Roundtable: How to Find, Nurture and Retain Talent for In-House Agencies

Nov 1

Thank you to everyone that attended our IHAC Roundtable discussion on October 26 'How to Find, Nurture and Retain Talent for In-House Agencies'. You know it's a great session when one hour isn't enough!

There is no doubt that recruiting and retaining talent is a hot topic these days. With the job market heating up, it's more important than ever to make sure your in-house agency is doing everything possible to attract and keep top talent. But what are the best ways to do this? And how can you make sure your efforts are paying off? In a roundtable last week, we explored some of the most effective ways to recruit and retain talent.

It was so powerful to hear insights from incredible Aussie brands like Sportsbet, Australia Post, Sanitarium, Eucalyptus, Betfair, TTI, Bega, Asahi, Dulux & Officeworks - sharing their knowledge, insights, experiences and trends in the space.

A big shout-out to our guest visitors, Tim Guille (Head of People and Culture, Betfair), Quila Cervelli (Employer Branding Lead at Sportsbet), Tim Hernadi (GM Marketing at Sportsbet) & Marc Joengbloed (Global VP of employee dev at Endeavour Group).

Below are some of the key takeaways from the session:

If you want to attract the right candidates to your team, companies need to have a clear and well communicated employee value proposition that is consistently communicated from everyone to the recruiter to the hiring manager, to all the potential touchpoint a potential candidate has. Being unified with what the employee value proposition is, is incredibly important. And make sure you have a clear social purpose!
It’s important to look at the challenge of retention through the lens of connection. i.e. How you are connecting with our new employees.
Give people variety, freedom and opportunities to grow and showcase their work and never stop looking for opportunities to prop the team up.
To give employees more direction and opportunities for growth, it’s helpful to identify the core skills and competencies they have and plan out the key roles required now and in the future.
Have a frank and open conversation with your staff and ask people ‘what can we do to keep you here?’ Focus less on turnover and more on retention. Make sure you ask what are you doing now, what do you want to stop doing, what do you want to be. Then make sure the projects are in line with what they to do. People are looking for stability in their jobs and want a business that has their back and cares.