Comments on: Talent acquisition vs talent retention – What’s more important?

By: Vasudeva Murthy R

Vasudeva Murthy R — Wed, 14 Jul 2021 06:21:33 +0000

Creating growth opportunities & actively engaging the high performers (HPs) are of course major contributors for retention.
However, hefty increase in emoluments is also expected by HPs to make staying on attractive, particularly when job changing normally comes easily with 20%+ increase. Such year-on-year increase could take salary levels of these few far too high. Could lead to major disparity with others in the organization. At some stage, we may even realize that new talent would come at far less cost for almost the same value contribution – a stage when a call is due to weigh which makes better business sense.

By: Nataraj

Nataraj — Fri, 09 Jul 2021 04:11:51 +0000

Of late retention is becoming costly and in some cases it is found unreasonable because of the attitude of the employees. They simply compare their salary and benefits with their peers in other companies and expect the same. Changing existing employees is difficult whereas it is easy with the new employees.

By: Dr A Jagan Mohan Reddy

Dr A Jagan Mohan Reddy — Thu, 08 Jul 2021 08:01:02 +0000

Yes Both are important. You require first a compelling vision that smart & talented people will love to be part of it & sacrifice their lives for. That’s all about branding which matters for acquisition. Then to retain them need to give them realistic targets, and get out of their way. Most importantly setting the right environment, where they could explore & experiment, in which to work. I don’t say balance them but strive to integrate them.