Here's how you can attract and retain top talent in your organization as an executive.

From my experience starting BetXTech (IOM) LTD, a boutique B2B sports betting, betting exchange, and casino payment software company back in 2005, in order to attract and retain top talent (technical architects, software developers, and PMs) I made sure that projects and solutions we were developing were: 1. Innovative, and 2. Technically Challenging. Along with this, I made sure my team was paid Top Dollar so they didn't have to look for another job. Paying top talent above market rates shows you value them.

1. Build a strong employer brand 2. Competitive compensation and benefits 3. Incentivize referrals 4. Embrace diversity and inclusion 5. Offer ample opportunities for learning and development. 6. Develop programs that attract young talent early in their careers. 7. Cultivate a supportive and respectful work culture. 8. Acknowledge and reward employees’ hard work and achievements. 9. Invest in ongoing training and professional development. 10. Keep communication open, honest, and two-way. 11. Be open to new ways of working and adapt to employees’ needs.

Retaining Talent through Growth Opportunities is the top most I see from my experience of running enterprises. By embedding growth opportunities into the fabric of your organizational culture, you can attract ambitious candidates looking for a place to develop their careers and retain top talent by providing them with continuous learning and advancement possibilities. The responsibilities that we give out are most important. This approach not only enhances individual employee satisfaction and loyalty but also strengthens the overall capability and competitiveness of your organization.

Attract and retain top talent as an executive by offering competitive compensation packages and benefits. Create a positive work environment with opportunities for career growth and professional development. Foster a culture of transparency, open communication, and inclusivity. Provide meaningful recognition and rewards for achievements. Implement flexible work arrangements and promote work-life balance. Continuously solicit feedback and engage employees in decision-making processes to ensure their voices are heard and valued.

What I've found beneficial, is providing a true work life balance with flexible hours and development opportunities. Most of the people I've spoken to recently are wanting to learn AI and stay ahead of the changes to the their industry. By supporting their learning journey, you invest in their growth.

Market-Competitive Salaries: Regularly benchmark your salary packages against industry standards to ensure they remain competitive. 💰 Comprehensive Benefits: Offer a robust benefits package, including health insurance, retirement plans, and wellness programs. 🏥 Performance Bonuses: Implement performance-based incentives and bonuses to reward exceptional work. 🏆

In 2018, we conducted a thorough benchmarking process to ensure our pay scales were competitive with other tech startups in the healthcare sector. We used salary surveys and industry reports to set our scales. This approach helped us attract top talent who were not just looking for a job but a place where they were valued financially as much as they were for their skills. This transparency about compensation has been crucial in negotiating with potential hires and maintaining a satisfied workforce.

1.Market competitive salaries are the one to stop searching for new opportunities for an employee. 2. Office dynamics to be stopped for peace of mind in doing work. 3. Work life balance for employees. 4. New opportunities and Role rotation is to be offered to retain best talent inhouse. 5. Basic amenities like transportation to work place , Food are required to give employees working at best in office.

It is important to pay a competitive wage, but I will also add that those who are solely focused on compensation may not be the right fit for every organization.

We, people, want to be part of something. What I really believe makes a difference in that "something" is to be engaged in a company that truly works to make a difference and people feel their effort has an impact. Mixing that, with a culture of talent density (talented people like to work with other talented people) and constant feedback so everybody can grow and become better is a good combo. And if you add fun people that like to hang out, do sports or any activities together, you can build a culture and place where people would want to be a part of.

I love the word magnetic. People should be drawn to your organization. Actions speak louder than any words. Organizations should lean into what a culture feels like to others entering in. Everything and I do mean everything should model what one stands for regarding values and culture. If an organization says they empower others and wants team members to speak up in the decision making then they must create a collaborative culture. We should not support silent culture. There is a joyful noise when everyone feels like what they have to say is of equal value. They tend to speak up more and creativity is sparked. So, if one is invited to the room or table per see they should be able to eat too. #careersnotjobs #loveyourwork

Changes in the workforce composition with intergenerational diversity has brought in a space for a greater emphasis on flexibility, autonomy and ensuring boundaries at work place which bolster work-life balance. The employees of today, value their humanity outside the work and any organisation which pleases and aids to the human in an employee is sure to get a competitive edge in terms of culture.

Use social media, company websites, and other platforms to highlight your organization's culture, achievements, and employee experiences. 📸

Aligning Mission and Vision Ensure that your organization’s mission and vision are clear and compelling. Employees are more likely to stay if they feel connected to the company’s purpose and values. Especially top talent, they generally are looking to make an impact on top of working for a great organization.

By 2019, we enhanced our benefits package to go beyond the basics. We introduced flexible working hours, remote work options, and mental health days. We also added a comprehensive health insurance plan that covered not just our employees but their families too. These benefits reflected our commitment to the well-being of our team, making our company a highly desirable place to work.

This year, I expanded the benefits offering at Mitlin Financial Inc. By moving to JustWorks, I was able to offload some work from my plate AND add benefits for our internal stakeholders; this was truly a win/win.

Adopt Modern Tools: Use the latest tools and technologies to streamline work processes and enhance productivity. 💻 Encourage Innovation: Create an environment where employees feel comfortable proposing new ideas and taking calculated risks. 💡

From the outset, we involved our team in innovative projects that pushed the boundaries of digital health. Working on groundbreaking projects that have the potential to revolutionize aspects of healthcare has been a significant draw. Our team members feel they are making a real difference, which boosts job satisfaction and aids in retention.

Celebrating wins and hitting benchmarks should be incorporated into how you run the business. At Mitlin Financial, our goals are quarterly as we are celebrating WINS as a team!

Acknowledging and celebrating successes has been a cornerstone of our team management. Whether it’s a small win or a major breakthrough, we take the time to celebrate. This recognition has helped in building a sense of accomplishment and belonging among team members. Annual awards, shout-outs in meetings, and even written acknowledgments in newsletters are some ways we have fostered a culture of appreciation.

Effective Recruitment methods Talent Pipeline: Build a talent pipeline by networking at industry events, hosting job fairs, and leveraging platforms like LinkedIn. Job Descriptions: Write clear, detailed, and appealing job descriptions that highlight the role’s responsibilities, required skills, and growth opportunities. Diverse Sourcing: Use diverse sourcing channels to reach a broad range of candidates. Partner with universities, industry associations, and diversity-focused organizations. And top of all, Brand your company & founders !!

Transparency: Maintain open and transparent communication channels within the organization. 🔍 Regular Updates: Keep employees informed about company performance, changes, and future plans through regular updates and meetings. 🗞️

Acredito que os dois elementos mais importantes são cultura e comunicação. Cultura porque você deixa claro quais são os comportamentos que a empresa valoriza e o que precisa ser feito para ser promovido. Ter uma cultura clara ajuda tanto a manter pessoas alinhadas como afastar as desalinhadas, afinal não queremos manter próximo qualquer um, apenas aquelas que são alinhados aos nossos valores. Após deixar claro os valores, é preciso comunicar isso muito bem, afinal, como vai atrair talentos se eles não forem impactatos pelos atrativos que sua empresa tem?

Adapting to the needs of a changing workforce is crucial. As we moved into the 2020s, we noticed a shift in what professionals valued, such as work-life balance and corporate responsibility. Staying ahead of these trends and continuously evolving our strategies to meet these expectations is vital. Listening to employee feedback, staying informed about industry trends, and being willing to implement changes based on these insights are essential practices for maintaining an attractive and nurturing workplace.