How do companies fill their resource requirements and retain staff members?
Companies need to be aware that candidates are not just looking at higher salaries but are also looking for ‘lifestyle’. This means a better working environment, more leave days, compassionate leave, more development and training and profit sharing.
Gone are the days that the silver BMW would be the hook to catch the big fish, top candidates expect great packages, the question is quality of life as well as good earnings.
The only way to fight of poachers is to have a happy workforce, getting the right people in to start off with and developing and investing in them from there on.
Also, mentorship programs are essential in developing junior staff members and creating new opportunities for staff members.
Another talent pool which is presently available is ICT specialists from Zimbabwe. They are able to get work permits with very little trouble due to the current situation in Zimbabwe. These are highly educated specialists who are leaving Zimbabwe on a daily basis and this could be a great pool of talent to source from.
Companies are also aligning themselves with specialist Executive Recruitment companies as candidates do not respond to media adverts and very few top caliber candidates respond to internet advertising. The real talent has to be sourced proactively by recruiters and these candidates are not going to change companies unless there are really attractive packages and opportunities to develop their skills. It is critical to build up long term relationships with these agencies to ensure that they get first option on all the top ICT skills available in the market.
Lastly, there are also campaigns on the go to get the intelligence back to SA by sourcing candidates abroad.