1. Recruit talent

a. Know the right sources (e.g. newspaper, online, referral, campus)

  • Should always maintain candidate database

  • Should not look for over-qualified (besides under-qualified, of course) candidates

  • Have backup for important roles. Have the list of potential employee (to be promoted) as well, potential doesn't mean "best performance" but "good performance + be able to perform at higher role"

b. Have the right recruitment process

  • HR is the process owner, not the approval/decision maker

  • Need to ensure transparency and keep the record of the process

2. Retain talent

a. For new-hire

  • New-hire checklist (what to do on the first day, first week, first quarter... )

  • Warm welcome, first impression is very important --> make people feel like they're valued by the company

  • Detailed on-boarding plan with progress follow-up from HR

b. For regular employee

  • Training based on employee strength and weakness, with input by direct manager

  • Corporate training (e.g. business etiquette, effective presentation... ) and functional training

c. C&B

  • Benchmark with other companies in the same field

  • Employee survey

  • Make the total package compelling enough (e.g. if we can't pay very high, need to have training/company brand name as a compensate and vice versa)

  • Ranking/rating. Make sure the process to be transparent and easy to understand for employees (meaning they know how they are rated and what they will get for doing a good job)

  • Fixed schedule for salary payment

d. Exit interview:

  • Need to learn the root-cause (e.g. persuade personal interest is not a root-cause, "low C&B" or "bad manager" is)

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Jamie Larson