Alexis Rached

Be realistic about what is available and what is not, try to adapt and make sure you are ready to attract the prized talents depending on what the current conditions are. Although, I do think that evaluation of market conditions can be costly and/or time consuming and I think it best serves large organisations with considerable recruitment needs.

When looking at talent mapping and overall supply. I like to us the Must have and Nice to have criteria to try and define who are the top 10% candidates and make sure we primarily target those. Identify organisations that are likely to foster the skillsets and experiences that you are looking for.

I am glad the article is starting with this section. Defining accurately your need is the most important part, as all efforts that follow after that are highly impacted by it. Now a days, you have businesses who need the likes of molecular scientists, ML/AI experts and full stack engineers, not forgetting about your G&A, which sometimes also need specific industry experiences. Then research, analyse, proof test, constantly monitor and update.

Yes! To the conclusion of my contribution here above, having people feel listened to and not just heard is a super power to companies. Asking feedback shows that you care about them and their wellbeing and implementing the (reasonable)changes confirms to them that it matters to you. This will have a direct (and tremendous impact) on productivity, employee retention and your employee will do a great job at naturally enhancing your employer brand image and reputation.

Some of the key benefits in my opinion are: - Hybrid & flexible working (but it is not seen as a benefit anymore perhaps, more of a given for jobs that permits) - Equity (whether RSUs or Options) - Pension/Retirement Plans (401K) - Learning & Dev allowance (with extra days off for exams etc...) - Carer support (of they are the carer of someone, give them extra time off to do so, family and loved ones almost always come first) This said, I have seen extremely talented people, with or without decades of expertise in their fields, take on a job where they only have a base and PTOs almost). Lastly, ask your employees what they want and more importantly, implement the reasonable changes.

Testimonials and generally speaking, having others doing the showcasing of your success stories is the most effective way to gain people's trust and interest. If you do too much through direct company endeavours, it may be seen as excessively promotional. If you do well and treat people well, the success will speak for itself and employees will organically and proactively be spokespersons of the company and its success. But if you shine, make sure the people from afar still see it, very much ok to proactively showcase regularly via (social) media and other means.