Recruit, Retain and Re-deploy

Insights on ‘The Great Attrition’


A practice as old as business itself. It is nothing new to say that the fortunes of a company rely on its people. Even with the onset of more advanced technology, people are at the heart of every business.
The world is bouncing back from the pandemic and people are making up for lost time. There are more jobs than ever and the race for talent is arguably more competitive than pre-pandemic. The world of work is changing, so clients must be more dynamic. Now, more than ever, employers must look to identify potential and transferable skills in order to keep pace. However, do not compromise. Candidates want to know they have been assessed fairly and consistently throughout the process. Now, it is important to create transparency and consistency in the recruitment process.

Shortcutting might fix a short-term pain but will create greater problems further down the line.

It’s too easy to do a LinkedIn search and believe that you have covered the market for all available (or should that say accessible) talent. Not calling out LinkedIn but with about 750m members, that accounts for approximately 10% of the world’s population. So, the world is changing, and in 5 years’ time the job landscape will be different. So previous experience may not be the only answer….



We know, it’s cheaper to keep someone than to replace them. For years companies have been guilty of letting talent walk out the door, safe in the knowledge that there will be another new employee to replace them. This is a costly decision when considering the knowledge exit, the disruption to end clients, recruitment & training...the list goes on.

Employers need to know what talent they have, what projects this could be best aligned to and who is going to work well together.

Modern employers know that their people have choices. In fact, so many choices they can no longer be described as ‘their people’ at all. Employees want flexibility and variety. The onset of internal marketplaces is testament to those employers knowing the employer/employee relationship is changing. Technology must be the enabler here… 


People and job roles have been re-deployed for years with the continued use of technology and automation of processes. However, there has never been a greater demand for people to re-skill and up-skill in order to keep pace with the changing face of the working world. We are seeing people working longer, technology advancing at a pace and the shape of the working world changing daily. If companies are to build for the future, then they must understand their organisation and the skills gaps within. These skills are made up of hard and human skills. If all this information can be accessed centrally a competitive advantage can be gained in their workforce optimisation