Even in job market that seems to favor employers, managers still need to stay alert, strategize, and compete aggressively for access to top talent. The line of applicants for your open positions may wind all the way down the street, to but attract and retain the best matches, it’s still necessary (and will always be necessary) to make sure your workplace brand is appealing and your perks and compensation can outpace the offerings of your competitors.

In addition to comprehensive health insurance and annual bonuses, the most talented employees in your applicant pool will be looking for employers who can support their long term ambitions and help them grow, both personally and professionally. Can you provide what your top candidates are looking for?

Focus On Personal Development

Have an answer ready when an excellent candidate asks about the growth opportunities your company has to offer. Your applicant will want to know what channels are available for advancement, but she’ll also want to know how your workplace can take her where she needs to go. Your answer should address three specific areas of professional development: mentoring, training, and educational support.

Mentoring

It’s always wise to encourage employees to take on, and to become, unofficial mentors. But it’s a better idea to sponsor and structure an official mentoring program in which seasoned employees are actively paired with newer recruits and provided with mentor training and formal guidance that can help them maintain and navigate this relationship.  Don’t just let new employees find and reach out to mentors on their own. Start them off during the first year with an assigned or suggested partner who can help them advance in their areas of interest.

Training

Invest in coaching and professional development seminars for your employees, and choose programs with a scope that extends beyond their areas of professional focus. Consider offering broad seminars on public speaking, non-verbal communication, risk management, basic marketing, or business development.

Continuing Education

Try not to make your employees come to you with requests for educational support. Have an established program in place that provides tuition reimbursement for accredited courses at 20, 50 or 100 percent based on grades and content relevance. Don’t require your managers and employees to hammer out new agreements from the ground up every time employees wish to pursue educational advancement that might benefit company growth.

For more details and guidance on implementing personal development programs in your workplace, reach out to the Texas staffing and business management pros at Expert. Our teams have the tools and experience you need to help your company hire, coach, and retain the best available talent.