Talent Management – Attracting and Retaining Top Talent

 In today’s volatile business landscape, the concept of a “War for Talent”—a term coined decades ago—remains intensely relevant, though the battleground has shifted (Paisboa, 2017). Human capital is now universally recognized as the most critical driver of organizational success, making effective talent management a fundamental strategic imperative, not just an HR function (Brahimaj et al., 2025). Talent management encompasses the systematic processes of attracting, developing, engaging, and retaining individuals who hold the potential to deliver a sustainable competitive advantage (Pancewicz, 2024).

The Attraction Strategy: Making Your Brand Magnetic

Attracting top talent requires moving beyond transactional recruiting to building a compelling and authentic Employer Brand. Prospective employees are increasingly savvy, valuing ethics, company values, and a sense of meaningful contribution alongside compensation (Holland et al., 2007).

Modern talent acquisition is highly digitized, leveraging technological tools and social networks to expand reach and efficiency (Martínez-Morán et al., 2021). However, the critical components of attraction remain deeply human:

  • Clarity and Value Alignment: Job postings should clearly articulate the company’s commitment to diversity, equity, and inclusion (DEI), signalling to diverse candidates that they are welcome and valued (Rosales et al., 2022).

  • The Employee Value Proposition (EVP): What unique benefits does your organization offer? This must include opportunities for professional growth. Organizations with robust talent development programs often gain a competitive edge in recruitment, as candidates gravitate toward places that invest in their future (Al Aina & Atan, 2020).


The Retention Imperative: Cultivating Commitment

While attracting talent fills the seats, retention keeps the engine running. High employee turnover is costly—not just in recruitment fees, but in lost institutional knowledge and productivity (Paisboa, 2017). Effective retention strategies hinge on a supportive culture and continuous investment in the employee lifecycle.


Key strategies for retaining your best people include:

  1. Continuous Development and Learning Culture: The desire for career growth is a primary retention driver. Organizations must invest in personalized learning paths, cross-functional training, and mentorship programs to unlock employee potential and promote motivation (Pandita & Ray, 2018). Employees who see clear avenues for advancement are significantly more likely to stay, reducing turnover costs.

  2. Agile Performance Management: Traditional annual reviews are insufficient. Implementing frequent check-ins, real-time feedback, and recognition platforms helps employees feel valued and aligned with short-term business goals (ALBI Marketing, 2024; Rismayadi, 2024). This continuous dialogue creates a positive work environment, which strongly contributes to retention.

  3. Flexibility and Wellbeing: The shift to remote and hybrid work models necessitates flexible work policies and management training on leading distributed teams (ALBI Marketing, 2024). Crucially, organizations must prioritize employee wellbeing, offering mental health resources and policies that actively prevent burnout to ensure staff stability and productivity.


Conclusion

Talent management is not a periodic task but a continuous, integrated strategic process. By authentically branding their organization to attract top talent and coupling that with a robust retention strategy focused on development, feedback, and wellbeing, companies can ensure they have the human capital necessary to achieve sustained success in the competitive global market.



References

Al Aina, W., & Atan, T. (2020). Examining the Role of Talent Development in Enhancing Employee Potential. In K. Järvi & V. Khoreva (Eds.), Unlocking Employee Potential: The Role of Talent Development in Human Resource Management. Cameron University.

Brahimaj, K., Alshiqi-Bekteshi, S., Ramaj, V., & Brahimaj-Rexhaj, I. (2025). The role of talent management in organizational performance: Case study - commercial and service enterprises in Kosovo. Multidisciplinary Science Journal, 7, 2025354. https://www.google.com/search?q=https://doi.org/10.31893/multiscience.2025354

Holland, P., Sheehan, C., & De Cieri, H. (2007). The-talent-management-approach-to-human-resource-management-Attracting-and-retaining-the-right-people. ResearchGate.

Martínez-Morán, P. C., Urgoiti, J. M. F.-R., Díez, F., & Solabarrieta, J. (2021). The Digital Transformation of the Talent Management Process: A Spanish Business Case. Sustainability, 13(4), 2264. https://doi.org/10.3390/su13042264

Paisboa. (2017). Attracting and retaining the right talent.

Pancewicz, M. (2024). Project management as a component of talent management programmes. Journal of Management and Financial Sciences, 48(3). https://www.google.com/search?q=https://doi.org/10.33119/jmfs.2023.48.3

Pandita, D., & Ray, S. (2018). Talent Development is essential to modern Human Resource Management (HRM). In K. Järvi & V. Khoreva (Eds.), Unlocking Employee Potential: The Role of Talent Development in Human Resource Management. Cameron University.

Rismayadi, B. (2024). Talent Management: Strategies For Recruiting And Retaining High Performing Employees. Journal of Economics and Business (JECOMBI), 4(03), 125–132. https://www.google.com/search?q=https://doi.org/10.58471/jecombi.v4i03.83

Rosales, R., León, I. A., & León-Fuentes, A. L. (2022). Recommendations for Recruitment and Retention of a Diverse Workforce: A Report from the Field. Behavior Analysis in Practice, 16(1), 346–361. https://doi.org/10.1007/s40617-022-00747-z

ALBI Marketing. (2024). Building a High-Growth Environment: Agile Strategies for Talent Development and Retention.

Comments

  1. Nilakshi Asha2 December 2025 at 04:40

    This is a strong and insightful overview of how strategic talent management has become essential for organizational success in today’s rapidly changing environment. I particularly appreciate how you highlight the balance between attraction and retention, showing that bringing in top talent is only half the challenge—sustaining their engagement and growth is what truly creates competitive advantage. Your emphasis on EVP, continuous development, agile performance management, and wellbeing reflects current best practices and the evolving expectations of modern employees. Overall, the article clearly demonstrates that talent management is not just an HR responsibility but a long-term organizational commitment that directly drives stability, innovation, and performance.

    ReplyDelete
  2. Abinaya Vishvanathan - E0302095 December 2025 at 03:35

    This article clearly illustrates that talent management is much more than a HR task—it’s a continuous, strategic process that directly impacts an organization’s long-term success. I especially like the focus on combining authentic employer branding with development, feedback, and employee wellbeing to both attract and retain top talent. When organizations get this right, they not only secure high-performing teams but also build a resilient and engaged workforce.

    Which do you think is more challenging for organizations today: attracting top talent in a competitive market or retaining them once they’re on board?

    ReplyDelete
  3. W W R D Fernando6 December 2025 at 07:30

    A very insightful article that effectively shows how strategic talent management drives organizational success. I value your emphasis on the dual challenge of attracting and retaining top talent, and how initiatives like EVP, ongoing development, and employee wellbeing play a central role. The piece clearly demonstrates that managing talent is critical for innovation, stability, and performance.

    ReplyDelete
  4. P R S Pathirathna (E257910)6 December 2025 at 11:12

    Great article! You made it apparent that managing talent isn't only about hiring people; it's also about bringing in, training, and keeping the proper people for long-term success. The portions about integrating talent strategies with company values and developing progression paths are quite useful and helpful.

    What do you believe is the most important thing for keeping good employees for a long time? Is it giving them chances to keep learning, having a great business culture, or making sure their career paths are in line with each other?

    ReplyDelete

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