To attract and retain top talent, pay people what they are worth – HR & Employers Told

It is very worrying to find out that employers, many of whom are very religious and supposed to be God-fearing, are very reluctant to pay their best talents very well. At best, they cheat them over a long period and pretend to be paying them so well. In such circumstances, very good talents leave such organizations and are never replaced fully.

Employers must realize that, when they underpay very good talents, they risk losing them soon as such talents may either resign or would be poached by competing employers who value and cherish such workers. Sometimes, if the talent is not underpaid, he or she is denied the needed pay rise or promotion for strange reasons.

In some instances, some employers are only greedy and do not value human resources. Some HR expectations unfortunately do not help matters, as they may soon end up taking salary decisions to favour the employer rather than the talent they are bringing on board.

The process and cost of filling a vacant position are high, and repeating this process sometimes over a short period only goes to tell the employer that its HR practices are not working.

Some employers would not pay for overtime, yet will even require you to be at work on Saturdays and Sundays if you are not lucky.

We found a piece online which tells practical implications of poor or low pay and bad employee treatment. Read it below.

To attract and retain top talent, pay people what they are worth – HR & Employers Told

In an INTERVIEW…

HR: “What’s your salary expectation ”
Candidate: $8,000 to 10,000 a month.
HR: You are the best-fit for the role, but I’m afraid we can’t afford you.

Candidate: Okay. $7,000 would be fine.
HR: How soon can you start?

Meanwhile, the budget for that particular role is $15,000. HR feels like they did a great job in salary negotiation, and management will be happy they cut costs for the organization.

The new employee starts and notices the pay disparity. Guess what happens? Dissatisfaction. Disengagement. Disloyalty.

Two months later, the employee leaves the organization for a better job. The recruitment process starts all over again. Leading to further costs and performance gaps within the team and organization.

In order to attract and retain top talent, please pay people what they are worth.

The story for this post was sourced from: HERE

READ: Job Vacancy For Monitoring and Evaluation Officer (Ghana Program) – NGO Job

From the above… the message is clear…employers and human resource managers who want to attract and retain top talent must pay such people what they are worth.