The focus of the Techfluence meetup was to discuss how companies are luring and keeping talent in the full-employment economy, drawing on the findings from 24 Seven Talent's  2019 Job Market Report and talent management techniques of four panelists. The panelists detailed approaches their companies are implementing to give them the edge in a time when the war for talent is raging. Kevin Stapp, Vice President or Talent for Shiseido Americas, Allie Kagel, Director of Sales Talent Acquisition for Peloton, Mag Goossens, Global Head of Talent in Residence for Samsung Next, Kristi VandenBosch, Former SVP, Global Head, Digital Center of Excellence for Revlon, joins 24 Seven’s Executive Vice President of Global Sales and Business Development, Lisa Marie Ringus.

• How companies are attracting and retaining employees through compensation and cultivating a productive environment and offsetting employee expectations
• How companies like Samsung Next are building models for attrition in a competitive tech landscape where the average employee tenure is 18 months
• The importance of clear career growth paths and transparency in pay grades for new hires, especially millennials
• The importance of strong leadership and clear company values as a factor for attracting top talent 
• The importance of humanity and flexibility in keeping employees motivated, as well as understanding where your employees are in their life cycle and on their career path
• How companies are adapting to new hiring strategies and what that means for employee training and integration policies
• The importance of adapting to modern skillsets and values of ideal candidates from a younger generation into older and more established corporate cultures
• Empathy and compassion as key leadership roles, especially when working with a workforce that spans generations and continents
• The allure of working for a company for the name recognition to bolster a resume, despite knowing that nothing positive will come from the experience
• Why the 360 holistic hire needs to be improved, and why it’s important for prospective employees and companies to build teams of passionate people who can work together and have each other’s back
• The need to sometimes be ruthless, and acknowledge when you’ve made mistakes and take the actions necessary to excise people who are harmful to the productivity of the team
• Company provided benefits (healthcare, retirement planning, student debt release, and general wellness) and the importance of keeping a finger on the pulse of your employee’s needs
• How benefits can be branded more effectively to show how they can be utilized by employees
• The importance of listening to employee comments to make sure that no one is feeling left out or even prejudiced against by the fine print of who receives what benefits
• The importance of strong communication and employee performance reviews in avoiding resentment and frustration when someone isn’t sure why they aren’t advancing within the company
• The important but easily overlooked small details in the interviewing process that can make a huge difference with a candidate’s first impressions of a company, and how to hold hiring managers accountable for bad practices and behaviors that doesn’t involve powerpoint presentations