How do you keep your best employees from walking out the door?

Let’s face it – finding the right people for your team can feel like searching for a unicorn in a haystack.

And once you find that magical talent, how do you make sure they stick around for the long haul? The secret isn’t just in posting the perfect job ad or offering a hefty paycheck. It’s about creating an environment that makes people excited to show up every day! 

In this edition of Let’s Talk, our experts dive into creative, effective strategies that will help you not only attract top talent but also keep them happily engaged and thriving. Ready to turn your workplace into a talent magnet? Let’s talk!

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Sarah Littlefair, Managing Director, Zeno Group Australia

“I believe that the secret to attracting and retaining top talent is to foster a positive company culture. At Zeno, our values [Fearless, Collaborative, Entrepreneurial, Inclusive, Kind, Ambitious] wholly shape our culture to create an environment that champions both individual growth and collective impact. It’s not just about hiring those with the right skills; it’s about finding individuals who share our values and our commitment to driving positive change.

“Retention is built on this same foundation. We focus on creating an environment where everyone feels valued and empowered to bring their authentic selves to work. Zeno’s culture supports employees at every stage, offering opportunities for ongoing learning, flexibility in how-and-where we work, and open channels for feedback.

“By encouraging a collaborative spirit and holding ourselves accountable to our values, we ensure that our people feel connected to our purpose and motivated to grow with us. Our mission is to create real business and societal impact through bold ideas, and this extends to how we support and inspire our team. People are our greatest asset, so when our employees thrive, so does our ability to make a meaningful difference for our clients, communities, and society as a whole.”

Brian Donn, Managing Director, APJ, Dayforce

“Fostering a strong culture where people can do their best work is key to attracting and retaining talented employees. A recent Dayforce survey found that three quarters (75%) of Australians have or would turn down an opportunity because the culture didn’t feel like the right fit, and more than half (55%) said they have quit a job because of the culture.

“With leaders under pressure to quantify the value of every dollar spent, it’s increasingly important their investments in culture drive high performance. Our research has found three areas for organisations to focus on that deliver maximum value: benefits that are aligned with workers’ needs, technology that supports productivity, and flexible options for how, where, and when people work.”

Nick Martin, GTM Lead, APAC, Remote

“As more employees seek to align their work with their personal lives, the demand for flexibility has become a key driver in talent acquisition and retention. Employers are noticing this too: 98.2% of employers surveyed in Remote’s Global Workforce Report 2024 say flexibility options are important to candidates considering job offers. Workers no longer want to be confined to one location—they want the freedom to choose where, when, and how they work. Digital nomadism, which allows employees to work from anywhere, has rapidly become a major trend globally, particularly among younger generations. In fact, the same report found that 73.3% of companies have lost employees to other companies that offered more flexibility within the last six months.

“To meet these expectations, organisations must adopt flexible work policies that give employees the autonomy to work remotely and even move abroad without disrupting their salary or benefits. Offering geographical flexibility is not just a perk—it’s an essential part of attracting and retaining top talent in today’s competitive job market.

“Beyond providing flexibility, companies must also address practical considerations, such as compliance with local tax laws and managing time zone differences. By integrating international mobility into their HR strategies, businesses can tap into a global talent pool while ensuring a smooth and compliant remote work experience. Embracing this flexibility can lead to increased employee satisfaction, loyalty, and long-term success.”

Emmy Andriotis, Human Resources Director at ADP

“Hiring and retaining talent has never been more front of mind for businesses. A tight labour market, coupled with changing employee expectations, has meant top talent requires more than just remuneration to feel satisfied. The Right to Disconnect bill, for example, has put this into sharp focus again. Employee wellbeing is, therefore, no longer a want but a need to retain talent.

“Businesses getting it right include those providing employees with holistic benefits, including access to mental health resources, such as Employee Assistance Programs (EAPs), wellness programs or additional leave, which has seen an uplift in employees being more engaged in the workplace.

“Alongside diversity and inclusion initiatives, flexibility is another crucial element in retaining talent in today’s workforce. Recent research by ADP’s People at Work showed that one in four Australian workers believe it will be normal to have full flexibility over hours in five years. By offering more flexible work options, businesses show trust and understanding and reduce burnout in the workforce.

“In today’s competitive talent landscape, there is no other choice – employers must continue to take a holistic approach to employee wellbeing to attract and retain talent.”

Beni Sia, General Manager and Senior Vice President, APJ, Veeam

“Winning the war for top talent comes back to providing a supportive, nurturing and empowering culture that enables employees to thrive and grow. This is the one constant that every business must have in a climate where change is inevitable. McKinsey says, “when company cultures are development-focused, employees feel more productive, adaptable, and valuable, helping with attraction and retention rates over the long term.’

“Leaders can create a supportive, nurturing and empowering culture by:

1. Standardising an inclusivity and opportunity mindset: Investing in the collective power of unique talents, backgrounds and experiences to drive your business’ purpose forward is invaluable for continued success. For example, Veeam’s Women in Green Employee Resource Group (ERG) empowers women at every level through set company initiatives e.g. inclusive hiring and mentorship. As a result, some of our regional women leaders have received industry recognition at multiple employer awards.
2. Providing career lattices, not just ladders: Growth and progression looks different for everyone and for many, it’s nonlinear. Encourage your employees to discover and explore different paths within the company that align with their passions, no matter what stage they are in their career.
3. Providing Ongoing Learning Opportunities: Skillsets are becoming more versatile because of the rapid pace of technology development and the rising competitive job market. Continuous learning helps employees stay ahead of the game or at least, keep up.”

Louise Parkes, Principal Consultant, Xref Engage

“At Xref Engage, we’ve analysed survey data from thousands of Australian workers to identify why they stay at an organisation and when they would recommend their workplace to new hires. Three key driving factors are purpose, participation and progress.

“People are attracted by values that are consistent with their own. It is valuable for leaders to communicate a clear, compelling purpose. To retain talent, explain how decisions and actions connect to this purpose and are in line with organisational values. To hire top talent, have these messages go out in recruitment branding.

“Innovative organisations appeal to top talent as they tend to pivot regularly. Change provides opportunity. However, to retain talent, such change needs to be managed well. Enable employees to participate in decisions and contribute meaningfully to how changes are implemented. Support your talent with the resources, training and time they need to adapt to, and champion change.

“Of our customers who complete Exit Surveys, we have found that the primary reason why employees leave is a lack of personal growth and the need for career progression. One successful strategy to reduce attrition is to train line managers to coach employees and identify growth opportunities.”

Ben Thompson, CEO at Employment Hero

“SMEs face an uphill battle when it comes to attracting and retaining talent, especially against larger companies with bigger budgets. But with the right strategies, you can get a leg up and build a team that sticks.

“Here’s how:

1. Think Beyond Paychecks: While matching the salaries of big corporations might be tough, you can instead offer perks that employees value. Employment Hero’s Swag superapp gives employees access to exclusive discounts, cashback, and rewards from brands like Uber Eats, and JB Hi-Fi. These benefits can make your compensation package stand out without eating into revenue.
2. Flexibility Is key: While other businesses enforce on-site mandates, many job seekers are looking for flexible work arrangements, like hybrid or remote work, to help balance their work and personal lives. Offering flexibility and remote work makes your business the preferred choice for the vast majority of the workforce that embraces remote work.
3. Streamline Your Hiring: Finding the right candidates doesn’t have to be time-consuming. Employment Hero’s SmartMatch tool uses AI to connect you with work-ready talent, deleting two weeks from the recruitment process. By efficiently matching candidates to your needs, it helps you skip sifting through resumes and focus on building a capable team.”

Natasha Read, People and Culture Director, Asuria

“To attract and retain top talent in today’s competitive job market, organisations need a comprehensive strategy that goes beyond traditional approaches to recruitment and remuneration.

“Start by implementing a robust recruitment process with clear job descriptions and structured interviews to identify candidates who align with your organisation’s values and goals. Consider leveraging your existing employees’ networks through an attractive referral program to tap into a wider talent pool.

“While competitive wages and salaries are still important, today employees are looking for more than just financial rewards. Offer a holistic benefits package that supports overall wellbeing, including flexible working arrangements, mental health support, and paid parental leave, demonstrating your business’s commitment to work-life balance.

“Once through the front door, keep staff engaged by providing clear career development pathways through learning opportunities, mentoring, and temporary role rotations. And don’t forget to support staff on their career journey with formal recognition programs alongside regular, informal appreciation to show employees their contributions matter.

“And finally, invest in creating an inclusive workplace culture where diverse perspectives are valued and celebrated.

“Remember, the cost of implementing these initiatives is far less than the expense of constantly recruiting and training new staff lost to competitors willing to go the extra mile.”

David Price, CEO at Peninsula Australia and Peninsula New Zealand

“The key to hiring and retaining a talented workforce lies in taking an approach that incorporates competitive compensation and benefits with opportunities for professional growth, while keeping employee wellbeing front of mind.

“The more valued and appreciated your workers feel, the more likely they are to remain with the company – high levels of employee turnover typically indicate unhappy staff. Financial security is a vital element in job satisfaction, but it isn’t just about how much someone is paid; it’s about their compensation matching their contributions and efforts.

“Similarly, employees who feel stagnant in their roles are unlikely to stick around in the long run. Facilitate learning and development opportunities with clear pathways for career progression so that your staff can develop both personally and professionally.

“Investing in wellbeing is another way to improve people’s longevity in your business. An example of this is providing access to mental health services, such as through an Employee Assistance Program (EAP).

“Finally, stay attuned to how your employees and candidates are thinking and feeling about work, and then act on what’s considered most important to them. These insights are valuable in determining what’s driving career decisions.”

Aisling MacNamara, Director of Learning, Enablement & Inclusion, LearnUpon

“With global uncertainty a major factor, current evidence suggests that employees are choosing to stay in their current jobs at present. However, this brings its own set of challenges for business leaders. When employees are in their roles for longer, leaders need to consider how they can provide challenges and development opportunities for that member of staff to keep them engaged, satisfied, and productive. Continuous development opportunities and skills-building help employees feel invested in and engaged, while also preparing them for their next career step.

This also means that they have the necessary skills when a relevant internal promotion opens – helping retain talented employees within the company. Investing in learning and development helps form a more rounded business, with engaged and knowledgeable staff. This is a business advantage in itself, but also means that staff are more likely to stay, and the company therefore retains their accumulated knowledge and skills.”

Damien Sheehan, Country Head of Australia, International Workplace Group

“With economic pressures expected to continue into 2025, it has become even more critical for Australian businesses to hire and retain top talent. One of the most effective ways of enabling this is through hybrid work policies, where employees divide their working hours between their company headquarters, their home, and a local flexible workspace.

“International Workplace Group research shows that the majority of workers (71%) say they would decline a new job or position that involves a long commute. Workers increasingly favour jobs that allow them to work closer to home and tend to choose employers that offer hybrid working benefits over those who don’t.

“This is a significant sentiment amongst graduates and Gen Z workers. Our research tells us that the time and money spent commuting was the biggest deterrent (83%) for graduates when considering a job. In fact, graduates felt that hybrid working was equivalent to a 13% boost in salary, and 54% of graduates say hybrid working is as important as a competitive salary.

“While there is no one-size-fits-all approach to hiring and retaining talent, employers that adopt hybrid working practices will foster a healthier and more satisfied workforce.”

Tony Maguire, Regional Director, ANZ, D2L

“Organisations should adopt strategic approaches prioritising employee engagement and professional development to attract and retain talented employees.

“Strategies for Hiring Talent

1. Streamline the recruitment process – Use clear job descriptions and efficient hiring workflows to quickly attract and secure top candidates.
2. Leverage technology – Use data-driven hiring platforms or AI tools to match candidates with roles that align with their skills and values.
3. Offer competitive benefits – To appeal to top talent, offer flexible work arrangements, wellness programs, career development and learning opportunities and salary increases.

“Strategies for Retaining Talent

1. Create a culture of growth – Offer continuous learning opportunities, mentorship programs and clear career progression paths.
2. Foster engagement – To make employees feel valued, conduct regular check-ins, encourage feedback and involve them in decision-making.
3. Recognise achievements – Celebrate accomplishments with rewards, promotions, or public acknowledgment.

“Since career development and continuous learning opportunities both attract and retain employees, organisations should consider a Learning Management System (LMS) to facilitate these programs. Tailored learning paths available through an intuitive and modern LMS build workforce skills and showcase an employee’s development and commitment over time.

“By investing in these strategies, businesses can attract, nurture and retain a workforce that drives long-term success.”

Andrew Sezonov, Group General Manager at WPC Group

“Employers can use several strategies to hire and retain talent, specifically apprentices, especially when partnering with Group Training Organisations (GTOs). Here are some key strategies:

“Hiring Strategies:

1. Collaborate with GTOs: Partnering with GTOs like WPC Group can simplify the recruitment process by handling administrative tasks such as advertising, screening, interviewing, and testing.
2. Tailored Apprenticeship Programs: Design apprenticeship programs that align with specific business needs and training milestones. This ensures that apprentices are gaining relevant skills and experience.
3. Promote Apprenticeships: Actively promote apprenticeship opportunities through various channels to attract motivated individuals who are eager to learn and grow.

“Retention Strategies

1. Mentorship Programs: Provide apprentices with mentors who can offer guidance, support, and share valuable industry knowledge.
2. Continuous Learning Opportunities: Offer ongoing training and development opportunities to help apprentices advance their skills and knowledge.
3. Supportive Work Environment: Create a safe and supportive work environment that promotes learning and development.
4. Recognition and Rewards: Recognise and reward apprentices for their hard work and achievements to boost morale and motivation.
5. Employee Engagement: Engage apprentices in company goals, provide regular feedback, and create a sense of community through company outings and employee resource groups.”

Roxanne Calder, Founder of Boutique Recruitment Agency EST10 and Author of Earning Power

“Post COVID-19 and the hiring market continues to be volatile. Yet we all know the importance of employees to organisational success. Here are the strategies for today’s market to hire and retain talented employees:

• Conduct a ‘business needs audit; often we hire based off old requirements when its outdated.
• Consider where tech and AI can be utilised.
• Ensure your offering is aligned with market, salary and benefits.
• Does the offering work for the business? E.g., if remote working doesn’t serve your business, don’t offer it. There will be frustrations all round, leading to resignations.
• Understand what the labour market can deliver. Tailor your priority list. This may mean letting go of a wish list. Don’t compromise on values.
• Use specialized recruiters. They have the pipeline and can work quickly.
• Develop training programs for emerging skills
• Ensure onboarding is on point
• Have check ins and not just in the initial months, all through their employment.
• Leadership and management must be people centric

Tom Tutton, Executive Manager, Aspect Autism Friendly

“An inclusive and supportive hiring process is the first step to attracting and retaining top talent. Start by ensuring your organisation explicitly welcomes diverse groups. Demonstrating this through your website and job advertisements, inviting people of all backgrounds to apply, sets the tone for inclusivity. Simplify the recruitment process by offering a single point of contact, making the process easier for candidates.

“Interviews should be predictable and as comfortable as possible. Provide interview questions at least two days beforehand and share details about the interviewers, including links for further information. To reduce stress, offer visual guides to the interview location and clearly outline expectations, the dress code and overall process.

“Minimise formality during interviews and provide an inclusion statement. Model supportive practices by providing fidget tools or quiet spaces if needed. Additionally, diversify evaluation methods by considering alternatives to traditional interviews, such as work samples or job trials, to better assess candidates’ potential.

“Finally, embrace candidates with varied job histories, as these experiences often bring broad perspectives and adaptability.

“Ensuring every candidate feels supported, has equitable access and is comfortable during the interview process allows them to showcase their best qualities.

“And while inclusive recruitment is essential, maintaining this level of inclusion and support throughout the entire employee lifecycle is equally crucial for building a truly inclusive and thriving workplace.”

Karen Frenkiel, Senior Manager, Pitcher Partners Melbourne

“For several years now, businesses have been locked in a battle for talent. The most overlooked aspect in this tussle is the significant interplay between life stages and engagement drivers. While the draw of bigger pay packets seems like the obvious solution, how and why talent chooses one workplace over another is a uniquely human experience.

“When hiring, your strongest allies are already in your network. Tap into LinkedIn and reach out to connections who know the types of people you’re after. Most people are chuffed to play matchmaker, knowing they’ve had a hand in connecting two great humans.

“Role clarity is crucial from day dot – people want to see their contribution make a difference. Let your team shine by giving them genuine ownership and accountability, regardless of role size. When people feel valued and can deliver meaningful work, they’re more likely to stick around for the long haul.

“Happy, long-term employees consistently report that their workplace understands the evolving relationship between their personal journey and professional needs. That’s why staying human is key. Be approachable and give of your time. Create trust by understanding what makes people tick.”

Kristian Inglis, Head of Human Resources at Employment Compass

“Small businesses often face the challenge of attracting and retaining talent with limited resources. Research shows that prioritising a strong employer brand and employee engagement can significantly impact your ability to compete for top talent.

“Even with a small budget, you can build a compelling employer brand. Focus on showcasing your unique company culture and values. Highlight employee testimonials and stories that demonstrate a positive work environment. Use social media and your website to share your company’s mission and employee benefits, emphasising what makes you stand out.

“Employee engagement is equally as important. Create an open communication environment and a culture where employees feel valued and heard. Encourage feedback and involve your team in decision making processes.  Even small gestures like recognising achievements and providing growth opportunities can significantly boost morale and retention.

“By focusing on these two strategies, small businesses can create a competitive advantage in attracting and retaining talent, increasing the productivity of their business.”

Mollie Eckersley, Head of Operations, BrightHR ANZ

“In today’s competitive market, SMEs face the dual challenge of attracting and retaining top talent. It’s about more than just competitive salaries—employees are looking for workplaces where they feel supported, valued, and able to grow.

“The first step is building a strong employer brand. This isn’t just about flashy perks; it’s about communicating what makes your workplace unique. Highlight your values, culture, and opportunities for growth. When employees feel aligned with your mission, they’re more likely to stick around.

“Development opportunities are also crucial. Employees who can see a path for progression within your business are far more likely to stay. Whether it’s leadership training or access to new skills, these investments don’t just benefit your employees—they strengthen your business too.

“And don’t overlook well-being. Burnout is one of the fastest ways to lose great talent. Practical resources, such as Employee Assistance Programs (EAPs), can make a real difference. For example, BrightHR’s EAP – Wisdom Wellbeing offers tailored support for mental health and well-being, showing employees that their health and happiness are a priority.

“Finally, the right tools can streamline processes, allowing you to focus on fostering a supportive workplace. From managing leave to tracking performance, platforms like BrightHR free up time to create an environment where employees thrive.

“Attracting talent is important—but keeping it is what will set your business apart.”

Cassandra Eastham, Chief People and Operations Officer, Blue Connections IT

“Companies looking to attract and retain top talent must rethink traditional approaches and implement strategies that offer genuine value to employees at every stage of their journey.

“Effective recruitment strategies challenge conventional hiring assumptions. Instead of filtering candidates through rigid processes, organisations can redesign their approach around the person’s strengths. This might mean replacing standard interviews with project presentations or offering role customisation from day one; approaches that reveal a candidate’s true capabilities and ambitions.

“Once on board, retention hinges on how well businesses support employees’ personal and professional growth. Companies need to move past the outdated notion that one-size-fits-most flexibility is enough. Progressive organisations create truly personalised work ecosystems. This means developing individual arrangements that consider when and where someone works, how they work best, peak performance hours, collaboration styles, and personal commitments.

“Continuous learning is equally important. Forward-thinking businesses establish growth frameworks that combine formal learning with practical experience and peer knowledge exchange. This approach transforms development from a periodic event into an everyday experience to create an environment where continuous growth becomes part of the company’s DNA.

“Organisations can position themselves as employers of choice, creating a workplace that attracts exceptional talent, by embracing these strategies.”

Brett Rose, State Manager, Whizdom

“When hiring, think beyond the job description. Don’t focus solely on ‘culture fit’ which can limit diversity. Aim for ‘culture add’ by hiring individuals who bring fresh perspectives to your workplace. Hiring solely for current culture fit is akin to saying ‘Let’s find someone identical to the last person who had the job.’ That’s not growth; that’s déjà vu.

“Is your employer brand a true reflection of your company’s purpose and values, or does it focus only on function? Flexibility should be foundational, not a temporary benefit. It all begins with a strong hiring process—treat candidates with respect, communicate clearly, and avoid practices like fishing expeditions to benchmark internal resources, which can damage your employer value proposition (EVP) and reputation.

“Write job ads with diversity in mind, not to find a ‘carbon copy’ replacement. Research shows men tend to apply when they meet around 80% of the requirements, while women apply only when they meet 100%.

“Rtention isn’t about competing with perks. It’s about clarity, transparency, and valuing ongoing personal growth. When employees feel safe and see their contributions matter, retention follows naturally.”

Jas Singh, Managing Director at SKL Executive

“When it comes to retaining top talent, engagement with employees is key. This requires investing in one-on-one time, listening to them and also connecting the dots on what they are not saying. Making them feel heard and valued is paramount. If staff feel they are growing – personally and professionally – in their role, they’re likely to remain. So ask them probing questions about what they want from their work, and allow them to own their career trajectory. Invest in learning and development such as courses and help them implement the learnings in practice.

“Hiring talented employees requires a thorough recruitment process. We recommend 2-3 interview rounds, and for the interviewers to be highly attentive – this means not only paying attention to answers but also assessing body language. It’s highly valuable to have multiple people from the company at different levels meet the person if possible. In addition to interviews, depending on the role, psychometric testing can also be beneficial.”

Trena Blair, CEO of FD Global Connections

“In the competitive landscape of the US job market, hiring and retaining talented employees requires strategic planning, cultural insights, and implementation to comply with OH&S regulations.

“Businesses can utilise strategies such as building a strong employer brand to attract top talent. By highlighting what makes the company an attractive workplace, businesses can appeal to top candidates who align with their values. Also, whilst offering competitive compensation, hybrid work, and flexible work arrangements are necessary to attract top candidates, it is essential for businesses to offer health insurance and retirement plans.

“Creating a positive virtual work environment and establishing effective engagement practices to manage the tyranny of distance, such as time zone differences, are essential for retaining talented offshore employees. This involves fostering a culture of savvy policies to engage, collaborate, and recognise employees who feel valued and motivated to stay with the company long-term. Providing career growth and advancement opportunities through training programs, mentorship, and international leadership development can also help retain top talent.

“Implementing these strategies for your business in the US market can help leaders effectively hire and retain talented employees, resulting in a more engaged and productive workforce.”

Melissa Williams, CEO, Learning Dimensions Network

“When businesses are looking to hire, it’s easy to get caught up in ticking off skills and experience on a list. I suggest it’s far more important to find people who are the right cultural fit for your organisation.

“During the interview process, delve deeper than skills and experience. Ask questions to understand what motivates the individual, how they like to be managed, and what they value in a workplace. Look for people who are a values match, can problem-solve effectively, and bring a diversity of thinking to your team.

“Retaining good people is about building genuine connections and understanding what’s important to them. I’ve found that open communication and trust are paramount. Encourage your team to renegotiate deadlines before they become an issue, pay them well and reward them generously when they exceed expectations.

“Regular feedback is vital, but ditch the formal performance reviews. Instead, focus on creating a culture of continuous learning and development by providing opportunities that align with their aspirations and the needs of the business.

“Above all, show genuine care for your employees – their well-being, their work, and their lives outside of work.”

Shannon Karaka, Country Lead ANZ, Deel

“Attracting and retaining top talent is akin to assembling a complex puzzle. It requires carefully piecing together a positive work environment, a strong company culture, competitive benefits, and opportunities for growth. Recent Deel research found that many businesses are facing challenges with keeping up with benefits trends (54%), meeting high salary expectations (52%), and managing workplace culture (50%).

“The first step is to gather feedback from current employees and analyse common reasons for turnover. Use these insights to focus on initiatives such as new benefits, mentorship programs, or recognition schemes that meet workforce expectations and will boost employee satisfaction. Once implemented, ensure employees are well-informed and supported in utilising them.

“While competitive salaries matter, our research also found that career development and flexible working opportunities are more influential for attraction and retention. So it’s clear, for many employees it’s not just about the paycheck. Instead, offer flexible work arrangements, remote or hybrid work, mental health support and clear career progression pathways. Giving people the freedom to balance work and life, while ensuring they feel supported and valued, goes a long way in keeping them happy. These not only improve retention but can also be showcased in job descriptions to attract top talent.”

Jennifer McKennariey, CEO at Dynamic Capabilities Consulting

“To hire and retain talented employees, companies must adopt a human-centric approach with diversity, inclusion, and people-first policies embedded in their DNA. Transparent, equitable compensation reflecting skills and experience, combined with clear expectations, role responsibilities, and career pathways, fosters engagement and drives development.

“Share your company’s story passionately – highlight the vision, mission, values, and impact. Clearly define success and why it matters. Keep candidates informed throughout recruitment and provide seamless, supported onboarding (i.e. a buddy system to foster early connections).

“Effective leadership, robust systems, and processes are essential for successful collaboration. Regular 1:1s with management help employees feel heard, enabling work assignments aligned with interests, skills, and experience.

“Empower employees through purpose-driven projects, diversity initiatives, and innovation opportunities. Continuous learning (i.e. micro-credentialing, cross-department rotations, and mentorship) fosters growth and adaptability.

“Performance and development reviews should focus on holistic growth, aligning professional and personal goals, whether addressing housing, health accommodations, or caregiving needs.

“Compliance with Fair Work practices and accessible workplace accommodations fosters an inclusive, resilient environment where people can collaborate well and flourish, even during challenging life changes. Prioritise open conversations and compassionate support, building a workplace where everyone can succeed together.

“Put people first, and success naturally follows.”

Sonia McDonald, CEO & Founder, Leadership HQ

“Want to build an all-star team and keep them happy? Start by hiring for values and culture fit.

“Sure, a killer resume is impressive, but if someone doesn’t share your company’s energy and mission, they won’t last. During interviews, dig deeper: find out what drives them, how they handle challenges, and whether they’re genuinely excited about what your company stands for. Skills? You can teach those. Culture fit? That’s the secret sauce.

“Now, to keep your talent from jumping ship, create an environment where they feel inspired and valued. Recognition is a must—celebrate every win and make people feel like rock stars. Offer opportunities to grow and challenge them to keep learning. Show that you care beyond the 9-to-5 with flexibility, wellness programs, and a focus on work-life balance.

“And don’t forget: feedback is a two-way street.

“Ask for their input and act on it—don’t just nod and move on. When employees feel connected to your company’s values and know their voice matters, they’ll stick around, be engaged and be ready to help you conquer the world.”

Aman Sethi, Founder and Managing Director at JICS

“The key is to look at the talent pool and various channels available, including referrals, online advertising, LinkedIn and Seek, and make sure you’re covering as many avenues as possible. This is particularly important for niche roles.

“For the interview process, it’s important to have a process that covers the behavioural and technical aspects of the role. Culture fit to your organisation is a critical factor to hire someone who can perform but also fits in with the rest of the team dynamics.

“For roles where there is a shortage of skilled labour, international business sponsorship for workers is becoming more streamlined and effective for organisations and we’re seeing an increase in companies using this option to bring the best talent globally to their operations. This pathway also leads to increased loyalty from that employee group.

“In terms of retaining the top talent, it’s important to make them feel valued not only from a remuneration perspective but also from a personal and professional development perspective. Providing a level of autonomy and ownership as part of their responsibilities so they feel the value and efforts they’re contributing is having an impact on the organisation is also important. Given the importance of work-life balance in the post-COVID world, I feel it’s still important for a level of flexibility to be provided. Even if there is an expectation to work in-office the majority of the time, there should be flexibility available to assist with work-life balance. Organisations that offer this will have a higher retention rate.”

Paige Henderson, Senior Manager, Performance and Culture at NobleOak

“At NobleOak, attracting talent starts with creating a workplace where people feel genuinely appreciated, motivated and empowered to make a difference. We look for diverse contributors who share our values and ways of working, with our interview process shaped around these principles: Be Noble, Create Value, Adapt & Grow, Keep it Simple and Deliver on Promises. New hires are welcomed through an induction program, including an introduction by our leadership team, and setting a 100-day plan which empowers new starters to make a real difference from day one.

“To retain talent, we prioritise our culture through a focus on employee engagement, growth and recognition. Employees benefit from tailored leadership and upskilling programs, with regular reward and recognition through our bi-monthly employee awards, service awards, weekly shout outs and regular celebrations of our wins and learnings.

“We place a strong emphasis on social connection and organise regular events throughout the year, bringing our team together to collaborate, learn and celebrate in our state-of-the-art workplace.

“Our engagement survey results tell us that employees appreciate our culture of open communication, and largely feel heard, supported and empowered to thrive in an environment of continuous improvement and innovation.”

David Campbell, Partner, Brand Rebellion

“To attract and retain talented employees, start by connecting with universities and professional networks to find people with the right skills, and look beyond just the technical fit. Attract talent that aligns with your culture and adds something unique to it. Keep the hiring process smooth and engaging and showcase what makes your organisation a great place to be – real growth opportunities, work-life balance, and flexibility: things today’s talent really values.

“Once they’re on board, keep employees engaged by supporting continuous learning and development. Build a culture where people feel valued, comfortable sharing ideas, and heard. Recognise achievements and stay progressive with how you reward and support your workforce; tailor these efforts to their unique needs rather than relying on what’s worked elsewhere. Offering clear career paths and an environment where people genuinely want to stay and thrive will help you retain top talent over the long term.”

Richard Spencer, Founder, AgeInc

“Why not think outside the age barrier?

“36%, or more than 9 million Australians, are aged over 50, yet they are often overlooked by employers.  53% have experienced ageism during the recruitment process and over 21 percent have been discriminated against by their current employer based solely on their age.

“Yet, when we think of strategies to hire and retain talented staff, we tend to focus on younger demographics.  People aged 50+ are midcareer, and yet are often seen as being over the hill, set in their ways, too expensive or even technologically illiterate.  Nothing could be further from the truth.

“Workers aged over 50 bring valuable experience, a strong work ethic, and diverse perspectives to a team. They offer industry knowledge, critical problem-solving, and mentorship for younger employees. With established networks and an understanding of older demographics, they can also help businesses connect with a broader customer base.

“Differentiation in hiring great talent can be as simple as not screening out potential employees who are over 50.

“And if you need more motivation to consider hiring midcareer employees – they stay longer. Average tenure for someone hired in their 50s is over 6 years, almost 3x the tenure of someone in their 20s.”

Elise Balsillie, Head of Thryv ANZ

“Great companies are built by great people.

“The challenge for small businesses in the current employment market isn’t just finding the right candidate for the role – it’s how to hold onto them.

“In February 2024, over half (57%) of Australians had been employed in their current job for less than five years, with some of the highest counts of job mobility cited in retail, construction, accommodation and food service industries – all key players in the small business landscape.

“Retaining top talent starts at the very beginning of the hiring process. Here’s how to approach it from the get-go:

1. Hire with authenticity
   Presenting your business as an appealing workplace and offering a competitive package is essential to attract the best team. However, employers often overlook the importance of presenting your business authentically.
   Be transparent about the role, job responsibilities, challenges and expectations with examples that paint a clear picture of what it’s like to be a part of your team.
   Don’t be tempted to overinflate your workplace culture or adapt a role to suit the candidate. Treat interview is an opportunity to have a two-way conversation and find a genuine match for both parties.
2. Retain with recognition
   Research shows that well-recognised employees are 45% less likely to have turned over after two years.
   While recognition in the form of a pay rise is important, what keeps employees content requires a more personal touch:
   • Put a spotlight on your high achievers. I like to do with this a monthly shout- out, a personalised note and a little something to say thank you. A small gesture can go a long way.
   • Reward success with a personalised development plan. Working with your employees to create a future in your business is an effective retention strategy.”

Paul Nguyen, Founder and CEO at Creative Culture HQ

“When it comes to hiring and retaining talented employees, it’s all about making your team feel valued. In my experience, it’s crucial to foster an environment where people genuinely feel like they’re part of something bigger. I prioritise regular 1:1s with every single team member—no exceptions. These sessions aren’t just about work; they’re about checking in with each person on a personal level and understanding what’s really going on in their world. This open line of communication helps build trust and strengthens the team.

“Investing in your people is just as important. Whether it’s funding their professional development or providing opportunities to take on new responsibilities, you need to show you’re committed to their growth. I’ve also partnered with a local supplier to offer discounted equipment to my staff, which has been a game-changer in showing appreciation for their hard work.

“As an SME owner, it’s easy to think you can’t compete with the big players, but a solid, supportive culture will always win out. The key is consistency: Show up for your people every day, support their growth, and the rest will follow. When your team feels valued, they won’t want to go anywhere.”

Errol Amerasekera, Director, Blue Stone Edge

“Recruiting and retaining talented team members requires a focus on both culture and policy.

1. Promote inclusive hiring practices
   1. For example, implementing blind recruitment techniques to minimise unconscious bias, establishing diverse interview panels, and continuous monitoring and assessing hiring metrics.
2. Cultivate a culture of psychological safety
   1. Psychological safety is the belief that an individual within their workplace can raise questions, express themselves, share concerns & even admit to mistakes, without fear of being ridiculed, judged, shamed, or belittled. It enables people to come to work & be their whole selves, without the need to compartmentalise or excessively censor particular aspects of their thinking, their personality, or their culture.
   2. Psychological safety fosters greater engagement and belonging.
   3. This is critical for individuals with diverse and/or minority identities, who might have a strong experience of belonging outside their workplace.
3. Have a strategic focus on professional development
   1. People have intrinsic need to grow and move towards a sense of mastery in their chosen field.
   2. When these needs are met organisations are more likely to retain talented individuals who frequently have a strong ‘growth mindset’.
4. Continually align people to the purpose of their role
   1. Continually reminding and aligning people to the purpose or the ‘deeper why’ of what they do is essential for retention, engagement and motivation.
   2. This ‘deeper why’ explicitly connects how their role and their work makes a difference in the world.”

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