14 March 2024

Your Talent Attraction & Retention Checklist

Actions to take across the entire employee lifecycle that will help you find, and keep, the best talent.




  • Write an accurate job description and a compelling job advertisement that reflects the realities of the role and the company culture – don’t oversell the role or be misleading.
  • Create a consistent and honest employer brand. Find out more here.
  • Create a dedicated candidate section on your website that includes videos and stories about the people who work for you and what a day in their life looks like, outlines the benefits of working for you, job descriptions, and a way for people to register their interest.


Your job advertisements, website, selection methods, personal attitude, and written and verbal communication throughout the recruitment process speaks volumes about what it will be like working for you and your organisation.



  • Establish a process of regular, clear communication throughout the recruitment process – this can be as simple as an email sent at each stage.
  • Have respect for your candidate’s time and advise them as soon as the post has been filled.
  • Be conscious of asking for tasks that require a level of work that a freelancer or consultant would usually charge for – a portfolio of examples or bullet pointed ideas should be enough.
  • Involve the line manager and include opportunities throughout the  selection process for candidates to meet with people they may work closely with to test chemistry.
  • Clearly communicate the stages of the selection process and avoid adding additional interviews or tasks along the way.




  • Create a structured onboarding process that includes meeting all relevant staff and project teams, a formal welcome to the organisation via email or intranet, having all equipment and technology they’ll need set up prior to their arrival, an employee handbook or intranet site, and a tour of the office/site.
  • Give a welcome gift – this can be simple as their favourite coffee and snacks (ask them before they start), a small hamper, or company merchandise.
  • Hold regular check-ins during probation – there’s no need to leave it until the last minute to bring up issues which could be resolved quickly.



Learning & Development

  • Provide training on all systems, equipment, processes and procedures as soon as someone starts, and again if upgrades are made, to ensure people feel confident and capable to do their job.
  • Use regular development conversations to work collaboratively to identify training or learning opportunities that will expand people’s skillsets or fill skill and knowledge gaps.
  • Offer coaching when appropriate to help people overcome challenges and develop skills that enable them to progress into leadership roles. This includes developing your line manager’s coaching skills so they can better support their team members. The importance of this can’t be overstated: over 50% of people leave their roles due to poor managers.



Reward, Recognition & Benefits

  • Offer competitive salaries and benefits packages. Review these regularly so that they reflect industry expectations and cost-of-living or travel price increases.
  • Where possible, offer flexible hours and remote/hybrid working options as standard benefits, rather than on an application-only basis. This means trusting people as adults to manage their time and fulfil their obligations to the organisation.
  • Offer meaningful wellbeing benefits by having a list of options or vouchers rather than a one-size-fits-all program.
  • Create a culture of gratitude through a commitment to regular opportunities to thank colleagues and recognise their achievements. You’ll find plenty of ideas here.



Progression & Performance

  • Review workloads regularly and ensure you have sufficient staff to cover all roles. Burn-out is a key reason talent leave.
  • Offer meaningful, purposeful work through passion projects, volunteering, and ways of working that allow people to live the company’s values while developing new skills they can use at work.
  • Give effective performance feedback in a respectful way that is consistent, well-informed, specific and actionable. Find out more here.
  • Equip your people properly – make sure they have the right tools to do their job  including collaboration software, adequate working spaces for collaborative and quiet work, up-to-date task-specific software and equipment.
  • Encourage an inclusive culture that does not tolerate discrimination or harassment and actively embraces differences and talents that everyone brings to the organisation.
  • Invite leaders to embrace their role in creating a positive work environment, both physically and emotionally. Find out more here.




  • Conduct exit interviews to gain insights into the good (and bad) of the role and organisation and ensure clarity about why the person is leaving.  This can be done as an anonymous survey if the person leaving is not comfortable with a face-to-face meeting.
  • Show gratitude for the person’s contribution to the organisation during their time. Cards, a cake and a speech are lovely, but a private email with specific details can be very impactful.
  • If the departure is amicable, leave the door open. Sometimes talent need to have experiences outside the organisation to be able to come back and make an even bigger contribution.

Written by TNM Coaching


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