Finding and Retaining Top Independent Talent for Your Business

Last updated Jun 22, 2021

In a very competitive and dynamic business world, companies not only compete for valued clients or consumers, but they also compete in attracting and hiring top-notch independent talents.

These days, the independent talent pool is a mixture of people from different generations, each with different potentials, goals, and motivations. For an organization to attract the right candidates, hire, and ultimately retain, organizations must cultivate a work culture aligned with those of the talents.

Today we will discuss how you can attract and retain top independent talents for your business.

How to Find Top Independent Talents

Finding top independent talents must start with analyzing the skill requirements in your business. Only then can you identify where to find them. Here are some of the best ways to look for the best talents:

  1. Get referrals from your active independent contractors. They know who the best people in the field are and can be excellent sources of referrals.
  2. Get social! Once you know your targeted talents’ demographics, find out where they are hanging out online and create targeted ads. Although job boards are great, it is wise not to put all your eggs in one basket. Diversify for better results. Use Facebook, LinkedIn, Instagram, and even Twitter!
  3. Go where your target people are. While online ads are fantastic, there is something about meeting these potential applicants in person that helps create an applicant-company connection. Have your business or company join job fairs, hold sponsored events, or visit campuses. Some people may not have heard about you yet, so these activities are great in spreading your business name out there.
  4. Internship. One of the best ways to find top independent talents is through internships. Offering internship programs will help you identify people who will make a good fit in your company. And if you get lucky, they might stick with you once their internship ends.

Now that we know where to look for independent talents let us talk about retention.

How top talents view career opportunities, benefits, and perks have changed over the years, more so in the past few months. Perks that were considered attractive a year ago may no longer be relevant and may not keep people from leaving.

To retain your top talents, here are some of the things that you can start implementing in your company.

  1. Flexibility and Independence

Independent workers value work-life balance. They are aware that they can have a thriving career without sacrificing their life outside of work. Top-notch talents know that they can demand these two because 1.) they are aware and confident of their skills, and 2.) they know that there are plenty of opportunities in the business world that will allow them to enjoy both.

What does this mean for your organization? It means you must embrace employee empowerment. When you hire, focus on hiring for output and not for the number of work hours. If your organization is strict in following the traditional 9-5 schedule, you may be missing out on a lot of extraordinary talents.

Talents these days do not like sitting in front of a desk on fixed hours, so if they feel that you cannot offer the flexibility and independence that they need, they may end up somewhere else who will.

  1. Positive and Empowering Work Environment

Top independent talents look for career advancement and a positive work environment, so ensure that your organization invests in skill enhancement and engagement programs. Research shows that a positive work environment helps keep talents engaged, and it decreases employee turnover. Prioritizing employee engagement and employee development in the organization can positively impact talent retention and revenue.

  1. Protect What Matters

Allow your talents to prioritize what matters to them and what should be of importance to your company – mental health and physical well-being. A decline in either your talent’s mental or physical health can lead to absences and, ultimately, employee turnover.

Providing a safe environment that allows employees to talk about how they feel, providi health assistance programs for when they decide to seek help, and mainly helping your employees feel heard, valued, and supported can go a long way.

Attracting and retaining top independent talents all boils down to creating a positive work culture that promotes employee engagement and development. After this, your company’s reputation will speak for itself.

By: Curran Daly + Associates


Share This