Recruitment doesn’t stop after a new hire’s first day on the job. Employers need to continually nurture employees so that top recruits stay loyal and engaged. This especially pertains to Black, Latino, Asian, American Indian, female and LGBT staffers and employees with disabilities who can feel ostracized or as if they “don’t fit in.”
Data from The DiversityInc Top 50 Companies for Diversity shows that those with the best retention rates keep a heavy focus on talent development and promotion. But how can you best leverage your current resources to attract, retain and promote the best talent from all groups?
Best Practices: Talent Development reveals the common top five strategies, which include the effective use of employee-resource groups, cross-cultural mentoring and compensation reviews.
Among the best practices, readers will learn:
- Why resource groups help employees “fit in” and why your CEO should actively be meeting with these groups
- Which employees need a formal on-boarding program
- How mentoring with a cross-cultural component can affect an individual’s success and performance
- How compensation factors into engagement and overall satisfaction
- Why you should measure your success with definitive metrics
For more best practices on talent development and retention, read Mentoring Roundtable: How Mentoring Improves Retention, Engagement & Promotions.