How To Attract And Retain Top Talent With Guest Paul Findlay from Reach

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• A lot of brokers struggle with the attraction and retention side of the business. REACH is a great tool that business owners can rely upon in their recruitment process to have the confidence that they are finding the right people in the right team. However, it’s also about retaining them and keeping your culture thriving.

• The goal is to have a team that love what they do, adding value to the business every day and shouting from the rooftops of what a great place your business is to work!

• REACH is a capability and culture platform which is data led and automated. There is a profiling element as well as a huge learning platform, a culture platform and a leadership element plus much more.

• A typical profiling tool helps an employer identify someone who fits the role (but it doesn’t say this is some learning you can dive into to help you get to the next stage in your career and it doesn’t say this is our culture, and this is where you want to work) REACH does.
  
• REACH uses data and automation that gives a team member their own micro learning that is in the moment and specifically suited to that team member’s growth.

• REACH helps to create the foundation for learning then gives a team member their personalised learning which they can work through independently and grow their skills.

• For leaders, owners and managers who enjoy coaching their team and having their hands in the upskilling then the platform gives the learning platform for managers to use in their coaching process.

• You can apply REACH surveys to any part of the application process.

• You get the insights into whether an applicant will genuinely enjoy the work associated with the role on offer, and how they will fit in with your existing team and culture. You get the data to be confident that you can bring them into your business and sit them up for success.

• The culture survey element of REACH can bring so much feedback and awareness to a leadership team on how the team and individuals are feeling (and how engaged they are) about the business.

• When you don’t have the data point to get some awareness, then you have a revolving door of people who keep leaving the role and company and you don’t know why.

• Key Quotes

• “The talent is out there, it’s just a very competitive marketplace…and people are moving jobs a lot, trying to find the workplace they can add value and have a meaningful career”. - Paul
  
• “There’s more to it than the recruitment piece. The culture element is huge and the 360 platform for the managers too.”- Ruan

Thank You To Our Hosts: Ruan Burger and Marissa Schulze

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