits can be comprehensive and flexible at the same time.
In today's economy, the risk of choosing the right candidate for transition can be high and the margin for error very low. A transitional employee can face career, family and financial challenges. The employer needs the right people to fill critical positions. To achieve success, the decision must balance the right person, the right time and the right location. If not, the company risks a lack of employee engagement and productivity, and the critical loss of key talent.
Offering the right relocation package, sometimes with components customized to meet your key employees needs will facilitate a smoother transition and help you retain your critical talent. Need to work on your policy as a integral part of your talent management strategy, contact NRI! Or call us at (800) 598-8887. |
Are you Pushing or Pulling your People?
"Good leaders make people feel that they're at the very heart of things, not at the periphery. Everyone feels that he or she makes a difference to the success of the organization. When that happens people feel centered and that gives their work meaning." -Warren G. Bennis
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