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Chika Uwazie: Notice a High Turnover Rate in Your Organisation? Here Are 3 Tips for Attracting Top Talent



Chika UwazieEmployers know that attracting, hiring and retaining top talent is crucial to the success of any business. In addition to that, employee turnover can adversely affect a business by reducing employee morale, productivity and increasing (avoidable) business costs. Scary isn’t it?

No employer wants to settle for mediocre employees, that is why it is important to create the perfect recruiting strategy to help achieve this goal.

Employers and businesses often do not fully appreciate the importance of branding and communications in recruitment. It is important to tailor and shape the perception of potential employees about the business. It has become  even more important now that brands are easily accessible and assessed through their website, social media presence, blog, logo, news e.t.c. Top talent will always go where they will be appreciated and if you business has programs that encourage top performers and does not communicate it properly through its channels, potential employees will not know.

Communication can be used to share the vision of the business, its programs and the stories of its top talents growing within the business.

As much as communication on the company’s channels should be deliberate, it is important to carefully communicate the job position online and wherever it will be advertised. There are so many job advertisements on the internet and many of these are false leads and noise. Businesses should adopt a creative and strategic approach in its communication to ensure that it stands out in job boards, job sites and postings in order to get the attention of top talents.

Improve Your Company Culture
Candidates are not just looking for a new job, they are also looking for the right cultural fit. I mean let’s face it, they are going to be working in an office; eight hours everyday, they might as well feel comfortable in it.

A strong company culture attracts competent employees, therefore, employers should ensure that the candidates’ visions and values align with that of the company. Although, if your company culture is not that great, it might be time for you to improve it.

Conducting multiple interviews, practical tests and background checks will help employers determine whether or not the candidates are in line with the company values/ethics. This helps achieve a cultural fit.

Adopt the Right HR Technology
To attract top talent in this digital age, you need to “go with the digital flow”. Technology goes hand in hand with innovation and innovation is necessary for your business to grow.

HR Technology can attract top talent and streamline recruitment processes by;

  • Easily defining and broadcasting job vacancies
  • Creating and advanced filtering process for sorting through the candidates’ applications
  • Reviewing and shortlisting suitable candidates
  • Scheduling interviews and bookmarking promising candidates for future needs.

HR Technology also plays a significant role in retaining employees by driving employee engagement in various ways.
Creating an efficient strategy to attract, hire and retain top talent should be top priority for HR manager and employers because the success of your business begins and ends with the employees.

TalentBase is a HR & Payroll software for growing enteprisesin Nigeria. We help all companies automate their HR tasks. To learn more about TalentBase visit us at www.talentbase.ngFollow us on LinkedIn Medium & Twitter for more tips and job opportunities. Follow the talentbase team at @TalentbaseNG for more HR tips


  1. ada

    May 12, 2016 at 2:55 pm

    Nice article Chika. The problem in Nigeria is not atracting, but employers tend to treat their employes like slaves. They act as if they have done you a favour. I work in a financial institution where people have been on a grade for up to 14 years without being promoted and each time we complain, our supervisors tell us that we shold be grateful we have jobs.

    • anonymous

      May 12, 2016 at 4:08 pm

      I work in an organization where the employees are verbally abused every single day. When i got the job i was so happy but all i can think of at the moment is how to get the hell out of here. The insult is just too much.

    • Chika

      May 12, 2016 at 9:25 pm

      Thank you for your comments. I do agree that retention is an issues, but I notice a lot of companies actually do not attract the right people for their companies. Not enough work is done in the forefront to make sure they have the right team. This is an ongoing series the talentbase team will make sure to write articles about retention as well.

  2. bebe

    May 12, 2016 at 3:24 pm

    spot on Ada, I worked for a company that I couldn’t have a weekend or even night off because the co-founder felt he owned you. To make matters worse, they called me by a name that wasn’t my name and even when I spoke up about it, they insisted that they preferred calling me that. I left after 3 months, apparently everyone leaves after 3 months, longest hire they’ve had stayed for 1 year plus

  3. Confuzzled

    May 12, 2016 at 3:35 pm

    If you have a high turnover rate, then your problem lies in talent retention as opposed to talent acquisition. The title of the post is a little off. I find that when it comes to top performers, companies fail by piling more and more on the shoulders of a few, while the rest are essentially free riders. The added work burden often comes without any additional compensation to serve as motivation for top performers, and inspiration for free riders. Employee burnout is a big problem, and can lead to disillusionment and the search for greener pastures.

    Rewards to top performers don’t even need to be monetary (though that would be the most appreciated). Extra vacation time, flextime, public praise, and access to their choice of new projects and project teams can go a long way in encouraging people to do more.

  4. Secret

    May 12, 2016 at 5:05 pm

    I know of a company that hires new sets of about 10 staff every three months. I was one of the few that survived, not without much drama though… sighs

  5. tee

    May 13, 2016 at 1:54 pm

    Naija employers have issues, they act like they are doing you a favour and when you resign they start behaving like kolo people. They just dont like to treat their staff well (only very few)

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