1.Make your offer magnetic—and deliver
Leaders know the term “employee value proposition,” or EVP: what employees get for what they give
2. Not being distinctive. A typical human-resources department spends months determining what employees want—a great job, in a great company, with great leaders, and great rewards
3. Not targeted. Although it’s fine to have an overall EVP, what matters most is a winning EVP for the 5 percent of roles that matter most
4. Focus on the 5 percent who deliver 95 percent of the value
Companies go through cycles of initiatives to improve their talent processes. Yet they reap only incremental improvements, and the vast majority of leaders report that their companies neither recruit enough highly talented people nor believe that their current strategies will work.