Recruitment can be a frustration at any level; time-consuming, costly and a cause of insecurity among team members. But a major issue with filling senior staff roles is the requirement of tenacity in leadership; when you find the right candidate, it doesn’t matter how good the job is you are offering, at some point they’re going to want more.

Talent mapping as a retainment tool

That hunger to succeed among ambitious senior team members may also see you saying goodbye to them prematurely, leaving you to embark on a new retail executive search. This can be time-consuming, expensive and disruptive for your company. The key is to be able to offer them the next desirable steps that fit with their own career progression pathway.

Talent mapping is an excellent tool, not just for finding the right retail executive to fill a spot in your senior team, but also to improve retention of people who are a fit for your company culture.

Cultural capital

Positive company culture is essential to business success, and finding the right people to nurture, and be nurtured by, that culture can be hard. Talent mapping allows you to connect up the dots between your business value proposition – what makes your company unique – with the type of personality traits and industry skills that embody that. Talent mapping also allows you to take that planning one step further and ask, ‘if I employ this type of person, where will they want to be in five years time?’

Strategise your staffing future

Once you’ve employed someone who is a good cultural fit, don’t allow them to shine without a strategy in place for how to retain them when the recruitment consultants come knocking. A lack of career progression options and/or needing a new challenge rate highly on the list of reasons why senior retail executives move on. It makes total sense. A truly dynamic, inquisitive and ambitious staff member isn’t going to be looking for a job for life.

Understanding, through talent mapping, what sort of career opportunities a senior staff member might be looking for after three to five years of service means you can have a planned retention strategy that also aligns with your business values. Have you identified an opportunity for sideways expansion into a slightly different retail niche? Can you build that expansion not just into your five-year business plan, but into a progression strategy for a senior employee you want to encourage to remain on your team? Talent mapping can help you understand not just who is right for your business while conducting a senior executive search now, but also who could be a good fit for your future business, and how to keep them on side.