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A key part of your strategy for attracting, recruiting, and retaining talent is to first determine why a candidate will want this position and also why he’ll want to work for your company. You need to be able to sell both the job opportunity, and your company.

Keeping a long-term strategy in mind while recruiting and developing new talent is one of the most important concepts that some recruiters fail to grasp. By considering the positional recruitment a one-and-done idea, companies are falling behind competitors. How can you avoid this one-time mentality, and develop an efficient and organized talent management team?

A large part of how successful your recruiting efforts will be is based on how well you can read a candidate. This includes understanding more than just what they’re looking for, but what motivates and drives a particular candidate to take action.

Following a year of economic pressure on companies’ recruitment and talent management divisions, 2014 is prediction to bring the much needed winds of change. But what should HR leaders be focusing on in this upcoming year?

For any company wanting its employees to grow, develop and adapt, supplying them with quality, meaningful feedback is an absolutely essential requirement.

Finding the perfect candidate for an open position is a challenge that often leaves HR managers frustrated and discouraged. How many times have you looked at a job description and said, “The person I hire must meet all of these requirements”— and then reality smacks you in the face and you get zero candidates that have all the requirements?

Since 2008’s economic slump, many companies have been focusing on restructuring, and ultimately recovery rather than growth. However, with the economy picking up, 2014 is sure to be a year of transition and accelerated growth for many of these same companies. This period of growth will lead to increased competition for top talent between you and your competitors.

If you’re currently a CFO, or searching for one, this information can be invaluable during your search and hiring process.

Do see value in keeping your employees happy? You should. Companies that value low employee turnover rates see much more long-term success than companies that recycle and use up unmotivated employees.